Change Management

Subject: Business
Type: Analytical Essay
Pages: 9
Word count: 2494
Topics: Human Resources, Job, Management

Table of Contents


This paper is designed to provide ways in which can lead to the success of change management in an organization. First, it will provide the staff and personnel needed to be present during the process and their roles. In addition, this paper will offer some ways that ensure change management achieves its objects, which includes; excellent communication, budgeting, and resources, presences of stakeholders, management of resistance, revising and reviewing the process, celebrating the team involved in the change among others. On the other hand, it will provide ways in which change management may fail due to the following reason; lack of resources, lack of skilled and committed leaders and lack of technology among others. Lastly, it will recommend the best ways to achieve successful change management in an organization.

Change Management

Management is the critical success of every company and industries. The management team and how well other employees are willing to cooperate determine proper management. Strategies and plans are the primary ground of attaining organizational goals and objects. However, the organization might fail to achieve all goals and objectives if the approach and methods are not well implemented or they do not align with company’s mission.

Consequently, the organization needs to change its management for better achievement of organization goals and objectives (Doppelt, 2017). However, in some circumstances, the management change may lead to either success or failure in an organization. Mainly, this paper will address the role of the management team and the obligation of every staff for the successful organization change management. Besides, it will provide ways, which may lead to either success or failure of change management in an organization. Lastly, it will recommend what a company should do right to achieve goals and objectives expected when conducting management change.

Change management demand that every employee should change their usual working routine to work according to the new set ways. Notably, this is possible if all employees work as a team to attain organization results and outcome through change management (Doppelt, 2017). The transition should be gradual and starts from to senior officers to the lowest worker in the organization. Good coordination will lead to the best way fulfill each employee new unique role. 

Mainly, the top management has unique roles to play during the transition process. For an instant, the team responsible for managing change should have a good and easy to adapt methodology. Mostly, right change management should make it aware to its employees that it is not the organization structure that is changing but how different are people will conduct their roles differently and in a way to achieve successful change management (Doppelt, 2017).

At individual level, one should understand the essence of change in the organization, ways to participate in the desired changes and lastly, he/she needs to have a better understanding of how they should contribute (Hayes, 2014). Besides, individual employees should be equipped with necessary skillfulness, behaviors, and ability to make it a permanent routine in an organization. 

Besides, change management team should provide all tools required and leads to the best transition of management in an organization (Hayes, 2014). Chiefly, managers and supervisors should be supportive and ready to lead other employees in the right direction. Moreover, another essential tool corrective performance in the working environment and there should be a good plan and outline activities that should be taken for the better transformation of the organization.

Finally, a functional management group should have a reliable process that leads the whole organization fraternity to the desired changes, which should provide guidelines to be followed. First, a method should be the preparation of transition. In this process, change management team should outline best change management strategies, which will lead to the achievement of set changes and bear fruitful results (Hayes, 2014). Next, this team should prepare all employees concerning the expected change. 

Notably, employees are prepared psychologically and physically through well-organized education sessions. Third, the team should develop sponsorship model (Hayes, 2014). Mainly, some people in the organization are chosen as the sponsor, who identifies how each person in the organization is supposed to change their roles. Further, change management team need oversee how changes are implemented and outcomes expected.

The senior managers and chief executives have a paramount role to play in change management in an organization. In particular, they should be ever available during the education session and the actual implementation of the change of role in each worker. Further, they should be active and act as an example during the transitional period (Hayes, 2014). Lastly, they should make the sponsor be known to employees and assist them from the beginning g of the transformation session until the end. More importantly, they should make sure they are talking with the employees directly about the expected changes and the results of the changes, which will be beneficial to all organization staffs. 

Additionally, all managers and supervisors in the organization should act as the advocate of the changes expected and make sure that they are encouraging their workers in the unfamiliar role they are supposed to accomplish. In addition, they should talk directly with workers and ready to provide feedback when needed (Hayes, 2014). Mainly, the team project manager, supporters of the project and all employees work together for the best results of the changes. 

