Change Management Essay

1. Change trouble is a necessary chemical element for any organisational performance improvement process to succeed. Critic tout ensembley analyze the contribution of J.P, Kotter to management of transport.Introduction to transmit managementContemporary trends of problem and management atomic number 18 dynamic in nature. This is the reason why unlike organization employ strategic reassign in run comes up with current business demands. However, it is always difficult for the employers to accept this vary efficaciously and there are several reasons behind it. For instance, some employers feel ill at ease(predicate) to manage with the change and some employers consider it a threat to their expertness and job. This situation makes it difficult for the organizations to perform core business activities that at long last expunge the profitability and working processes of that organization in one way or other.Change management is an important factor since it enables the organiza tion to comply with the coeval market trends. However, there has been a lot of research on this upshot due to the intricacy cling to it. It is convicted that change is managed on organizational level rather than individual level yet without psycho-analysis and behavioral analysis and without get and convincing human being resource of the organization, it is not possible to gain benefits from use strategic change. So, one of the major component for change management is human resource management.When an organization employs some strategic change, it has to face resistance from employers because it involves passageway from known to unknown. Some individuals try to maintain this change and find it cheerful yet others are usually unwilling to adopt this change which causes disappointment of strategic change plan. Most often, it happens in enterprise resource supplying programs because it involve distinct complex processes which enable some people to social movement on comprehe nding the organizational state while some of them has to experience contrastive transition processes. This is the reason why a lot of pear-shaped measure ERP confronts failure due to resistance of employers.Importance of change management stellar(a) organizations like Nestle and Adidas usually form balancing relation surrounded by their organization and human resource through contemplating their needs. Since the organization is consisted of different people, ain change should also be considered an important factor. A change outline involves infrastructural change in an organization and in enunciate to adopt this change successfully, people of that organization has to change themselves. It has been observed in majority of the organizations that they parcel out the organizational change from technical perspective without contemplating the human resource which ultimately causes failure to achieve successful change management. Hence, the organizational management should lapse t he effects of change on individuals while implementing change strategy and for this purpose, different tools like one promulgated by J.P Kotter (1996) in the form of his 8 step change model.Effect of organizational changeIn order to scrutinize the effect of organizational change and its correct management, a survey has been conducted by Bovey and Hede (2001) in which nine organizations participated including federal government corporation, state governmental departments, large private sectors and local government agencies. The change was realignment and restructure of the divisions and departments introducing clean technologies. The result indicated that approximately 32.2% respondents were facing a great effect of this change where as 37.3% demonstrated that they were affected by this change to a large extent. hence, most of the respondents had been confronting and experiencing remarkable change in organizational infrastructure.Techniques to adopt change managementDifferent rese archers have identified a lot of techniques for qualification change lucrative through change management on organizational as well as individual level. (Aladwani, 2001) These techniques involveCommunication in order to affect cognitive conductCommunicate in order to give brief about strategic changeTrain and develop the employers to deal with the change effectivelyFor making change management effective, Kotters (1996) 8 step change model toilet also be used. The steps involved in this model areCreating urgency healthy Coalition formulationCreation of changing visionCommunicationremotion of obstaclesCreating short term winsBuilding strategic change objectiveAmalgamating changes in organizational corporate cultureConclusionTo conclude, it can be utter that for the success of an organization, change management plays a major role and among all basic components, human resources is the major aspect that should be given proper attention. noorganization can achieve success unless its p eople are capable of dealing with strategic change and for this purpose, organization management can implement different techniques and contribution of Kotter (1996) cannot be neglected in promulgating change management techniques through his 8 step change model.ReferencesAladwani, A. M. (2001) Change management strategies for successful ERP implementation. Business Process Management Journal, Vol. 7 No. 3. pp. 266-275.Bovey, W. H., Hede, A. (2001) Resistance to organizational change the roleof defence mechanisms. Journal of managerial Psychology. Vol. 16 No. 7.Kotter, J. P. (1996) Leading Change. Boston, MA Harvard Business School.