Change managment essay

Leadership and Change Management Introduction Successful change management is highly dependent upon the effective leadership style. If the leadership is effective than only the change management could become result oriented. Here in this report the effectiveness of leadership with respect to change management has been examined.

Change managment essay

Get Full Essay Get access to this section to get Change managment essay help you need with your essay and educational issues. The essay attempts to introduce the concept of change management through the sphere of coaching.

A comprehensive study into the role of a coach is provided whilst exploring key theorems such as classic organisation development as well as other more modern advancements to the theories. In the context of exploring the role of coaching itself, the essay then attempts to identify suitable areas or occasions for when managing change as a coach may be appropriate.

Ultimately all issues that are raised for debate are done so whilst considering; peer reviewed, accredited, academic opinion. Change management could be seen as a wide reaching and potentially all encompassing concept for individuals, or indeed organisations.

Particularly when considering that many organisations now exist within a modern and dynamic globalised business landscape. Indeed change itself could be viewed as an essential part of a progressive society. With this thought in mind one may be drawn to the view that it would be prudent to obtain a firm grasp of the issues and challenges that change inevitably offers.

Yet it could be naive to suggest that this task is entirely void of complexity. It could possibly be the case that each particular challenge may require a certain style or image of managing for change. For this particular study we focus on the role of managing change as a coach. With this knowledge in mind one may be drawn to the idea that planning for change is not only essential, but needs to be comprehensive and relevant.

Perhaps the specific strategies employed, or methods adopted, rely heavily upon the particular stage in which the change scenario falls. As previously mentioned the focus of this essay is on the role and suitability of managing change as a coach. The role of a coach in managing change may require a unique set of endeavours.

Indeed the coaching image of managing change appears to focus upon the relationship; development and nurturing of employees, as they will ultimately be the ones called upon to play active roles in participating in change.

As such, one may be drawn to the view that establishing a charter of; trust, shared values and benevolence may increase the likelihood of positive, successful outcomes Ladyshewsky, However, achieving such an outcome may require the consideration and ultimate implementation of change management theory.

One such established theory which includes various periods of advancement and contributing developments is that of organisational development.

Change Management Essay - Change Management of Synergetic Solutions Inc. Nowadays, business world change is an inevitable quality. It is necessary for all management of the companies to prepare for all upcoming technological advances, personnel and organizational changes. Similarly, Change management is a systematic approach to dealing with change, both from the perspective of an organization and on the individual level. Furthermore, it has at least three different aspects: adapting to change, controlling change, and . With respect to the previous discussion, change management alone is not only the essential thing to competitive advantage. Other factors such as social responsibility, use of power and leadership also need enough consideration. REFERENCES: Almaraz, J. (). 'Quality Management and the Process of Change', Journal of organisational change.

Palmer et alprovide a comprehensive study on the evolution of classic organisational development theory and practice. The outcomes of these studies could be viewed as the reiteration or further confirmation that best practise within an organisational sense includes an overall focus and commitment towards human relations.

What could perhaps be perceived as the revolutionary aspects of these studies is the more micro or operational specificity application, from an implementation perspective.

That is, notions such as; creating self-managing workgroups, more challenging jobs and total quality management are brought into spotlight to perhaps provide greater practical or operational guidance to managers Collins et al, The final key evolutionary contribution to classic organisation development theory, as detailed by Palmer et alincludes the notion of strategic change — as developed by Beckhard and Worley.

The focus of these contributions centre around the requirement of change needing to be strategic, aligning with organisational culture as well as the adaptability to the technical and political environment. Particular focus may need to be paid to the development and maintaining of relationships between individuals as a means of harmonising, in an objective sense.

From a coaching perspective, one may need to be aware of the potential drawbacks or shortfalls that may exist, when seeking to apply the classic organisation development theory.

French et al detail widely acknowledged problems or shortfalls to the classic organisation development model. This includes the perceived difficulties surrounding establishing the relationship link between organisation development and creating a clear ability to identify organisational effectiveness.

Additionally French et al focus on the difficulty to quantify where other external or internal factors may be of lesser, equal or greater influence to overall outcomes.

An apparent lack of theory in this regard may make it difficult for the manager coach to identify where particular methods employed led to specific outcomes.

Additionally one may need to consider the universality of organisation development and whether it is indeed relevant and workable in all cultures, or perhaps limited to the western sphere, particularly when operating in a globalised business landscape.

Perhaps it could be said that classic organisation development provides foundation principles or guidance for managers coach. Indeed this could be said when considering the Lewin Change Management Model, and the underlying notion of unfreezing the established methods, implementing change to then refreeze after change has occurred Burnes, Whilst this may appear abstract or lacking a degree of substance it could be viewed as a potential mission statement when seeking to implement change.

However, one may deem it prudent to explore additional theories that could offer further substance and ultimately assistance when seeking to implement change, from a coaching perspective.

As previously mentioned one may find faults or limitations in the traditional organisation development theories and feel compelled to study the advancements of the original themes. One such area could be that of appreciative inquiry. Appreciative inquiry seeks to focus on what is currently working best, to build further from those foundations Watkins et al, This process seeks to achieve the optimum future design.

The steps in this process are outlined by Palmer et alas discovering, building, designing and sustaining.With respect to the previous discussion, change management alone is not only the essential thing to competitive advantage.

Other factors such as social responsibility, use of power and leadership also need enough consideration. REFERENCES: Almaraz, J. ().

Change managment essay

'Quality Management and the Process of Change', Journal of organisational change. Whatever may be the objective and the new set of direction of the organisation, the leadership of the organisation has to accept the fact that change management is the bottom-line to achieve those objectives and, has to make this change management the new normal for the leadership.

Change Management Questionnaire Change management according to many becomes essential for the following reason: external pressure; which can encompass competition, new technology, cost, and regulation changes. Furthermore, economic and social conditions can escalate long-term change necessary.

Change itself is the only constant for organizations that hope to have a full lifespan. While small changes occur with regularity, a wholesale transformation or quantum evolutionary leap sometimes becomes necessary. Without the full support of staff and management, such fundamental shifts are.

Change Management - Theories of Changes Words | 6 Pages. Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response (French, Bell & Zawacki, ).

The change management process and the strategy have to revitalize all departments without pushing change from the top. As a part of the implementation strategy, the leader should monitor and adjust strategies in response to problems in the revitalization process.

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