Management of Change for Technologies - myassignmenthelp.com

Question: Discuss about theManagement of Change for Technologiesand Strategies. Answer: Organizational Change Organizational Change identifies the process through which the company can change its operational methods, organizational structure, technologies, strategies, whole structure as well as the other strategies. These changes occurs as a result of the internal and external pressure. The change process usually involves modifying and reviewing the various structures such as business processes and management structures. The key driver of organizational change includes the economic climate, the demand and behavior of the consumers, competitive marketplace, new technologies and the government policies. There are some common types of organizational change such as change in the mission and strategy, policies and legal agreements, organizational structure, personnels, culture and processes (Benn, Dunphy Griffiths, 2014). The study of organizational change includes various disciplines such as a management, sociology, psychology and political science. It is important to manage the change process effectively and this is considered crucial for any organization. The change must be well planned and it must be communicated effectively and carefully to the employees. This will ensure the effectiveness of the organization. Moreover, the employees must also respond according to the changes in the organization. If the change is not good, it will affect the employees and give them an ill feeling. The change can take place effectively if the organization has clear vision and objectives for the intended change in the organization (Alvesson Sveningsson, 2015). . Necessity of contemporary organizations to appreciate the scale and the scope of change The contemporary organization can adapt both to external and internal changes that takes place within the company. The contemporary organizations are driven by globalization and they must be responsive and flexible during the process of discontinuity. The contemporary organizations must rely on various technologies and knowledge of the workers to bring further changes in the process. In contemporary organization, the centralized control lies in the hands of the management and they empower the working level of the employees .This is done through the implementation of horizontal levels in the organizational structure (Hornstein, 2015). The employees in the contemporary organization reduces the centralized control and they are held responsible for their own decision making process. The employees report to the manager in the contemporary organization and they are held responsible for various kinds of disciplinary actions. When the organization becomes flexible, it becomes less efficient. It is also important to take decisions to disseminate the information and this impacts the decision themselves throughout the organization. The decisions are taken in accordance with the needs of the clients. It can be said that the contemporary organization must necessitate the change in the organization so as to adapt to the new processes and technologies (Benn, Dunphy Griffiths, 2014). Reasons stating the failure or under-achievement of change program in organization on the intended goals with examples The change program in the organization fails due to lack of communication between the management and the employees. For example, it has been found that more than one third of the front line employees in an organization gets various messages related to the major changes that are to be implemented in the organization while the remaining people are unaware of the process. In certain cases, it has been found that in the actual process of communication, the desired change is not done in the correct process (Benn, Dunphy Griffiths, 2014). The organization also has problem in delivering messages to the employees which are tough for them to understand. Poor planning of the management also fails to create atmosphere such that it becomes easier for the management to implement changes in the organization. If the change is to be implemented in a short span of time, the organization must set up strict rules so that the employees can follow. Moreover, lack of support and space also leads to failu re in the organization. Lack of support from the leaders in the improvement or the implementation process is an important reason for the failure of change in the organization. Lack of commitment and the shortage of allocated resources are the important reasons for the failure of change program (Alvesson Sveningsson, 2015). Further reasons for change program in the organization Lack of involvement of the employees in the change process is an important factor for the failure of the change program in the organization. The managers and the executives who can provide support to the employees in times of change are regarded as successful. The principle of participation helps in illustrating how to manage change in the organization. For a change process to be successful, the employees must remain focused on the program, driving the change across the organization. The successful organization tries to adopt an adhoc approach that is structured and formal in the various change initiatives (Sideridis Stamovlasis, 2014). For example, in certain organization it has been found that the managers do not monitor the changes after implementing the change process. Moreover, in many cases the change objectives of the organization that uses a rigorous process has been successful in the identification of goals and segmentation into various other programs. The efficiency of the employees in the operation of new software might be stressful for them. As this is a continuous learning process, this can lay impact on the managers. Although there are various other ways for monitoring the effectiveness of the employees in the implementation of the change program, the support of the management level is considered to be the most important among them (Hornstein, 2015). References Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. doi.org/10.1016/j.ijproman.2014.08.005. Sideridis, G. D., Stamovlasis, D. (2014). The role of goal orientations in explaining academic cheating in students with learning disabilities: An application of the cusp catastrophe.Ethics Behavior,24(6), 444-466. DOI: 10.1080/10508422.2013.877393