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Change management is the belief that change can be managed and planned.
Changes occurs to organisations for many reasons but one thing that is certain
is that change in organisation is inevitable.
Carnall (2005) states "change creates stress and strain for both those who
support change and those who don't. This because going through change many
organisations requires a lot of hard work and challenging ways which many of
the employees are not used to. Another factor that cause the stress and strain
is the fear of the unknown, as sometimes change fails. It is reported that the
majority 60% of change programmes fail, therefore it is a valid emotion to be
fearful or resentful of change.Kotter (2007) believes that organisations must
not rush and take their time through change in their organisations. This where
planned and managed change comes into practise.
Approaches to planned change
(French et al 2011) explains some of the approaches of planned change: top
down, coercion, rational persuasion and shared power. The top down approach
is when the senior management dictate the changes that will happen to the
organisations. The coercion approach is the method where its similar to a top
down approach the employees either have to comply or leave their job.
Rational persuasion is persuading the staff to see how the changes are
supposed to benefit the companies and its employees. The final approach is
shared power involves involving other people in the organisation to contribute
in the changes and have them contribute their ideas. There is no perfect
approach to change management however the most controversial of the
approaches would be the top down approach and force and coercion which can
be seem as autocratic methods.
Success with change management
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For any type of change management to be successful the organisation needs
to be aware of the following: an awareness for the need of change, the case
for change is made convincingly and credible and for the organisation to be
aware that change is a learning process and therefore some failures are to be
expected (Carnall,2005).…read more
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The behavioural approach can also be a way to reduce the resistance to
change. "The behavioural approach will focus on changing the behaviour of
staff and managers (Green,2009).
When change management is not effective
When change management is not successful the organisation not only loses
predicted profits but they can also loose staff that were not willing to tolerate
the change.…read more