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The named above people should work appropriately to ensure change management is successful and the outcome is desirable. Additionally, to the success futures detailed above, an organization should at the first place identify the areas, which need to be improved. In this case, the team should identify the specific goals, which it needs to improve on (Oakland, Tanner, 2007). Mainly, it can be an increase of company’s profitability, the advancement of the product by inducing new technology, the process involved in the production of a product. In addition, this creates a clear picture of employees mind’s to on the areas to focus on. Mostly, this makes it easy for the change to occur on the expected grounds and it will lead to successful goals and objectives expected in the implementation of the change.

Second, for successful change management, there should be a well-outlined plan, which directs the attainment of organization objectives regarding change management. Primarily, a plan outlines where the change will start, its body, which is also the implementation of the changes, and lastly, the expected outcome related to the changes management (Goetsch, Davis, 2014). The futures mentioned earlier will be achieved if the team in charge will develop a process, which is easy to understand and follow effectively.

The process will provide a procedure and steps to follow for the achievement of the set goals. In this regard, it will point out the expected intention, measurement of each stage, incentive involved and lastly an analysis is conducted to compare the initial and new implemented change management (Oakland, Tanner, 2007). Therefore, with will follow the plan the change management will lead to the thriving outcome in an organization. 

Besides, the change management needs to identify its resources to conduct the changes required. Therefore, the teams in charge will need to recognize the source of funds and how it will utilize. Consequently, a well budget should be provided which ensures the organization does not misuse money during the process (Goetsch, Davis, 2014). Further, a budget will ensure that the process will not be left incomplete because of inappropriate budgeting. Mostly, budgeting of resources ensures each department is given enough resources according to the obligation and the amount of task it is supposed to carry out.

In addition, budgeting of resources identifies which elements need to be bought to enhance change management. For example, it will outline tools and equipment required during the process and after the implementation; it will identify infrastructures required for successful change (Oakland, Tanner, 2007). Therefore identification and provision of a well and reasonable budget will pilot to successful change management in an organization.

The success of change management needs to have liable stakeholders who are responsible for guiding the management team on the process to follow for the success of change management (Goetsch, Davis, 2014). There are also essential in ensuring the operation is well financed and provide desirable guidelines to the attainment of a change in an organization. Therefore, with supportive stakeholders during the transformation of institute management, it will guide to achievement result at the end of the process.  

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Moreover, communication is the ultimate road to the success of change management in an organization. All parts of an organization need to work together and share their views before, during and after the implementation of the change (Cameron, Green, 2015). Good communication leads to the understanding of the objectives and goals that should be attained. Mainly, it will make all people feel they are part and parcel of the change process, which will be an incentive to all employees to achieve the aimed goal.

Besides, proper communication guides the team to identify the weakness of each member during the transformation process (Cameron, Green, 2015). As a result, he/she will position in the area where they can work appropriately according to their experiences, talents, and abilities. Further, communication enables every employee to give his or her views concerning the process. In this case, executives and top managers will be able to identify areas that need some changes or needs to be improved. 

Notably, this enables all staff to be cooperative to the success of change management as they are involved in every process and even given a chance give their views (Edmonds, 2011). Lastly, communication leads to bring people together as a team and community; hence, they will be able to develop common organization culture in the achievement of a change. As a result, excellent communication will guide to the whole team to discard what is working and move with what is working for set change.  

Resistance accompanies every change process from either staffs and other stakeholders, therefore for change management to be a success; the team in charge should be come up with ways to manage such resistance. For example, this experience because of the fear of the unknown and the results are not unfamiliar (Edmonds, 2011). Besides, resistance is caused by the risk associated with an indefinite effect, or the fear that the company may lose all investment during the change management process. As a result, to curb resistance among the company staff, senior managers are responsible for conducting education to make the organization staff to understand the essence of the process. Mainly, if resistance is well monitored and control, the organization will bear good fruits in the end. 

