1. Executive Summary
This report presents practices in change management and it is intended for the consideration of the management. The objective of the change management process is to minimize issue and ensuring the change and achieve success.
2. Introduction
Change management is a systematic approach to dealing with change, both from the viewpoint of a Company and on the individual altitude. Even though it is a vague term, change management has at least three different levels
2.1.Adapting to change
2.2.Controlling change
2.3. Effective change
A practical approach to dealing with the management change is at the core of all the above three aspects. Change management means defining and implementing procedures and/or technologies to deal with changes in the business environment and to enhance profit from changing opportunities.
3. What is change Management ?
Winning adaptation to change is critical within a Company. Everything in a Company its employees and other resources unavoidably come across changing conditions that they are powerless to control. As such, more effectively you deal with change, the more likely to thrive. Adaptation might involve establishing a structured methodology for responding to changes in the business environment like fluctuation in the economy, or a threat from a competitor or establishing coping mechanisms for responding to changes in the workplace such as new policies, or technologies. In a computerized environment, change management refers to a systematic approach to keeping track of the details of the system.
3.1. Strategic / Tactics Management
The difference between strategy and tactics is that strategy defines what is to be done yet tactics is how to be done. Therefore, tactical management focuses no one of various tasks and activities executing overall strategy. In the other hand strategy management is focused on end results or end goal.
3.2. What do we change ?
The management change process is the series of actions or activities that a change management team would follow in order to apply change management. Most effective and commonly practiced change management process has following three steps.
Step 1 – Preparing for change – Preparation, assessment and strategy development
Step 2 – Managing change – Detailed planning and change management implementation
Step 3 – Reinforcing change-Data gathering, corrective action and recognition-
3.3. Management change Operational
Under the contemporary conditions, effectively operating the company with the right structure and performance have never been more critical not only for the progress but also for survival in the business. Planning effective leadership is a key necessity for any successful change management.
3.4. What do we change ?
Change management involves planning and receptive implementation and consultation with and involvement of the people affected by the changes. In the event forcing people to change problems crop up. This is specifically relevant to managing personal change. Prior to commencing organization change it is necessary to ask ourselves what do we need to achieve through this change, why and how will we know that the change has been achieved. Who is affected by this change and how will they react to it. To which extent change can be achieved ? What sections of the change do we need our assistance ? Answering these questions and facts discovered the facts and strongly benefit to the management change either personal or organizational level.
4. 7S Model
In early eighties Richard Pascale Tanner & Anthony Athos originated the art of Japanese Management. During the past it has widely accepted device in order to understand how a soaring organization should be managed. This model has been utilized by many companies. When practice this tool it can identify areas in a company which need attention. With the practice of 7 S’s the company can effectively execute its vision.
5. Model of Company
A business model portrays of how a company creates economic, social or other form of value. Construction of business model is a fraction of business strategy. In practice and theory business model is used for a range of descriptions to characterize aspect of a business. It includes purpose, strategies infrastructure , structure of the company, business practices and operational procedures. There are diverse interpretations of a business mode. When a company is instituted its employees, a particular business model that portrays architecture of value creation and delivery of goods. The core of a business model is that it defines the manner in which the company delivers value to the customers, lure customers and gain profit. It reflects management’s theory about customers’ needs and how a company can organize and making profits. Business models are utilized to classify business but they are also used by HR staff in companies to explore possibilities for future growth.
6. Strategy
Company momentum portrays in the growth of its employees. Employees represent best professional characteristics and innovation together with discipline and ethical standards. Company must continuously place high priority on attracting, developing and retaining talented individuals as employees. Talented employees with the goals and values transforms the vision of the company into reality. Employee with passion are paving the way for the future success of the organization. Following describes the priorities required to reach its long term business objective
6.1. Pursing high quality internally and externally
6.2. Seeking the partners as and when necessary to maximize value
6.3. Expanding innovative commercial capabilities to new customers
6.4. Culture of innovation
6.5.Trust and Team work
6.6. Open communication
7. Systems
A change is an addition, modification or removal of service component and its associated other areas. The requirement of changes arises proactively as well as reactively for variety of reasons. As an example proactively means seeing business benefits such as reducing costs, improving services or enhancing he effectiveness. Meaning of reactively is resolving errors and adapting to constantly changing circumstances. Changes must be tracked in a change management system and change is documented in change tracking system.
8. Skills
Solid leadership skills are important during transition. Being a good leader will get people to believe in what is happening in which subordinates will allow the leader to begin change.
8.1. As the leader others turn to for directions in needs, behaviour, ethics and standards. In order to change others leader should set an example.
8.2. Business leaders interact with their subordinates better through face to face communications and leaning more about the difficulties faced by them.
