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The Five Pillars Of Change Management

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5.1 PILLARS OF CHANGE MANAGEMENT

For the change to be effectively managed, there are five essential pillars that the change manager has to consider. The first, and most important, is communication since by nature; people have a yearning for information (Adams and Bourrage, 2014). Communication is the mechanism that can be used to engage people in change. It is through communication that a change manager or the project implementation manager gets informed about the exposure of stakeholders in the organisation to change. It is the responsibility of the management to ensure that the employees are well informed of the changes and adapting well to the effect of changes without obstacles (Ford et al, 2008). Paton and McCalman (2008) affirm that …show more content…

The sponsorship involves the use of the leaders in the organisation to champion the change process (Hayes, 2014). A sponsor, in most cases, is a person in a position of authority. Effective change management requires that the people in executive positions in the company to be active in advocating for, and spearheading the change process. In essence, this is essential for the successful implementation of change management or any project. In the case given, the use of a sponsor would be constructive in ensuring that the project is effectively implemented (Kavanagh and Ashkanasy, 2006). The maintenance department, maintenance quality assurance department, IT department and the laboratory department are expected to work together. It has already been established that this is not working. The installation of a virtual LAN network by the IT department would be accomplished if the senior hospital operation director took interests in the implementation of the project and took ultimate obligation for the project. In this sense, the senior director would be a sponsor who could act to ensure the project is implemented even if there is a difference between the …show more content…

The aim of stakeholder management is to identify the stakeholders in a project and ensure that they are aware of the change, and the benefits of the change (Baca, 2010). He also states that stakeholders in a project include project managers, project sponsors, team members and the change control board. It is critical that the stakeholders are aware of this throughout the change process. According to Legris and Collerette (2006), the change manager should seek to build a partnership with the stakeholder and be committed to it. In the case given, stakeholder from all these departments should have come together at the beginning of the project so that the needs and expectations of the people in these departments would be identified and any conflicts arising would be resolved. In addition, stakeholder management would help keep the various departments focused on the task of implementing the project (Todnem,

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This is because failure to involve them will lead to failure of the changes in the company. The managers in the company as well as the general workers will have to be involved in implementing the change in the firm. This will greatly facilitate the easy implementation of the change in the firm hence boost the performance of the company (Atkins & Lowe, 1994). The managers in the company are charged with the responsibility of managing the operations in the company hence involving them in the making the changes would help reduce resistance from them as well as facilitate the implementation of the change in the business firm. Communicating the change to the employees of the company will be very crucial as it will help reduce resistance from

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Employees felt uninformed about important decisions and lacked clarity on their roles and expectations. For example, when there were changes in work processes. The study shows that there were changes in Engstrom yet, these changes were not effectively communicated to the employees. As a result, employees found themselves unaware of the revisions and found it difficult to adapt to the new procedures. This lack of information sharing caused disruptions in their workflow (Beer & Collins, 2008).

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Change can alter the normal routine of the workplace hence creating chaos. Organizational change can aid in improving the image of the organization, promoting efficiency and improve on the competitiveness of the organization (Schein, 2004). The manager can function as a trainer by helping the members of the organization to learn how to utilize the data to be used to promote development. He or she can help the members of n organization to acquire a new set of skills to help solve future problems of the organization.

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If change is made all staff should agree with it as it’s in the best interest of the

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5.2 Analysis of change management success factor Why Kotter’s Model? It is not all the models will be perfectly suitable for a particular scenario in the organization. Kotter Accelerate’s 8 Steps 2014, extended version of Leading Change 8 steps 1996. Both the versions are relevant and effective today, but they designed to serve different context and objective.

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Unit 301 – Communicate in a business environment Learning Outcome 1: Understand business communication models, systems and processes. 1.1 Analyse the communication needs of internal and external stakeholders Stakeholders are integral to the everyday running of a business. Therefore, communication between them is essential, in order for everyday procedures to be carried out efficiently and correctly. There are various different types of stakeholders, both internal and external.

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As the project plan is executed, different stakeholders will be assigned different

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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.

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Who are the change agents? The changes agents can be and include stakeholders, upper management, employees, suppliers and internal consultants as well. Anyone that supports and anyone that helps

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Every stake holders has its own needs and demands from the organization. Every stakeholder which are directly attached to the company requires the information as it required and his role. These are the persons, groups or other company which have legitimate interest in the company and its functions. These persons or the group directly or indirectly communicate with the company. Stake holder analysis is done below to understand the needs and demands of the stakeholders.

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Both leaders and followers must accept that change is necessary. Changes will begin to start at its core. The leaders and followers will examine the four elements: beliefs, values, attitudes and behaviors. This step is difficulty and often causes stress for a lot of

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Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

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This began to be evident after the appearance of the success well-known book by Freeman. And over the last few years many authors stated clearly the extraordinary importance of stakeholders in project portfolio success (Burgoyne, 1999; Jergeas, Williamson, Skulmoski & Thomas, 2000; Freeman, 2002 & Dervitsiotis,2003). However, numerous projects are still plagued with delays and cost overruns which can be traced to stakeholder’s roles played in such project portfolios. One of the questions of this area is “how stakeholders are able to influence the project management”. According to Aaltonen and Kujala (2010) this question has not properly been addressed in various literatures.

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As mentioned earlier, communication and information provision help reduce employee’s resistance to change and hence create an organizational culture that values change. According to Gill (2002), communication is the ‘blood’ of organizations and ‘oxygen’ of change implementation. Poor communication between leaders and the individual staff, on the other hand, could impede change programs (Huczynski and Buchanan, 2001, cited in Burnes, 2003). Frahm and Brown (2005) identify three communication channels, namely strategic information provision by top management, operational information provision by direct supervisors and conversations between peers (cited in Peus et al., 2009). During strategic information provision, top executives explain why changes are necessary and define their expectations from these changes projects, whereas during operational information provision, direct supervisors clarify roles and responsibilities during change processes and new requirements, if any, after the change and answer questions.

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Successful companies such as Diageo affect more and more people as their success grows. The more people they affect leads to a bigger impact that their actions have especially over people that have influence over their projects such as their customers and suppliers (Mindtools, 2015). Stakeholder Analysis’ are used to ensure that all the key stakeholders are happy and supportive in order to help you succeed (Mindtools, 2015). There are three main steps in preparing a Stakeholder Analysis.

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