Change Management - Term Paper Example

Change Management Change Management Introduction Change Management is one of the fundamental aspectsfor the survival of any organization. I would like to bring in some changes in the HR (Human Resources) Department of our organization (IT Consulting firm). This is necessary for the growth of the organization. Human resource department is one of the main parts of the value chain of any organization and plays a deciding factor in ensuring the success of any organization. This would mean that the necessary levels of caution should be exercised in the process of change.

Also, it is vital that all the components of change must be applied in fine concordance with the requirements of the organization. The approach would concentrate on the transition of the personnel, the teams and the stakeholders of the department from the current state of the affairs to a future state of stability. This would help in the adaptation of the organization to the dynamic changes in the business arena. The changes would be concentrated on primarily two levels of functional importance.

One is at the micro level and the other change at the macro level. So, the changes would be applied at the level of projects. The changes would be introduces at the operational level of the projects. The same plan would be replicate at a much wider scale throughout the organization. The Suggested Change Mechanisms I would like to suggest a number of theories that can be used for the implementation of the prospective changes in the Human Resources Department. This planning can be formalized into the strategy for the change.

This would help in the induction of change. They are as follows: The empirical- rational kind of strategies, where the personnel will be guided by the own self interest to undergo the change. The normative or the persuasive kind of strategies that would focus on the habits, the values and the meanings of the personnel. Thereby, the changes on all of these angles would be the driving factor behind the incumbent changes in the department (Argyris, 1970). The power-coercive kind of strategy may be used as part of the last case scenario, if all the other methods of are not able to make the desired kinds of the impact.

These are the general mechanisms of change that can be followed as a part of change in the department and consequently in the organization. Theory for the Application of Change I have decided that the most appropriate kind of theory for the application of change would be Kurt Lewin’s (1951, 1958) Three phase model of change. This is one of the most widely accepted theories of change for the implementation of a major kind of shift in any environment. There are three parts of the change that are of significance in the scope of implementation.

UNFREEZE MOVE REFREEZE These are the fundamental elements of change that would be employed to achieve the change. The current situation would be analyzed by the help of appropriate methods of analysis. The important aspect of the theory is the centrality of the change of the personnel. There will be considerable amount of resistance from the leadership for any kind of change. This would require the use of effective leadership to counter the resistance (Rusaw, 1998). The conflict theory, the action and the discrepancy theory are used for the articulation of different aspects of change from the interpersonal and the singular side.

The change in the department can be accomplished in three ways. This may be used as a template in other departments. They are as follows: The exercise of change on the personnel of HR department (changes in skill, values, attitudes and the behaviour), which would serve as a precursor for the departmental and organizational change. The change of the structure of the HR department. This would include the change of the reward systems, the designs of work and the relationships of reporting. The changing of the climate of the organization and the inter-personal style of functioning.

This includes the management of conflicts and the decision making. Mechanisms of Change Management These are the basic elements of change management which would be included for the success of the process: The management of benefits and the use of defined measured stakeholder aim. There would be a creation of business case for the updating of the achievement. This would monitor the different assumptions, the risks, the dependencies, the ROI (Return on Investment), the risk, dependencies and cultural factors of change (Popovich, 1998).

The effective communication of the different kinds of needs, the parameters of the change process. The use of an efficient kind of training program for the implementation of change. This would help in a faster transition. The alignment of change in the organization to the overall strategic direction of the organization. The provision of the personal counselling for the alleviation of any kind of fears. The monitoring of the implementation and administering contingencies if required. This is the methodology of the change management to be employed for the implementation of changes in HR department of the IT Consultancy.

References Argyris, C. (1970). Intervention Theory and Method: A Behavioral Science View. New York: Addison-Wesley. Popovich, M. (1998). Creating High Performance Government Organizations. San Francisco: Jossey-Bass. Rusaw, A. C. (1998). Transforming the Character of Public Organizations: Techniques for Change Agents. Westport, Conn: Quorum Books.