MGNT915 Management of Change

In accordance with the opinion of Lewis, Passmore and Cantore (2016), change management refers to the systematic approach which is used by business organizations for dealing with transformation of its objectives, procedures or technologies. It has been observed that the main aim of change management is to incorporate fruitful business strategies for applying changes, and controlling changes. In addition to this, change management aids individuals to make adjustments with modifications that has been applied by the companies in its working procedures. In the opinion of Rajan and Ganesan (2017),  change management refers to the procedures, tools as well as techniques to manage individuals to accept changes in order to attain the targeted outcomes from its business operations. In this context, it can be stated that managing modifications is a difficult task. In accordance with the opinion of  Hornstein (2015), modifications should  be applied by business organizations in its workflow either from internally or from externally. As  opined by Rosenbaum, More and Steane (2018), the main motive of change management is to obtain organizational outcomes by involving skilled professionals as well as motivating them to work in a new way. If people willingly accepts changes in the working procedures, then it is possible for the respective organizations to attain its desired goals and objectives.

It has been observed that 8-step change management model  has been developed by John Kotter. It has been observed that these eight stages are creation of urgency, forming a powerful coalition, creation of vision,  and communicate and share the vision. Apart from this, there are other stages such as empower-broad based action, generate short-term wins and consolidate gains to produce more changes and anchoring changes in  the  working procedures of the business organizations (Guérin et al.2015 ).

It is very essential for the companies to prepare a scheme and undertake action with an intention to incorporate changes within the organizational work culture. In accordance with the opinion of  Salman et al. (2017), it is needed for the companies to create a sense of urgency within the environment  of the respective company. In order to implement the changes within the organization, it is required for the leaders to explain the present condition of the respective organization. In this context, it can be stated that leaders need to explain   to its employees about the benefits that the changes would bring in the company. If the leader highlights the key issues in front of others, then it is possible for the leader to create an urgency within the organizational workflow.

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