Case study help on :  Moves around the change management

Introduction

As the case moves around the change management and the phenomenon that leads to restructuring and change initiative within the organization and how to initiate with this change. How the overall planning and strategic formulation should be done and how these planning should be implemented for the betterment of the organization and successful change management within the organization (Connor & Stackman, 2003). These are the main are of concern in this case and the discussion will move around the case capturing all the aspects of change management within the organization.

Change is always opposed by the people whether it happens with a kid or with a professional executive. But the one has to accept the change as it is a natural and organic phenomenon, nobody can stop this.

According to the case, it is quite clear that the change is being initiated by some issue, problems, and causes that may vary organization to organization such as in the mentioned case, there was an issue with funding and financing for the organization and due to lack of funding the organization was facing a huge crisis problem. This was the main catalyst of change in organization.

Organization is an entity that is made of number of subparts and other entities like top management people, middle management people, lower management people, frontline people and workers. If the change occurs within the organization then it will have an effect on each and every one who all is related with the organization consisting of the stakeholders (Stacy, 1996).

Critical Evaluation

Nobody wants to leave their safe and comfort zone. If the change happens within the organization it will lead to the restructuring of each and every profile of the employees who are working in that particular organization. They will not be thinking from organization point of view that the change is required for some necessary reasons but they will be first thinking about their own interest. This is the main reason for the resistance of change in an organization.

If the organization is facing some issues or crisis then it is obvious that the firm is somewhere inefficient or somewhere they are lacking in competitiveness to avoid these kinds of crisis situations. That shows that either the whole organization is inefficient or some parts of the organization are inefficient. To make an effective move the organization must need to take some steps which could save the organization from collapse.

There may be various approaches to handle the change within the organization depending upon the kinds of situation and kind or organization. If the organization is comparatively bigger then it will have a huge resistance than the smaller organizations.

Changes may start from a small part of the organization and go till the change of whole top management (Swailes, 2010). It happens in a short span of time otherwise the time gap may arise some other critical situation at work place. So it is necessary to implement changes in a short span of time to make an effective and strategic move in the organization.

Sometimes the change may lead to the harsh steps for the employees that the employees may not accept due to some personal or other reasons. So it should be calculated rather than just being implemented without any prior information and planning (Stacy, 1996). This is very essential for the management to make a proper planning and strategic formulation before going for any change within the organization (Connor & Stackman, 2003). Until and unless the change management is done carefully it again arise some major issues or crisis situation within the organization. So the management should understand the criticality of the change within the organization then only they should take any step forward.

Organization is like a family or society which consists of various members in it. Any decision taken by management will have an effect on each and every member of the organization. There may be some people who won’t be liking the change, there may be some people who may be liking the change within the organization. So there will be a mixed kind of concern of people for the change. But the management should understand and analyse all these aspects proactively. Then only based on these facts and concerns they should go for the change in the organization.

As per the theories, there are basically four aspects or stages of initiating any change, those are as follows;

1. Plan: The management must plan after analysing the situation and based on the findings. The effective planning will give a better and strong initiation to the change process.
2. Do: After planning the whole change management process, the next step is to do the changes as per the planning. This must happen in partitions not to the overall organization.
3. Check: After seeing the result of change which is being implement to the small part of the organization, we can judge the future aspects of the change process within the organization.
4. Act: If the result is positive then we will go forward with the same planning and implement it to the whole organization. On the other hand if there is any negative impact of this process then the management should be ready with the alternative processes or crisis management handling proactively.

If all the things goes as per the planning then there is not a much matter of concern for the management/organization but if the resistance is huge then the organization need to take some other steps to avoid or stop the resistance (Stacy, 1996).

In practicality there is a lot of difference rather than just going through the theories of change management and the change process. The theoretical implication only gives us the hypothetical phenomenon that may or may not work in practicality. So it is very essential to look up the practical implications of change management to understand the round-o-clock aspects of change management.

The case itself describes all the aspects of change process and management within the organization. How the crisis arises and how the management handles the situation effectively and efficiently. The situation can go till any condition, it may be bad or even worst but the management or organization should not get worry or anxious about this. They should understand the situation and criticality of the situation then figuring out the whole aspects and understanding the pros and cons of the change process to handle the situation of crisis. Actually transformation is very obvious nowadays. Transformation within the organization lead to the succession planning and restructuring and many more approaches are there. To perform a successful change management these all steps are required to take to undergo transformation process.

There will be always some hurdles in this path of transformation process but the thing is that the organization needs to undergo with this change process to save their sustainability to give them competitive advantage for the long run of business.

• Demonstrate synthesis and judgment in the application of knowledge to complex organisational situations.

Knowledge management is one of the most important and suitable action over the change resistance. The employees want to be in their safe and comfort zone. They do not want to leave their comfort zone and that is why they resist the change. But we need to make them understand effectively that this is the need for the organizational sustainability. If the organization won’t go for the change process then it may result in the collapse of organization. We need to train and prepared them for the change process acceptance (Connor & Stackman, 2003). This is the best suitable option to avoid any discrepancy between the management and the employees.

