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In the contemporary state of affairs, which is characterized by considerable changes in the economic climate, rapid technological changes, market globalization and increased competition, it is necessary for companies to adopt changes. Organizational change takes place when a firm makes changeover from its present state to a desired future state (Coulson-Thomas 2006). It is essential to manage this change in order to prevent any resistance from the staff, and thus, make the change efficient. Managing alterations in an organization refers to the procedure of planning and putting into practice innovations in a manner that will reduce resistance from the employees and costs incurred, and at the same time, maximizing the efficiency of the change endeavours (Coulson-Thomas 2006). The current business environment necessitates firms to go through transformations continually in order to remain competitive in the market. Change initiatives in an organization normally occur out of predicaments that a firm faces. Nevertheless, companies are persuaded to change in order to take advantage of certain opportunities (Bateman & Zeithaml 1990).

According to Bateman and Zeithaml (1990), there exist different areas in which companies may change including technology, strategy, human resources and structure. Certainly, these areas are linked and, as a result, firms should introduce alterations throughout all of them. This paper will focus on change management. Particularly, this paper, which is a project feasibility study, is an evaluation of how a certain issue may be tackled via an organizational change procedure.  This will include an explanation of the transformation which is to be embarked on and an evaluation of the probable concerns, which may arise, and how they can be tackled.

The Organization and Need for Change

The organizational to be assessed in this case is XYZ Processing Company (fictional company). The XYZ is a food processing company that deals with the milk products processing and packaging and it is one of the leading players in the industry. As a result, the company is forced to undergo organizational change if it has to remain competitive in the market and maintain its position. The company is facing major competition from other firms in the industry and, thus, it requires modifying the way it operates. This means changing various aspects utilized in the company and adopting new ones in order to ensure the attainment of the organizational goals, including quality production, increased profits, and improving the market share. These modifications may encompass technological, structural, and strategic alterations.

Section B (Project Feasibility Study)

The Proposed Change Process

The XYZ processing company will adopt a technological change. This type of transformation process has been considered in order to improve the quality of products offered to the customers in addition to improving marketing and customer services. The need for a technological change has been triggered by the increased competition in the milk processing industry due to the rapid technological development and the introduction of new competitors in the industry. As a result, in order to remain competitive in the market, it is necessary for the XYZ Company to modify its processing, operational, functional and other technologies in order to satisfactorily meet the needs of the customers. Normally, technological modifications are instituted as elements of superior strategic modifications, even though sometimes they occur solely. A significant aspect of organizational technological change is to determine the individuals in the company who will be influenced by the modification. This, together with the integration of the technological change into the company’s entire systems and creating management structures to support the same, will result to the success of the organizational change.

Advantages of the Change Programme

Certainly, the contemporary society is characterized by rapid technological changes and increased competition between small firms and large companies. As such, organizations require implementing brand new technologies and combining them with the old techniques in order to remain competitive. As a result, in order to ensure that it remains successful and competitive in the market, the XYZ processing company is forced to adopt new technologies, as these will ensure better production of quality merchandize and, in addition, will improve customer service.

The contemporary world of business has become too complex. Thus, in order to ensure survival, modifications have to be incorporated. Businesses hold a crucial role in the society. For example, they have to ensure consistent supply of quality goods and services while simultaneously achieving their set goals and objectives (Albert & Donald 2007). Some of the apparent benefits for businesses derive from adapting new technologies. These include attaining business goals such as profit making, and quality production and service delivery. This is because the business can actually identify suitable strategies that could be best applied to attain effectiveness. The organization sets up mechanisms to ensure that the change management is in place and, therefore, it becomes easy to make decisions that are change related (Albert & Donald 2007). This means that the organization will produce goods and services that are lined with the contemporary tastes and preferences. In addition, technological adaptation enhances competitiveness.

Better technologies are being introduced and developed, with the aim of simplifying processes and enhancing quality production. Most of these technological improvements come with an additional advantage of reducing the production costs along with other expenses the organization incurs in its routine operations. The faster the organization realizes this and implements strategies that will enhance its adaptation to the rapid technological changes, the sooner will it gain a competitive advantage over other organizations within its industry. Studies have revealed that diversities in performance among individuals or companies are linked with differences in levels of adaptability to the changing technology (Books Llc 2010). The most adaptive individuals (higher performers) have a higher degree of adaptability. It is the responsibility of every individual to push the market place and concept ideas that will provide them with the necessary tools by the use of innovative technology design, which assists them, and makes communication, business, and learning easier.

Potential Pitfalls to Be Considered During the Implementation of the Change Programme

Certainly, implementing organizational change encounters various problems including resistance from employees. Resistance is viewed as a normal response from employees who are acclimatized to a specific manner of performing duties (Wallington 2000). This resistance to change is amplified by particular tactics or situations. Firms, individuals, and groups should be motivated to implement change. However, it is apparent that if individuals observe a lack of performance gap or if the gap is deemed to be not essential, such motivation will lack, and as a result, they will end up resisting the changes introduced in the organization (Bateman & Zeithaml 1990).

