Change management is the field that guides an organization in preparing to equip, organize, and support individuals to positively adopt change for the successful execution of tasks and achievement of goals. Changes to be made are always different, and individuals are also distinctive, but research indicates that there are specific ways that can harmonize these differences and enable individual's transition successfully into the new systems (Rosemann & vom Brocke, 2015). There are three types of change management, and they include individual, organizational, and enterprise. Naturally, individuals are resistant to change, but if they are supported, they become the best team players and embrace the changes. Individual change management needs an understanding of how people perceive and understand the difference so that suitable ways that can help them transition are applied (Rosemann & vom Brocke, 2015). Organizational change management refers to the actions taken at the project level to help several people affected by the project to transition into the new systems. Enterprise change management refers to the primary competencies that enable an organization to adapt to the dynamic world. In enterprise change management strategies are applied to leadership, projects, structures, roles played by different people, and the processes to be followed (Rosemann & vom Brocke, 2015). It is always essential that change management is first applied to the leaders who will, in turn, help their juniors through the process. The paper will, therefore, explore the importance of change management, describe the role of a change manager, and how it will benefit the project.
One of the importance of change management is that the benefits that will accrue to the organization are known before the enactment of the revolution and therefore can serve as a motivator and evaluator of the progress made (Rosemann & vom Brocke, 2015). Change management also helps an organization to face less resistance from different individuals as it gives a smooth transitional process. Similarly, it allows the organization to evaluate the general effect of the change introduced to the company. Additionally, the organization can know its efficiency and success through the concerns raised by staff (Rosemann & vom Brocke, 2015). It can realize its strengths and weaknesses. Also, when changed is managed, the time used to effect modifications is reduced and also any unsuccessful variation is reduced or acted upon in the right path.
When change is managed, the employee's performance is likely to improve as they will feel appreciated and supported in the achievement of organizational goals. Besides, when a change has effectively managed the risks that might be associated with the changes made or to be made is lowered. Change management also leads to leadership and team development (Hord & Hall, 2014). It also helps an organization to embrace the changes that the ever-changing world brings smoothly. Effective change management also enables an organization to get a return on investment in its projects.
The role of a change manager is critical in an organization as they are the ones who oversee the process from the beginning to the end. To begin with, change managers define and apply a designed methodology that will help in leading change management activities. They also design, support, and oversee the communication process necessary for the smooth transition of individuals in an organization (Hord & Hall, 2014). The managers are also responsible for examining the impact of change in an organization through analysis, assessment of readiness, and identification of the chief stakeholders who will also support the process.
They also ensure that all the tools and materials required for training are available. The change managers are also responsible for identifying and working on any anticipated resistance to change from individuals within an organization (Hord & Hall, 2014). The managers are also required to identify and mitigate any risk that might arise from the changes introduced. They are also charged with the responsibility of tracking and reporting any matters arising in the organization as a result of the change (Hord & Hall, 2014). Besides, they also establish the metrics to measure progress and work on the variations that may arise. Another importance of change managers in a project is that they help to design a project's path from the beginning of the establishment of change to the end.
When change managers are active in their roles, the project's chance of success is very high. Having a project manager allows project accountability on various spheres and also monitoring of every step taken towards the achievement of the laid down goals (Hord & Hall, 2014). The role of a manager will enable the organization to have a systematic way of accountability for any resources required in the project. It will also allow current use time to complete the projects within a specific period (Hord & Hall, 2014). When change managers are introduced in an organization, there will be easy identification of staff needs, and this will enable a smooth transition. Projects will also be accomplished within a specific timeline as designed in the structured methodology.
It is important to note that change management is a discipline that helps an organization to encounter less resistance in its efforts to introduce new systems and policies. It is a required field in any organization because it ensures that there is a smooth transition from the old ways of doing things into adopting the new systems. Change management helps an organization in assessing and monitoring the progress of a project. It also helps it to properly utilize resources in the achievement of specific objectives. For effective change management to take place, an organization should have a change manager who will ensure that there are sufficient resources, staff needs are met, and resistance is identified. Effective change management will enable an organization to have a return on investment, save on supplies, identify its strengths and weaknesses, and motivate its staff, among others. On the other hand, if it is not effectively applied, it will lead to a waste of resources, resistance, and demotivated staff. To avoid such a case, a qualified change manager needs to be in charge of the process.
Hayes, J. (2018). The theory and practice of change management. Palgrave.
Hord, S. M., & Hall, G. (2014). Implementing change-Patterns, principles, and potholes. Pearson Education (us).
Rosemann, M., & vom Brocke, J. (2015). The six core elements of business process management. In Handbook on business process management 1 (pp. 105-122). Springer, Berlin, Heidelberg.
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