Further, successful change management needs to revise frequently to identify the roadblocks, which need to be avoided. It should also be reviewed, this will assist the organization to identify areas to rectify or improve (Edmonds, 2011). In this case, the set steps should not restrict the organization from diverting to other direction, which promises success. Besides, revising and reviewing enable an organization to incessantly improve its targets and design the process in a way guarantees best outcome. Consequently, evaluating, a sequential improvement of the process and revising will show the way to the accomplishment of intended change management.

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Lastly, for the change to last forever for the good of the organization, the management team should celebrate the team in charge. Chiefly, this will make the team feel appreciated, and it may create a lifetime incentive to follow the set routine (Goetsch, Davis, 2014). As a result, a celebration will be an excellent point to ensure the success of the change in the future.

On the other hand, there are ways, which may lead organizational change management to fail. For example, insufficient resources, in this case, if the organization does not have enough resources to implement changes expected, the change management will not attain its targets. Notably, lack of enough resources will be a significant risk to the company (Decker at el. 2012). Hence, lack of resources leads to failure of change management in any organization. 

Second, an organization will fail to succeed in the change management if leaders, that is executives, managers, and supervisors do not change their leadership traits according to changes expected. In this regard, seniors in an organization should act as an example of the organization by showing changes in their roles. Principally, if leaders do not work as good examples in the managing process, it may lead to the failure of change management.

Moreover, during the change management, leaders should not only focus on the infrastructure, equipment and tools but it should focus on employees’ ability to change their new roles and regulation given (Decker at el. 2012). In particular, if employees are not well prepared for expected changes through education and training sessions the organizational change management will fail.

Besides, change management will fail if leaders will not be there to support the team involved in the transformation process (Decker at el. 2012). Leaders need to interact with the people directly they are in charge of to identify the main areas, which are causing blocks towards achieving changes. Also, failure of leader support kills the morale of workers to work hard toward the set goal of the revolution in the organization.

Lack of planning or poor planning put the organization at risk to fail in the expected changes (Decker at el. 2012). Therefore, appropriate plan is a paramount key to the success of organizational change in management. Insufficient planning will lead incomplete set changes. In this case, the company risk to loss its resources and capital. 

Lack of arrangement will lead to the failure of change management in an organization. Mainly, if an organization does not critically identify people to lead the change management process, it might fail. Also, if it does not specify the time the change should be accomplished, it will fail drastically ((Decker at el. 2012). Therefore, for critical success of the change management, everything should be aligned with the right people time and the proper process.

Besides, lack of best tools and technology will lead to the failure of change management. Mostly, this is because tools and equipment are the ultimate materials for the transformation of organization change. Lack of equipment, technology, and gadget leads to lack of transparency, inadequate communication in an organization, lack of supportive stakeholders or bad collaborators.  

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Lastly, change management needs a commitment from all department and all staffs in an organization (Decker at el. 2012). Therefore, compromise and cooperation are needed for the success of change management, lack of commitment will lead to deal and eventually, the change management will fail. 

In conclusion, an organization needs to have well-set plans every time they arrange on change management in an organization. Put in place all tools, equipment, technology, stakeholders and skilled leaders ready to cooperate and assist employees on all levels during change management. Mainly, if an organization follows all these stated futures above it will succeed in change management process.

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  1. Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools, and techniques of organizational change. Kogan Page Publishers.
  2. Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for business, government, and civil society. Routledge.
  3. Decker, P., Durand, R., Mayfield, C. O., McCormack, C., Skinner, D., & Perdue, G. (2012). Predicting implementation failure in organization change. Journal of Organizational Culture, Communications, and Conflict, 16(2), 29.
  4. Edmonds, J. (2011). Managing successful change. Industrial and commercial training, 43(6), 349-353.
  5. Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: Pearson.
  6. Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
  7. Oakland, J. S., & Tanner, S. (2007). Successful change management. Total Quality Management & Business Excellence, 18(1-2), 1-19.
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