Alternative Solution for: How Change Mismanagement Created an Industry

Alternative Solution for: How Change Mismanagement Created an Industry

Introduction:

Most of the organizations don’t prefer to change naturally. They change, only when change is unavoidable or compulsory. In last decade, businesses came up with different methods in business functions. These methods caused changes in static business operations. These changes shown a problem in business system, which is non-acceptance of change. For handling changes consultants came up with a Change Management concept. But it is not able to solve problem of change mismanagement. Change mismanagement occur because of not having proper change objectives, focus on solutions rather than methods, non-availability of foundation for change, unavailability of capital for change etc. For solving change mismanagement problems, fundamentals changes should be done to business changes.

Organizations began contracting advisors for overseeing change. Be that as it may, change administration specialists are not ready to fathom fundamental issues of staff and association. Commonly, advisors don’t comprehend hierarchical culture. There are numerous issues in change administration like; no reasonable change destinations, no change establishment, non-accessibility of capital. One critical issue in self-control for change. In this way, it is most critical to deal with change deliberately. In the event that associations need to develop then it needs to change. However, in the event that it needs to manage development then it needs to make establishment for development and receive the transform from the base.

Key Points in the assignment:

Change management, business change, change mismanagement, change objectives, business change forum, change foundation.

Content and Analysis:

For managing the change, the organization must have change objectives. Without proper change objectives change mismanagement will occur. Organizations must focus on change methods rather than focusing on change solutions. Change should be accepted as a continuous process not as a task done in any specific time. Organizations should make foundation for change, without foundation change can’t be successfully implemented. It should make capital available in all the points of time. Organizations must focus on performance of business unit. It has to focus on return on change on investment.

As per authors views in this article, change objectives will be helpful for any organization to change systematically. Changing methods will create new ways for sustainable change. By accepting change as a continuous process will make basic foundation for change. Employees will start accepting change wholeheartedly. Main reason for unsuccessful changes in organization is capital. When organization ensures availability of capital at all the stages of changes then it is helpful for the organization to takeover change successfully. Change will not be stop because of monitory terms. Change will ensure increase in performance of its business unit. If the performance go up then the revenue will be increased for the business unit. Then profitability of business unit will go up.

Many times, change will cause discomfort to employees. Employees always look to stay in their comfort zone & they don’t want to go out of their comfort zone. Employees feel that the business change give them additional work or they will lose their work because of the change. If not properly managed then change can cause monetary loss to organization. Because of change organization may lose its core business & unwantedly transfer into new business format.

Change is very necessary for every business organization. If it will not focus on change then it will be stuck at the same point & competitors will move ahead in the competition. So, change is unavoidable. But carrying out & managing the change is not easy for any business.

Conclusion:

Change is important, necessary & unavoidable for any business. It must be implemented on particular time. Change starting with one framework then onto the next business framework is a change. Change can be a little or enormous. For each association change is unavoidable. In any case, most associations don’t comprehend the way that it is vital and vital. Self-discipline to change must be produced all through the association. Employees needs to come out of their comfort zone & accept the change wholeheartedly. Employees must understand that, without change the organization cannot improve & without improvement it can’t grow. The growth of employee is directly proportional to growth of the organization. Change needs to be accepted as a continuous process, change management must be made as a policy organizations. Capital should be made available throughout the process of organization change. Change methods should be implemented & focused. Focus on change methods will give guaranteed results. Consultants can be appointed for implementing change but consultants should know about organization culture. Carrying out change without understanding the organization structure & culture is very difficult. This will result in unwanted outputs.

At the last we can conclude that, one thing we can’t avoid in business is change & one necessary thing in business is change. If the organization do not accept change then it declines the growth.

References-

Books

  1. Braden Kelley (2016). Charting Change: A Visual Toolkit for Making Change Stick. 1st edition. Pages 63-68

  2. Elaine Biech (2016). Change Management Training. 4th edition. Pages 35-42

  3. George Vukotich. 10 Steps to Successful Change Management. 2nd edition. Pages 112-118

Journals

  1. Ann Langley, Clive Smallman Haridimos, Tsoukas Andrew H, Van de Ven (2013). Process Studies of Change in Organization and Management: Unveiling Temporality, Activity, and Flow. Academy of Management Journal. Volume 56

  2. Ruth V. Aguilera, Deborah E. Rupp, Cynthia A. Williams Jyoti Ganapathi. (2007) Putting the S back in corporate social responsibility: A multilevel theory of social change in organizations. Academy of Management Journal. Volume 32

Websites

  1. https://knowhownonprofit.org/leadership/change/basics-on-managing-change/copy_of_what-is-managing-change Accessed on 14th May 2017

  2. https://www.thebalance.com/what-is-change-management-1918722 Accessed on 15th May 2017

  3. https://www.prosci.com/change-management/what-is-change-management Accessed on 16th May 2017

  4. https://www.projectmanagement.com/Practices/Change-Management/ Accessed on 16th May 2017

  5. https://www.strategy-business.com/article/rr00006?gko=643d0 Accessed on 14th May 2017

  6. https://dupress.deloitte.com/dup-us-en/deloitte-review/issue-19/developing-more-effective-change-management-strategies.html Accessed on 14th May 2017

  7. https://www.smartsheet.com/8-elements-effective-change-management-process Accessed on 16th May 2017

  8. https://goo.gl/oE2CQ5 Accessed on 14th May 2017

  9. http://change.walkme.com/example-of-an-organizational-change-management-plan/ Accessed on 14th May 2017

  10. http://www.businessballs.com/changemanagement.htm Accessed on 14th May 2017

  11. http://www.businesspundit.com/10-businesses-that-failed-to-adapt/ Accessed on 14th May 2017

  12. https://www.forbes.com/sites/markmurphy/2016/06/05/this-chart-shows-why-so-many-change-management-efforts-fail/#1abedda371fe Accessed on 14th May 2017

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