ipl-logo

Models Of Change Management

2130 Words9 Pages

Powered by Research paper on models of change management 1 Research paper on models of change management Shireesha Muthaluru Under the guidance of Prof. Antala atul Course Period:-01/13/2015 to 02/24/2015 Submission Date: 02/03/2015 Wilmington University Research paper on models of change management 2 Abstract The research paper presents importance of models change in change management and an alternative way of thinking about technological change in organizations. The Information technology is the process of planning, developing, implementing or managing computer or electronic based applications. Particularly, computer hardware and software applications which are helpful in …show more content…

The Information technology is the process of planning, developing, implementing or managing computer or electronic based applications. Particularly, computer hardware and software applications which are helpful in storing, converting, protect and securely retrieve information. Since, it becomes unprecedented rate of development in technology during the last two decades. New technology inventions created a lot more opportunities to the IT companies efficient in solving complex problems and using collected information for future referral. On the contrast, current change models plays crucial role in implementing change in an organization. Indeed, current change models having certain limitation on implementing changes and current models only helpful when the change known and outcomes are expected. But change is an inevitable process we cont suspect when will new problems arises and all technology related changes need an alternative model for implementing change. So, in this paper I am going to explain process of …show more content…

An Improvisational Model for Managing Change: The Orlikowski and Hofman's alternative model recognizes three types of change. Anticipated changes occur as intended. Emergent changes arise during the process. And opportunity-based changes are introduced during the process in response to an opportunity, event, or breakdown. The improvisational model plays a key role during the sudden changes that are happened in an organization. This model aids in managing the plan during the risks associated with the interruption in the flow of the management. For instance, in every customer service departments this improvisational method is used to resolve customer’s technological problems. Like laptop and mobile net work companies resolving hard ware and soft ware related problems through the telephone conversation. This type of customer’s complaints they take into challenge and they try to manage and solve the problems as situational basis. Similarly, In a customer service department at Zeta, a large U.S. software company, a evidence based case study where the management has implemented improvisational model

Show More
Related
1132 Words | 5 Pages

The Problem Solving Process Turnover issues are complex; therefore, it is important to use the problem solving process to correct these problems. This approach will help leaders define the factors that are driving turnover. In addition, it will help ensure the solution is capable of delivering results.

Read More
744 Words | 3 Pages

Argosy University course on Leading through and beyond Change is a good segway to delve deeper into our discussion on change management. Noting that our everyday lives are filled with change, organizations must also endure this unavoidable reality. As we live and witness real-life social, political, and environmental issues from around the world, these issues do affect how leaders lead their organizations. The four market change components for an organization are: a. Customer – organizations must change to meet the needs of current and potentially new customers, whether it is for financial needs, life circumstances, or personal taste. b. Technology – there is a constant need to keep the most current hardware and software and keep up with

Read More
1428 Words | 6 Pages

This is the reason for selecting Kotter’s Model to compare with OPTERRA. Moreover, OPTERRA is not utilizing any specific model for its change management. This suggestion will help OPTERRA to concentrate more on their change management instead of not only concentrate on technology part. Advantage • This model is easy and can follow the step-by-step process. • The emphasis is on preparing and accepting change, not the actual change.

Read More
921 Words | 4 Pages

McWhinney theory of problem-solving has identified a series of different approaches to solving complex problems in the organisation based on how the company views the realities, problem-solving and change management process. The Modes of change or approaches are formed by combining the four realities or worldviews into six distinct combinations. The different modes of change described in the McWhinney problem-solving model include Analytic, Assertive, Influential, Evaluative, Inventive and Emergent.

Read More
1776 Words | 8 Pages

The business world is continually changing with new visions, new technology, new systems and new projects. Change management is a complicated process that moves an organization from their current state to the expected future state. The way an organization responds and adjusts to changes will decide whether the change can withstand sustainability. Using Kotter’s process steps to change management will help organizations to implement a change more efficiently and effectively with minimal or no obstacles. The change entails restoring the health care to elderly patients in a geriatric facility.

Read More
1452 Words | 6 Pages

Phases of Change is an expanded version of Lewin’s Three-Step Theory. Lippitt’s change theory focuses on the change agent instead of change itself. Lewin’s change model makes efforts to examine the forces (restraining or driving) that influences change. For Prochaska and DiClemente’s change theory the model is not linear but cyclical.