Apparently, any modification in technology, which is utilized in an organization, will have an impact on the employees as a result of the adjustments required to be carried out by workers or issues caused by the connection with older electronic systems. Even though implementing a technological change emerges as a simple procedure, it is a frustrating and multifaceted process. Particularly, in the situation of big organizations like XYZ processing company, introducing brand new technologies sways more diverse groups of individuals and areas in the organization, therefore, generating a behavioural challenge rather than a technical one.

According to statistics, numerous organizational change endeavours have failed. For instance, half of the excellent upgrading programs do not meet their objectives, whilst thirty per cent of the reengineering procedures efforts turn out to be unsuccessful. Opposition from employees is the main reason behind the change efforts failures (Maurer 1997). To the majority of people, change appears to be a threat and, hence, and they find it difficult to get their dedication and support to execute change. In our case study, introducing new technologies to improve the production processes will encounter some resistance from the employees, as they have been accustomed to the use of former technologies. Corporations require individuals who can positively add to their change efforts that are forecasted.

Planning for technological transformation is a significant factor, which allows individuals and businesses to succeed both in short-term and long-term stages (Books Llc 2010). Nevertheless, it is apparent that organizational technological change entails a firm’s or individual’s capability to cope with innovations in their operating environment. Moreover, adapting to a major technological alteration is a vital challenge for many individuals and organizations. It is true that technological change requires modifications in the individuals’ or firms’ capabilities and knowledge. This means that a new technological change necessitates an equal change on how individuals interact, or how business processes are carried out. Studies have proved that the employees are not always ready to alter their old tradition of performing activities and adopting new ones (Adebanjo 1996). Besides, the implementation of new technologies into the company means that the employees require training and this adds up to the company’s expenses. Moreover, the employees may take time to learn the new technologies’ usage, and this may result to low production, as a result of slow operations.

Rapid technological change entails a shift to a wholly new technological trajectory that promises a superior performance of the entire organization (Simon 2009). This implies that individuals have to plan for such rapid technological change as the new technology is deemed to substitute for the traditional one. Planning strategic adaptation is a necessity for the individuals’ and companies’ survival in the modern society. Business leaders and intellectuals must look ahead (forecast), anticipate change and develop a strategy to successfully and proactively navigate through the turbulence created by the rapid change (Faizal & Rozainun 2008; Michael & Peter 2010).

How the Proposed Change Can Be Managed

Bateman and Zeithaml (1990) put forth various ways intended to assist managers in overcoming change resistance from the employees. One of the key techniques is communication and education (Michael & Peter 2010). This means that the managers should communicate efficiently with their employees regarding the nature of the modification and its significance to the company before it is introduced and adopted. This can be done through group presentations, memos, reports or individual discussions. Through this, the workers will have an overview of the entire process, thus the degree of resistance will be reduced.

Another significant element of overcoming change resistance is through encouraging the staff to participate and involve themselves in the planning and application stages of the change endeavours (Coulson-Thomas 2006). This is per Bateman and Zeithaml (1990) explanation that when the employees are involved in the transformation efforts, they will be more conversant with them as well as being more committed.

Support and facilitation is another way in which the managers in XYZ Processing Company are able to manage change resistance. This means that providing the staff with the required resources in order to ensure change, supporting their endeavours, considering their predicaments, and putting into mind that their performance level may drop at first.

Introducing rewards and negotiations is another method that can be applied by managers to overcome change resistance (Coulson-Thomas 2006). They do this by providing the staff with tangible incentives in order to ensure their cooperation. Besides, the employment of slight tactics, including offering the resisting individuals major positions in the change endeavours, may also be used.

It is true that no single technique is suitable for every condition and, as a result, the combination of various techniques can be implemented together if required. As Bateman and Zeithaml (1990) put forth, successful change managers are acquainted with diverse approaches and besides, they are able of relating them in accordance to the current situation.

Steps To Be Followed By Managers Whilst Implementing Change

  • Diagnosing the present state of the company
  • Designing the desired future organization state
  • Implementing the organizational change, which entails managing the change efficiently
    (Adebanjo 1996)

Change management is an important aspect that should be put in place during any organizational change. With the rapidly modernizing economy, many organizations are changing the way they operate in order to remain competitive and meet the customers’ needs. Certainly, this change is not highly welcomed by the employees as some oppose it as a result of being conservative and acclimatized with the previous ways of performing duties. For the XYZ Processing Company, adopting technological change may cause resistance from the employees and, as a result, the managers should implement efficient ways of managing such issues. Through this, the change process will be successful and, as a result, the company will be able to meet its set goals and remain competitive in the highly competitive business environment.

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