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Reflection Change Management

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Business Administration>General




Term Paper: Change management is the process of changing internal processes, technologies, and tools to achieve business results. It supports the transition of an organization from its current state to a desired future state through a transition state. The key elements of the change management process are planning for change, managing change, and strengthening change (Prosci, 2020). When applying change management methods, many factors must be kept in mind to ensure successful implementation into the business environment and organizational culture. Change management is a basic component of every modern enterprise adapting to changing environments and trends, and it is constantly increasing. It improves the organization by changing the work done. Transformation is to make the organization more responsive, flexible, effective and efficient to all stakeholders, which makes it a basic skill. It also helps to expose the hazard, and then the hazard can be understood and controlled to minimize the risk in an effective and efficient manner. Staying efficient in the transformation management process means providing the right amount of time and expertise to balance the rewards and risks of the change, while evaluating the negative and positive aspects of the change (Camaican, 2020). To help achieve this goal, the changes are recorded and evaluated in order to explain them and minimize interruptions in the change process. There are multiple factors that may drive the need for change. Dissatisfaction, customer needs, competition, legislation and taxation, ethics and social values, technological change, and globalization are just a few examples. Internally, the desire to increase profitability may lead to organizational restructuring to ensure an increase in profitability. The organizational structure and culture will be adjusted over time to adapt to the needs of the organization. All these factors may improve the quality of the products or services provided (Camaican, 2020). It is important to prepare the company for the upcoming changes. There are many factors that need to be observed. First, there is a need to develop a vision for a better alternative and a strategy to help implement the change, including all affected stakeholders. Communicate with all affected stakeholders about the change and explain what the change means to them can be accomplished by the mentoring alliance as the change leader. This is an important step for the organization's preparation, because any type of tension needs to be resolved to protect the company's strategic interests. Instead, the desire to participate in change should be established by providing incentives and defining everyone’s contribution. As mentioned earlier, incentives such as rewards, praise, and other reinforcements for everyone can drive change. A sense of urgency can be created by highlighting potential threats and investigating opportunities. The concerns and problems of stakeholders need to be respected, and all employees should be involved to remove obstacles that may become barriers to change. Implementing new metrics and information is a way of forcing change and a way of creating short-term victory. This is important, so employees will stay engaged because they feel the victory and rewards (Camaican, 2020). The most important aspects of change are process, culture, and people. One goal is to train employees who are willing, capable, and ready to change so that the company can respond more responsively, flexibly, effectively, and efficiently. According to Hofstede as outlined in Hofstede's cultural dimension theory, good leaders will consider different cultures, which require different ways of communication. Communication takes into account awareness, knowledge, attitude and behavior, and should be as close to the individual as possible. When talking about good communication, consistency and purpose and the fact that quality is more valuable than quantity are factors to consider. According to John Kurt, the environment is constantly changing, so organizations must innovate to adapt to or control the environment. He also claimed that when the external environment changes, the internal environment should be adjusted, during which internal communication is crucial (Kotter, 2015). In order to be able to measure changes, companies can use tools such as performance appraisals to assess before and after the situation changes. Using performance evaluation helps to establish specific standards for employee performance. It also helps communicate these standards while measuring actual performance. Another way to measure change is the amount of waste generated by the company. The waste may be defects, overproduction of products, waiting time that may occur, and unused talent by employees. Inventory, movement, and additional processed documents can be used as deciding factors for measuring changes. In addition, calculating the return on investment provides companies with a numerical method to measure change, and the common denominator is the quality of the organization's methods (Camaican, 2020). Change management is a complex topic, but it is essential for any organization undergoing transformation. Done well, it will promote communication and ensure a successful transformation, benefiting the organization and its most valuable asset-its employees. Read Less