Read More
549 Words | 3 Pages

When people have a positive view of change it provides energy and enables people to learn and grow. When people however, see change as a threat, it can cause uncertainty and confusion (Russell and Russell, 2006). To avoid causing stress and anxiety, continuous training will be provided to inform the practitioners about the benefits of using electronic systems. An advantage is that most teams are already using the electronic systems at their work place and are familiar with the

Read More
1564 Words | 7 Pages

Fortunately for us, change management is already a well-established field which is guided by evidence and tested principles, most of which focus on the relevance and application of my current leadership and management practice, which without thinking, I use daily. Change management models are concepts that provide an in-depth approach to company changes. Their aim is to guide us to making changes, navigating the transformation process, and ensuring that changes are accepted and put into practice. As stated, I have used such theories and models in changes, I have made within the company I work for, examples are within recruitment and the training of inexperienced staff, restructure and department changes, changes to internal tools we use, monthly progress reports and format changes made using a less complex model. All of which I have found to be effective within my job role, change will rarely be welcomed but by managing it properly can minimise negative reactions by choosing a change management model that functions and points us in the right direction of our desired outcome and onto the path of successful change.

Read More
935 Words | 4 Pages

The post office was experiencing serious economic turmoil and overall poor performance and as a result, the change generators ventured into a process of change management. Change management according to Lewin's Change Management Model states “Change Management is a broad discipline that involves ensuring change is implemented smoothly and with lasting benefits, by considering its wider impact on the organization and people within it. Each change initiative you manage, or encounter will have its own unique set of objectives and activities, all of which must be coordinated.” This model is divided into three (03) phases unfreezing, changing, and freezing. In the case these phases were adapted as Generating change, Implementation and Adoption.

Read More
1643 Words | 7 Pages

In this instance, however, it is a management technique that contributes to the implementation of other theories such as social-constructivism and cognitivism, discussed further

Read More
878 Words | 4 Pages

The program can proceed if all agents pivotal to the success of the change are engaged and a clear and concise vision for the future has been developed. Once the change model is in place, it is time to define the structure of change. Senior leaders should provide a clear path for communications and responsibility at each level. At this point I have realised that Change management is not an alternative to project management.

Read More
966 Words | 4 Pages

2.2.1. Readiness for change Jones, Jimmieson, & Griffiths (2005: 362) define readiness for change as “the extent to which employees hold positive views about the need for organizational change (i.e. change acceptance), as well as the extent to which employees believe that such changes are likely to have positive implications for themselves and the wider organization”. They try to make sense out of their situation, by seeking and interpreting information during the ongoing events and behaving according to their interpretation (Ford et al., 2008). This behaviour is what defines the readiness of each individual for organizational change and impacts the employee’s capability to adjust to the change, by affecting his or her “job satisfaction, work

Read More
1008 Words | 5 Pages

Vested interest 5. Desire to retain existing friendships Preferred Alternative with Rationale Every business organization is not exempted to change, as both employees and the environment is also changing. This case study clearly point out the change of perception of whole organization; which is integrating computer on their daily operation. It is true that some may be resistance to this change due to several factors hindering them to adapt change in a positive perspective.

Read More
1378 Words | 6 Pages

It is concerned not primarily with how change happens naturally or intentionally but rather with how social theorists interpret and enhance the theoretical understanding of change in terms of what makes change happen, consequential effect of change and how to effectively manage change in order to bring about order in the society. To achieve this goal, the paper is subdivided into several sections which include; introduction, concept of social change, social change theories and

Read More
1080 Words | 5 Pages

This approach tends to predict the ultimate outcome of a disturbance of the organisational equilibrium by a change in the task environment (Chand, 2015). It is a management approach that considers an organization’s objectives, organization and job design, human resources, environment and managerial skills as interacting and affecting the type of management decisions made about planning, organizing, leading and controlling (Sehgal, 2016, p. 14). The contingency approach takes into consideration not only given situations but also the impact of given solutions on behaviour patterns of an organization (Reddy, 2016, p. 7). With that being said, it is important to remember that structure and management are situational on the nature of the environment in which the organization is positioned.

Read More

More about Models Of Change Management

Open Document