Managing Change Essay Example | Topics and Well Written Essays - 750 words - 1

Managing Change - Essay ExampleLewins change computer simulation The model has three stages, these are Unfreeze, Change and Refreeze. The unfreeze stage involves convincing the organization that the change is necessary. This is done by artificially creating a minor crisis that leads to the required want for the change. Change stage owing to the uneasiness faced by the people in the unfreeze stage, the employees start believing and acting in the direction of the change. somewhat employees take to change quickly where as some people who are genuinely affected by the change take time to adopt the change. In the final stage termed refreeze, as the change is being accepted, the employees are supported in order to help them to adapt to the change in a founder manner. Discuss the external and internal forces that create the need for organizational change There are two types of forces those generate the need for a change in an organization. These are i) external forces Industry Standards , Government Regulations, Technology trends, Socio-Economical aspects. ii) Internal forces Strategic decisions, Changes in technology and Employee attitudes etc. External forces are beyond the control of an organization, e.g. ad hominem computers replaced the electronic typewriters, the employees had to be trained on the use of personal computers. Similarly, in the case of internal forces, if the company needs to change its business from services to drudgery then the organization will need employees with different skill sets, hence the change. Kotters Eight Steps for Leading Organizational Change Professor John Kotter of Harvard wrinkle School has mentioned Kotters eight steps for leading organizational change in his book Leading Change. These eight steps are 1. establish the sense of urgency this sense can be created by very honest and clear discussions depicting the real state of affairs like pitiful sales figures. If people start talking about it this will lead to motivatio n, hence the sense of urgency for the change will appear. 2. Form a starchy coalition Coalition will not get formed unless the organization identifies few forward looking leaders. After these leaders have been identified, they must be committed. Their weak areas are worked upon to make them better leaders. 3. Create a vision The vision of the organization needs to be created, this is summarized and familiarized by the leaders. A system is then worked out for implementing the vision. 4. Communicate the vision The vision is discussed and talked about amongst the employees, the idea is to address the queries and anxieties of the workers. All types of changes are linked with the vision. 5. Remove Obstacles After the system is in place for working out the change, the people who oppose this change need to be identified. The barriers and obstacles are also identified and then the needful is done to lead these issues. 6. Plan and create short term wins Initially change is implemented in the projects those are certain. This is done to pose confidence in employees about the change. 7. consolidate improvements and produce more