CHANGE MANGEMENT-

A GLOBAL REQUIREMENT

Himanshu Gandhi

Mob: 9968324005
Fax: 01251-232115
E-mail: himanshu_ymca01@yahoo.co.in
ABSTRACT:

As the world is getting a competitive edge day by day, changes are becoming the

mandatory part of a company for being in the hunt of leaders. Basically, change is an

event that occurs when something passes from one state or phase to another and Change

management is a systematic approach for implementing procedures and technologies to

deal with changes in the business environment to earn profit from changing opportunities.

The success and failure of the companies project is completely depend upon, how

effective is your change management mechanism. Change must be realistic, achievable

and measurable, the more effectively you deal with change, the more likely you are to

thrive.

1. INTRODUCTION:

Accepting the necessity and inevitability of change enables businesses to capture the

opportunities for reinventing the company and its culture. Though many people fight like

mad to avoid change, they can’t. If you look fifty years back at anything, it has changed

many times – people, fashion, cars, and the street in front of your home. Change

management is the process of monitoring changes in the organizational structure of a

company. Change management involves individuals, human resources, technology, or the

structure of the company itself.

What’s really important is how you manage change. Managed well, it can be healthy for

you and your company, leading to improved profit margins, happier and more productive

employees, and a stable and growing company. Managed poorly, it can lead to poor
morale, loss in production, and ultimately the possibility of bankruptcy or selling out.

Change should be expected with the arrival of any new leader. Like a new owner of an old

house, a new leader will be tempted to alter or remodel existing business processes. No

wonder so many people are afraid of change! But with a good introduction to change

management, you may find yourself looking at change in a completely different way. {1}

Change is almost always disruptive and, at times, traumatic. Because of this, many people

avoid it if they can. Nevertheless, change is part of organizational life and essential for

progress. Those who know how to anticipate it, catalyze it, and manage it will find their

careers and their companies, more satisfying and successful.

Key features of change management:

• Change is the result of dissatisfaction with the present strategies.

• It is essential to develop a vision for a better alternative.
• Examine market and competitive realities.
• It is necessary to develop strategies to implement change.
• There will be resistance to the proposals at some stage. {2}

"Change Management is common-sense and extremely readable because you quickly

realize that it is actionable in any organization." - Sahrah Mai, Experius, New Zealand

2. TYPES OF CHANGE: Organizations typically respond to the challenges of new

technologies, new competitors, new markets, and demands of customers for greater

performance and efficiency with various programs, each designed to overcome obstacles

and enhance business performance. Generally, these programs fall into one of the

following categories: Types of Organizational Change Programs {5, 6}

• Structural change (e.g., a ‘machine model of organization’)

 – Organization parts are sets of functional parts.

– During structural change, top management, aided by consultants,

attempts to reconfigure these parts to achieve greater overall

performance.

– Management shifts, eliminates, changes the parts.

– Driven from the top down

– Examples: mergers, acquisitions, divestiture

• Cost cutting

– Elimination of non-essential activities; squeezing cost from operations

• Process change

– Focus on how things are done

– Process change typically aims to make processes faster, more

effective, more reliable and less costly.

– Means reengineering of a process

• Cultural change

– People-sided

– Company’s general approach to doing business or the relationship

between its management and employees

– From command-and -control toward participative management

– From product-push to customer-orientation

3. FRAMEWORK FOR CHANGE MANAGEMENT: Many organizations have

undergone substantial change over recent years and the importance of organizational

culture to organizational analysis and change management has been increasingly

recognized. A Change Management Framework is a model of the fundamental elements

that are involved in the change process. The framework describes an integrated

management approach designed to achieve strategic objectives. Framework methodology

has been arranged in the following five sections. {4}

• Understanding Change

• Overview and analyzing Change Management

• Change Management Implementation procedure

• Measuring Change

• Evaluating the Results or output of Change and Change Management

ADKAR MODEL is one of the framework model developed by Prosci in 1998. ADKAR

is an acronym standing for:

• Awareness – Employees need awareness that change is needed for further

growth. .

• Desire – Employees require desire to create and support change which result

creating a positive attitude.

• Knowledge – Employees know what needs to change, and how to go about doing

it.
 • Ability – the change must be actionable and apprecialble.

• Reinforcement – in order to keep change, it must be reinforced.

This framework assists you to determine whether changes are working and why changes

are not working. By using ADKAR frameworks, the success of the change you are trying

to manage is ensured. {3}

4. BENEFITS OF CHANGE MANAGEMENT:

Change management is beneficial because understanding this change and its effect on the

organization and its people minimizes disruptive aspects and enhances positive

opportunities in the change process. Change Management is used to ensure that the

human aspects of introducing new processes and technology are addressed. This includes

creating an organizational structure aligned with new strategies and processes. In addition

to the benefits, additional long-lasting benefits of Managing Change are as follows:

Business benefits of change management - The purpose in implementing a change

management program for your organization’s projects or initiatives is to ensure the

project is meeting critical success factors, help avoid potential delays, prevent higher

costs and achieve its results sooner.

Greater organizational effectiveness – By addressing your people’s concerns, you can

accelerate the adoption of new processes and technology that boosts organizational

effectiveness and efficiency.

Improved work quality and morale due to team work– Working with team surely

increase the quality as well as morale.

Better collaboration and communication of thoughts – Encouraging dialogue and

circulating the information people need to know leads to a more cooperative, and more

productive, environment.

Better and effective customer service – An effective organization with good morale and

knowledgeable employees can make customer happy which results in tremendous

growth. {7}

5. CONCLUSION:

Change Management is a very important process. Change Management also maintains

the appropriate balance between the need for a change and the possible loss and impact of

the change. A well implemented process can enable you to proactively manage how the

change affects your environment and the amount of risk introduced into your

organization via change.

6. REFERENCE

1. http://www.managementpilot.com/change-management
2. http://tutor2u.net
3. http://www.brighthub.com/office/project-management/articles/15306.aspx
4. http://www.cst-sct.org/
5. Managing Change and Transition-HARVARD BUSINESS SCHOOL PRESS
6. Change management-Georgia University by Duane p. truax.
7. www.dmbauer.com