8.3. It is critical for leader to be honest in interactions with other employees. Being honest leader will gain trust and support of employees.
8.4.To be a strong leader requires passion behind vision for change.
8.5. Leadership requires lot of energy and self confidence
8.6. It is necessary to explain to all in business, campaign for a change and why it is necessary.
8.7. By the way of keeping every employee informed, it can reduce the chances of low productivity and low morale.
8.8. Leader has to realize how much effort is put forward into the change.
Leader has to understand there is no way of predicting how long it will take to fully implement a change. Reason behind this is that employees go through the above phases at different speed levels.
9. Staff /Employees
It is necessary to plan for involving as many employees as possible in the change process. In the event leaving employees behind in the change management process leading to misunderstanding, and resistance. Employees who are working positively in the process must be rewarded.
10. Style of Management
Leaders who handle various situations will depend on their style. A management style is a method of leadership. There are two methods as follows.
10.1 Autocratic
10.2 Permissive
Each style has its own characteristics and autocratic leader makes decisions unilaterally while Permissive Leader allow employees to take part in decision making.
Combining these categories with democratic (subordinates are allowed to participate in decision making) and directives (subordinates are told exactly how to do their jobs) styles gives four distinct ways to manage.
Again Directive Democrat makes decisions while closely supervising subordinates. Directive Autocrat makes decisions unilaterally. Permissive Democrat makes decisions with participation. Permissive Autocrat makes decisions unilaterally.
11. Structure
Despite the need to change structure within many companies barriers exist. Employees resist perceived threats to job security and management authority. Internal as well as external rules and circumstances restrict structural changes.
12. Shared Value (Culture)
Changing a well established culture is the toughest task to face in this process. In order to do so HR staff who are involved in change management must win the hearts and minds of the employees that takes both astuteness and persuasion.
13. Problems of Change Management
Managing change means managing people’s fear. Change is natural and necessary , but people’s reaction to change is unpredictable and irrational. It can be managed if it is carried out correctly.
13. 1.Resistance to change
Nothing is more disturbing people than change as well as nothing is as important to the survival of company as change. The secret behind successfully manage change from the viewpoint of employees is understanding. Normally resistance to change comes from fear of unknown.
14. Fear
It is always fear of change that is causing problems. In work place people are afraid to change. There are major fears as follows;
14.1 Fear of the unknown – People are most east when they are completely familiar with surroundings and sure of what the future holds for them. As a result fear of unknown people prefer to stay n the comfort zones.
14.2. Fear of failure – People expect to obtain right at the first time instead of working hard to correct the situation.
14.3. Fear of commitment – The fear of commitment will try to discourage people when they are beginning to move ahead quickly.
14.4 Fear of disapproval – another definition for this is the fear of rejection.
15. Belief
In change management take account of the fact that people are resisting to change. People will believe and stating the following to resist change.
15.1. It will not workable and practicable.
15.2. We are already doing it
15.3. We tried this before but no success
15.4. It will not solve the issue
15.5. It is risky
15.6. It is good theory but not practical
15.7. It costs too much
15.8. It will irritate
15.9. It create more issues than creating solutions.
16. How do we manage change?
Following guidelines will help to improving sills in managing change.A sense of purpose is essential for success and without a clear idea of what they are doing and why they are doing it will not have the exact foundation.
16.1. It is only possible when it is clarified values and build on the bedrock of purpose to find new and creative way to achieve change.
16.2. Flexibility – In the event one is not progressing confidence try another.
16.3. Thinking outside the box
16.4. Accept uncertainty and be optimistic.
16.5. Change is inevitable and see the big picture
17. Levin’s 3 step Model of Change
Lewin’s change model is a simple and easy-to-understand framework for managing change.
17.1. Unfreeze – Preparing people for the change through communication, training & development, participation, manipulation
17.2. Gradual change – Step by step change
17.3Refreeze – Reinforce the benefits of change
By understanding these three stages of change, it can be planned to implement the change. You start by creating the motivation to change (unfreeze). You move through the change process by promoting effective communications and empowering people to embrace new ways of working (change). And the process ends when you return the Company to a sense of stability (refreeze), which is so necessary for creating the confidence from which to embark on the change.
18. Conclusion
All changes have disruptive potential and impact on business activities. Therefore, controlling the change is critical. Change management can be recognized as one of the vital management processes. Any company or organization no matter the volume of business and the size, it is necessary to change in order to accommodate new business needs and in order to corrects errors and blunders in the services, infrastructure or there may be some other reasons like legal requirements. Change management is effective in reducing service disruptions with service management processes specially configuration management, release management, problem management and incident management.
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