11. Management of Change
Change Management definitions
Change management has been defined as ‘the process of continually renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers’ (Moran and Brightman, 2001: 111).
According to Burnes (2004) change is an ever-present feature of organisational life, both at an operational and strategic level. Therefore, there should be no doubt regarding the importance to any organisation of its ability to identify where it needs to be in the future, and how to manage the changes required getting there. Consequently, organizational change cannot be separated from organizational strategy, or vice versa (Burnes, 2004; Rieley and Clarkson, 2001). Due to the importance of organisational change, its management is becoming a highly required managerial skill (Senior, 2002). Graetz (2000: 550) goes as far as suggesting ‘Against a backdrop of increasing globalization deregulation, the rapid pace of technological innovation, a growing knowledge workforce, and shifting social and demographic trends, few would dispute that the primary task for management today is the leadership of organisational change.’
John Kotter's 8-Step Process for Leading Change
Dr. John P. Kotter, the Konosuke Matsushita Professor of
Leadership, Emeritus, at the Harvard Business School, invented the 8-Step
Process for Leading Change. It consists of eight stages:
- Create a Sense of Urgency
- Build a Guiding Coalition
- Form a Strategic Vision and Initiatives
- Enlist a Volunteer Army
- Enable Action by Removing Barriers
- Generate Short-Term Wins
- Sustain Acceleration
- Institute Change
What is Change Management Communication and Why is it Important?
Whether you are changing technology, business practices,
leadership, or a combination of things, change management communication is
essential to helping people move from where they are today to the desired
“future state.”
Boleslaw, R. (2009) Corporate social responsibility. People
And Skills Ethical Context Of The Participative Leadership Model: Taking People
Into Account. pp462-470 [Online]. Available at https://www.researchgate.net/.
Accessed on 28th May 2021.
Building a new culture is an important job. Culture changing may be performed through using new role models, focusing on basic business values, changing the structure, changing the reward system, and the best cultures are developed when a consistent approach is used. How do you think change management impact on Job satisfaction in hospitality industry?
ReplyDeleteJob satisfaction in the hotel industry may results in an increase in many forms of positive employee behavior: commitment to providing the guest with good service,
Deletecooperation with other employees, and a commitment to the organization. These activities and beliefs contribute to the hotels ability to deliver a high level of service that encourages customer loyalty. An increase in employee satisfaction may motivate workers to be more engaged and, as a result, to take actions that result in increased guest satisfaction and profitability which is important for success of sustainability and organizational changes in hospitality industry.
Change management is the systematic approach and application of knowledge, tools and resources to deal with change. It involves defining and adopting corporate strategies, structures, procedures and technologies to handle changes in external conditions and the business environment. Effective change management goes beyond project management and technical tasks undertaken to enact organizational changes and involves leading the "people side" of major change within an organization. The primary goal of change management is to successfully implement new processes, products and business strategies while minimizing negative outcomes.
ReplyDeleteBusiness managers who want to undertake major transformation to stay competitive must work with HR staff to gain employee acceptance and support.HR can play a dual role in change management by initiating and leading the change and by serving as a facilitator for changes that other leaders and departments initiated. HR can also play a strategic role in change management by calculating the post-implementation return on investment by identifying key performance indicators (KPIs) to be measured and by tracking and communicating these results.
By championing change, HR can help the organization increase buy-in, comfort and support for change across departments, thereby increasing the success of change initiatives
Agreed with you. HR can play a dual role in change management by initiating and leading the change and by serving as a facilitator for changes that other leaders and departments initiated. The HR department performs a variety of functions associated with the communication, implementation and tracking of major changes.
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ReplyDeleteFirstly it's better to identify potential problems earlier and it will help to develop a tailored change management approach to overcome difficulties. On the flipside poor change management may leads to number of repercussions like financial losses, productivity and performance drop, decreasing the quality of work, and poor employee moral etc. Hence limited understanding of the change and its impact might block the expected outcome of an organization. But however strong leadership , motivated and well informed staff can implement various approach to overcome different barriers.
ReplyDeleteVery true. Therefore HR and comapny leader has major role to play on this matter. However , they have to make sure that all changes should be match with their employees and nature of the bussiness .
DeleteChange management is a difficult process and it can take a long time to get performance. Developing a structured approach to change is critical to help ensure a beneficial transition while mitigating disruption.
ReplyDeleteManaging change is tough, but part of the problem is that there is little agreement on what factors most influence transformation initiatives. Soft factors don't directly influence the outcomes of many change programs. For instance, visionary leadership is often vital for transformation projects, but not always.
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