Change and the Management of Change Essay Example for Free

Change and the Management of Change EssayChange ManagementPlanning, Implementing, controlling, and reviewing the movement of an shaping from its current state to a new oneCauses of ChangeExternalIncremental (Evolutionary)Occurs slowly over time (fuel-efficient cars)Dramatic (Revolutionary)Can cause many a(prenominal) problems especially if unexpectedMight pebibyte to total rethink of operation of organization oBusiness Process Re-EngineeringBusiness ProcessRe-EngineeringFundamentally rethinking and re jut outing the processes of a business to achieve a dramatic improvement in performanceGlobalization-Increasing interdependence for countries economies through free trade and multinational company investmentNew opportunities to sell products in some other countriesIncreased competition from products made more cheaply in other countries-often by multinationalsUse either pan-global marketing for localization strategiesAchieve and try to nurture a competitive advantageTechnological A dvances-Leading to new products and new processesProducts new computer games, iPods and iPhones, hybrid-powered cars. Processes robots in production computer assisted design (CAD) in design offices and computer systems for stock control.Staff retrainingPurchase of new equipmentAdditions to product portfolio-Other products may be droppedNeed for quicker product development which may consume new organizational structures and teamsMacro-Economic Change-Fiscal Policy, Interest Rates, Business CycleChanges in consumers disposable incomes-and demand patterns that result from thisBoom or recession conditions-need for extra competency or rationalismNeed for flexible production systems ( faculty flexibility) to cope with demand changesExplain need for extra capacity or need to rationalize get it on with staff cutbacks in way that encourages staff who remain to accept change Legal ChangesChanges to what can be soldWorking hours and conditionsStaff training on company policyFlexible work ing hours and practicesCompetitors ActionsNew productsLower pricesHigher promotional budgetsEncourage new ideas from staffIncrease efficiency by staff accepting need to change production methodsEnsure resources available to meet challengeEnvironmental FactorsIncrease green consumerismIncreasing concern about manufactures contribution to climate changeSocial and environmental audits supported by strategic changes (recycle packaging)InternalOrganizational ChangesDelayering*Matrix structure** replaces hierarchicalretrain of less senior staff to accept more responsibilityJob securityRetraining staff in teamwork and project managementRelocation go operations to another region/countryRedundancy schemes for players who lose their jobsGrants for those willing to moveCutting Costs To Improve CompetitivenessCapital-intensive rather that labour-intensive methodsrationalization of operationsRetraining staff to operate advanced tech.Redundancy schemes for workers who lose their jobsFlexible em ployment contracts and working practices*DelayeringRemoval of one or more of the levels of hierarchy from an organizational structure **Matrix StructureAn organizational structure that creates project teams that cut across traditional functional departments Level of HierarchyA stage of the organisational structure atwhich the soulfulnessnel on it exhaust equal status and authorityFactors Causing Resistance to ChangeFear of Unknown (Uncertainty)Fear of Failure (Skills/Abilities beyond workers capabilities)Losing Something of Value (Income, Status, Job Security)False Beliefs (Some convince themselves current system will work to avoid risks)Lack of Trust (Past experiences between workers and managers)Inertia (Might have to work harder)Strategies to Reduce Impact of/Resistance to ChangeChange ManagementForce-Field AnalysisAn analytical process used to map the opposing forces within an environment (such as a business) where change is taking place1.Outline proposal for change2.List for ces for and against change3.Assign estimated score for each forceWeighs importance of forcesHelps identify who is most likely wedged by changeHow to strengthen forces supporting decision and reduce forces against it Can implement leadership style that reduces opposition and resistance to change bug out ChampionA person assigned to support and drive a project forward. Their role is to explain the benefits of change and assist and support the team putting change into practiceProject GroupsCreated by an organisation to address a problem that requires input from different specialistsPromote Change1.Establish a sense of urgency.2.Create an effective project team to lead the change.3.Develop a vision and a strategy for change.4.Communicate this change vision.5.Empower people to take action.6.Generate short-term gains from change that benefit as many people as possible.7.Consolidate these gains and recruit even more change.8.Build change into the culture of the organisation so that it be comes a natural process.