If the situation is out of control then it is not wise to take harsh steps but the knowledge sharing and making the people understand about the situation and its criticality. This will lead into a positive result towards the change management within the organization. Sometimes the trade unions may provoke the employees for the strike and other unwanted situations then on that critical situation the management should use their knowledge and make the people understand that what is right and what is wrong? In most of the critical situation the peaceful talk can handle it effectively and wisely even the terrorism activities and the war situations can be handled by talking calmly and wisely. It is very essential to understand the criticality of situation and then only take any action over that situation. One wrong move can destroy all the planning for the change management on which the whole management have invested so much of time and efficiency. They will be require to change their process to take other alternative step to implement change process. So it is never wise to take harsh or negative step over any discrepancy. We need to take it as a challenge and understand the outcomes proactively then only take some steps forwards. That’s the main and effective application of knowledge.

Consequences of Change Process

Change will always have some positive and negative impact on the people who all are related with the organization such as employees, stakeholders, suppliers, buyers and others. An organization is an entity which is made up of people; it is running by the people and for the people. So the change will have the most impact on these people only. As the management need to take all the things into considerations, they cannot just avoid the people who have worked for the organization. They cannot avoid the stakeholders who have invested their money in the organization.

It is management and the leader who is going to take all the responsibilities of taking initiative of change and avoiding any discrepancy which can arise while the change process within the organization.

There may be various questions which can arise while going for the change process/transformation process within the organization;

1. It’s impact on the people: The impact of change to the people who all are concerned and connected with the organization in some ways. The change may lead to some benefits for them and may lead to some non-beneficial instances for them. The management need to minimize these consequences and then take the steps forwards to avoid any kind of resistance by the people.
2. Strategic planning and implementation: Strategic planning and perfect implementation is again essential for the successful implementation of the change process (Stacy, 1996). Without making a proactive planning and strategic formulation, it is worthless to go for a transformation process. It is always necessary to take a calculated risk to avoid any kind of inefficiency in the decision.
3. Possible Outcomes: The management should already analyse the possible outcomes of the scenario and the change process. If the people are going to resist, then why and if they are going to accept then why? These are the various questions which must be answered proactively and based on the facts and concerns of employees rather than just making a hypothesis.
4. Knowledge Management: Knowledge management is one of the most effective and sustainable tool with management to avoid the discrepancy or resistance by the people. The management can take proactive step and make the people understand about the scenario which the company is facing currently and at this stage the only way to go for the transformation. If the management is able to make the people understand about the condition then the half of the work is done. If the people will be able to understand the situation then it is quite possible that they will be accepting the change process.
5. Proactive handling of the situations: The management should be ready with other alternatives for the transformation process. If the one option fails then the other option/alternative should be ready in prior to the action. This way the risk could be minimized effectively and efficiently. Here the main role of crisis management people which a leader knows very well that how to analyse the situation and what are the effective tools which can minimize the risk and its impact to the organization.

These are the various consequences which may arise while going for the change process within the organization. The management need to understand all the situations and based on these aspects they should go for the change process and its implementation within the organization (Connor & Stackman, 2003).

These are the possible consequences that the people will be facing due to initiation of the change process within the organization. But what about the situations and outcomes that organization is facing due to crisis which is also initiated by the people? This is again a question mark to all the people who are connected and co-correlated with the organization and resisting to the change process. They are not thinking about the criticality of situation which the organization is facing currently and just looking for their own self interest.

Then the whole thing comes back to the organization and management. So at this situation rather than thinking of all these aspects the organization should focus on the time constraint and the criticality of the situation and should make a proactive strategy for the change process initiation within the organization.

Conclusion

The whole scenario makes us clear about one thing that the change is one of the most crucial and unavoidable process that the organization require to go through as per the need and requirement of time and situation. It is a kind of natural and organic process that cannot be stopped. But the only option is to go for the transformation to keep the organization sustainable and competitive.

Yeah, but the management should also be prepared proactively to minimize the risk and resistance while the change process initiation and its implementation. The organization need to keep a calculated risk advantage and disadvantage while going for the change process initiation. If the things will be out of control then it may lead to the negative outcomes which are really unacceptable and unbearable for the organization. So it is necessary to go for the thorough analysis of the situation and based on those analyses and finding the organization should take steps forward towards the transformation process.

Change is very common nowadays due to increase in competition in the market and among the competitors. To gain the sustainability and to make the organization more competitive it is quite essential to go for the change/transformation process. If the organization keeps on running with the same strategy and with the same outline then it will lead to inefficiency within the organization. To make the organization constructive and creative it is very necessary to go for the change process and change management helps the organization to avoid any kind of discrepancy while change process initiation within the organization.

I can conclude the report by saying that the change is obvious and it is an ongoing process whether it is the life of the person, or it is about any organization. It is a natural process which cannot be stopped but can be resisted by the people. But the management need to be ready with some proactive tools and techniques to minimize the resistance of people over this change process. Wherever it is possible the management should make them understand the need and requirement of the change for the betterment of organization and each individual correlated with the organization.

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