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Change management, Exercises of Change Management

Catholic University of Eastern AfricaChange Management

Brief description of the Change management by the various theorists..Among them Lewis

Typology: Exercises

2015/2016

Uploaded on 10/16/2016

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seremiwatt 🇰🇪

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CHANGE MANAGEMENT
Change is the process of altering the structure, the behaviour, the programs, the procedures
purposes or output of a unit/ some units within an organization.
Types of change:
There are two major types of change in an organization:
i) planned change
ii) unplanned change
Planned change is the orchestrated alteration made at work in a department or an organization. It
also refers to the long range and deliberate attempt to manage events by making conscious
efforts towards altering programs or structures.
Unplanned change is change that occurs spontaneously or within a very short time as a result of
something natural or a particular random occurrence.
CAUSES OF CHANGE:
External causes from the external environment
Internal causes of change: from within the organization.
External causes of change will include:
Globalization: events taking place in other parts of the world can today directly
influence what goes on in an organization and brings about certain changes such
as in management style.
Technology: introduction of new and sophisticated technology can cause and is
causing problems within an organization for example in the sense that employees
may not know how to use the new technology. It can also lead to redundancy and
downsizing.
Competitors: pressure from competitors can make an organization improve the
quality of their output. They can also influence the reduction or increase of prices
of commodities of goods and services.
Laws: government laws and restrictions can bring about change in an organization
such as maternity leave, paternity, minimum wage legislation retirement age etc.
Education: training, quality of personnel within the organization will depend upon
the type and level of education received as well as professional training.
Politics: political leaders can interfere with the running of activities within the
organization for example hiring and firing or remuneration.
Internal causes of change:
Decision making within the organization in terms of policies, remuneration, goals and
objectives.
Change of management; when the manager changes, then he/she will bring about
changes.
Interpersonal relations: interactions within the organization among the employees and
between employees and management may bring about change which could be positive or
negative.
The organizational structure: structuring the organization has an effect on the
performance and attitude of the employees.
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CHANGE MANAGEMENT

Change is the process of altering the structure, the behaviour, the programs, the procedures purposes or output of a unit/ some units within an organization. Types of change: There are two major types of change in an organization: i) planned change ii) unplanned change

Planned change is the orchestrated alteration made at work in a department or an organization. It also refers to the long range and deliberate attempt to manage events by making conscious efforts towards altering programs or structures.

Unplanned change is change that occurs spontaneously or within a very short time as a result of something natural or a particular random occurrence.

CAUSES OF CHANGE:  External causes from the external environment  Internal causes of change: from within the organization. External causes of change will include:  Globalization: events taking place in other parts of the world can today directly influence what goes on in an organization and brings about certain changes such as in management style.  Technology: introduction of new and sophisticated technology can cause and is causing problems within an organization for example in the sense that employees may not know how to use the new technology. It can also lead to redundancy and downsizing.  Competitors: pressure from competitors can make an organization improve the quality of their output. They can also influence the reduction or increase of prices of commodities of goods and services.  Laws: government laws and restrictions can bring about change in an organization such as maternity leave, paternity, minimum wage legislation retirement age etc.  Education: training, quality of personnel within the organization will depend upon the type and level of education received as well as professional training.  Politics: political leaders can interfere with the running of activities within the organization for example hiring and firing or remuneration. Internal causes of change:  Decision making within the organization in terms of policies, remuneration, goals and objectives.  Change of management; when the manager changes, then he/she will bring about changes.  Interpersonal relations: interactions within the organization among the employees and between employees and management may bring about change which could be positive or negative.  The organizational structure: structuring the organization has an effect on the performance and attitude of the employees.

 Availability or lack of equipment and materials: if they are available then positive change will be realized and if they are missing de -motivation and negative attitude towards management will set I n.  Organizational processes and procedures: these can bring about change especially if they are initiated by persons outside the organization.  Individual expertise and skills can bring about change within the organization e.g those who are exceptionally talented. Expertise can bring about change in profits or in the way things are done.  Financial base: Availability of capital and sound financial can in themselves cause either a negative or positive change within the organization.  Organizational culture: leads to either positive or negative change in an organization.

RESISTANCE TO CHANGE Change is inevitable in society and within organizations. People react to change in several ways:  It may be embraced  It may be resisted  It may elicit indifference. The general reaction and most common reaction to change is resistance. It is natural for human beings to prefer only what is familiar and be averse to new/ different things. Resistance may be at two levels: At the individual level At the organizational level

At the individual level: people tend to resist any kind of change because changes might involve sacrifice, acquiring new skills and competencies and dropping old habits and acquiring new ones .However, although change is resisted, the desire for new experience and the rewards that may come with it normally helps them to fully adopt to the change.

**Reasons for individual resistance to change

  1. Personal fear:** there are personal fears that stem from allergy to criticism and ridicule. No one likes to be criticized. Individuals may fear to lose personal importance or money. 2) Social fears: generally people dislike having to adjust to new environments and procedures. Socially, any change that may bring about a break up of relationships or separation of families will be resisted. 3) Economic fears: These are fears to do with financial security and which may include fear of unemployment, demotion, reduction of monetary compensation ie like the Kenyan Members of Parliament. 4) Stereotyping and perceptions: e.g men may refuse to do things because they are not manly tasks e.g cooking. 5) Insecurity: individuals may resist change because of not being sure about the future or how the change will affect their positions such as the Provincial Administration and the provisions of the new constitution. 6) Reference groups: Individuals may resist change as a result of reference groups that they belong to. If members of their reference groups resist the change then they also do the same because of their affiliation.

There are other changes in the organization which are not brought on by management. They include:

  1. informal groups initiated by employees themselves which may be the cause of protests and strikes
  2. competition from rivals outside the organization
  3. natural disasters such as fire outbreaks and floods
  4. Staff turnover.

Management can manage the change they introduce by:

  1. Timing: change should be introduced at the right time so as to ensure its success. The right timing will ensure that the change meets less resistance and does not cause undue stress to employees and management.
  2. Structural context: before change is made to the formal arrangements within the organization in terms of roles, rules and relationships, it is useful to do it in the right context or circumstances. There must be justification for the change.
  3. Role performance; when the change takes place, the personnel involved in carrying out certain roles must also be in tandem with the new roles. change in the personnel must be in accordance with the requirements of the new roles.
  4. Institutional commitment: this refers to the binding commitment on the part of all personnel involved. This commitment will also involve the re-allocation of resources as well as a show of high level of enthusiasm.

AREAS TO FOCUS ON WHILE MANAGING CHANGE

  1. Hr must communicate more than ever before
  2. Solve problems/ conflict
  3. Provide help to employees to assist them face up to the change in the organization
  4. Should involve employees and all concerned people right at the start of the change
  5. Work hard to gain commitment of the employees.
  6. Plan for change but avoid over organizing
  7. Help people to see change as an opportunity and not as a threat
  8. Training the personnel: if the change involves new technology or a new skill area, it will be useful to carry out training to assist the employees to acquire skills in order to work with the new change.
  9. Job enrichment: departments of people performing the same tasks can be put together and supervised by one person in order to ensure the growth of the individuals as well as the organization.
  10. Releasing potential: This deal with creating the right environment for everyone involved in the change to experience and release their own creativity and innovation
  11. Reestablish loyalty: new changes can bring with them resistance and resentment on the part of employees. There is need for management to re-establish their loyalty e.g. by using the organizational culture.

END