Please enable JavaScript.
Coggle requires JavaScript to display documents.
People and Process: Successful Change Management Initiatives, Jesús David…
People and Process: Successful Change Management
Initiatives
Change Management Explained
Change management is often described as a process to initiate an adjustment, renovation
The magnitude of the COVID-19 global
pandemic appears to be a crisis in which business leaders need to quickly implement change initiatives
A revolution in the way business as usual is conducted for an organization
Indeed, “the quality of an organization’s response to a crisis is typically associated
with resilience”
Organizational leaders must change and adapt to the current uncertainty of the economic environment and the people within the organization also need to change and adapted
Everyone should be on the same page as to the how and the why
Disruptive Innovation as the Reason for Change Management
The company that remains on
the cutting edge of technology is one that can quickly adapt to a changing consumer base
Therefore, a company
can adapt to emerging technologies and innovate by influencing consumer choice
To sum up, the process is complicated and dense, but necessary to encourage brainstorming of ideas during a healthy debate and facilitate a learning environment.
Consumer behavior and product choices are
influenced by personal attitudes, values, personality, emotions, moods, cultural upbringing, and the like
.
These factors drive buyer behavior and affect a company’s bottom line through profit
There is a need for a company to understand and adapt to consumer
Investment in new technology can be dependent on the potential buying population
The consumer base has made a dramatic shift in composition not only because consumers live longer, but because the generations now living have contrasting needs, wants, and demands based upon the different world events that have impacted their formative years
Adaption requires developing new core competencies
It requires change to the organization on a large scale, for “without a clear vision of desired outcomes and a good strategy to attain them
Change Management Plans and Initiatives
A CMI can take the form of a reduction in force (RIF), a complicated process that requires delicate handling,
whether in the public or private sector or in the military
The leader will need to have a strategic plan that considers outplacement service, severance packages,
transferring employees to other departments, and coping with survivor’s syndrome
Researchers have noted the critical nfluence leadership has on subordinates’ perception of the effective implementation of a sizable reduction in force
Poor planning results in worker absenteeism, excessive turnover, and increased legal costs from
litigation as employees fear for their jobs and roles in the revamped company
Some companies are unable to adapt to the new global
market and are forced to change the organization through inevitable downsizing
Leadership, therefore, is critical in managing a potentially demoralized workforce, because a poor manager
can make a bad situation worse
As noted, the correct and most effective implementation of a downsizing initiative must be handled
with care.
Internal and External Experts and Their Impact
The formal organizational chart is not always a correct illustration about where the power really lies within the company and what the informal communications channels look like
Outside consultants are then forced to implement workarounds when the formal organizational chart does not match the informal workplace power structure
Outside consultants can have difficulty making recommendations regarding change initiatives, making an internal change agent the best choice to make the changes needed.
A good point can be made about the idea of bringing in an external expert to affect a change initiative.
an organization initially decides to use an outside consultant and then recognizes the importance of the
internal champion
Outside consultants often find that their efforts are stymied not only by regulatory
agencies, but the lack of knowledge about how the organization really works
Therefore, unless one really understands the organization from the inside-out, so to speak, a change initiative could have very bad consequences for the company.
Jesús David Aguilar Márquez
Fuente:Fusch G. E., Ness L., Booker J. M., y Fusch P. I (2020). People and Process: Successful Change Management Initiatives. Journal of Social Change, Volume 12, Issue 1, Pages 166–184.
https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=1264&context=jsc
