Why is change management necessary in contemporary organisations?

change_management

This is an essay on change management that I wrote for my degree in my managing people module. read, comment, quote, but please don’t plagiarise.

Why is change management necessary in contemporary organisations? With the help of a case study (detailed organisational example) analyse and discuss a planned approach to change management.

 

“There is resistance to change in organisations, brought about largely by the fear of the unknown by people. Handled correctly, using known and tested change management techniques, change can be brought about successfully, achieving set goals and objectives and to budget.” (Edmonds, 2011)

This essay seeks to evaluate why change management is necessary in contemporary organisations. This essay will start by discussing what change is, how it emerges and the concept of change management, briefly looking at the history and development of the subject area. Secondly, this essay will present a balanced argument for the importance of change management in contemporary organisations. Lastly, with the use of a case study, this essay will analyse and discuss the usage of a planned approach to change management.

In order to understand change management it is necessary to know what change is. Change can be defined as when a function, practice or thing becomes different from what it was previously (BusinessDictionary, n.d.). Change is considered to originate from what are called triggers or drivers, Tichy considered significant strategic change to be triggered, or driven by a significant degree of uncertainty in the future of the organisation, in either the form of a threat, or opportunity (1983). Lewin considered the status quo as being a balance between the forces for change and the forces for stability, change would arise when the balance was lost and forces for change overcame the forces for stability (Hughes, 2006). Forces for change can commonly be due to competition, political or legislative changes, new senior management or technological development. Whereas, the forces for stability commonly consist of historical inertia, which is a resistance to change in general, where people want to do things the way they are accustomed to. Additionally, drivers for stability can come from trade unions, and from the organisational culture (Hughes, 2006). Continue reading