Tools And Techniques Of Organizational Change Assignment Sample

Making Sense Of Change Management: A Complete Guide To The Models Tools And Techniques Of Organizational Change Assignment

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Abstract

The models with respect to the change management are thoroughly discussed below and made clearly understandable about what is the intention and purpose behind this work and what is going to be achieved here is totally covered here which is needed for better understanding and relevance of the work according to the title.

Introduction

The world where the people live continues to change at a rapid rate. Each and every day new innovation and invention or discovery which is boundary-pushing in the fields of science. The globalization economics looks to dominate much of the thinking which is corporate as well as political, while the globalization side which is shadow or dark such as exploitation, refugees, terrorism and its likes continues to develop and advance at a pace which is alarming equally. The rate of discovery and change outpaces the ability of individuals to keep up with it. The companies where people rely on or work in meeting the wants and needs are also dramatically changing, with respect to their structures, their strategies, their boundaries, their systems and apart from this their expectations of their managers and their staff.

Associated Models

Leadership models may be defined as the guides who suggest specific behaviors of leadership for using in a specific situation or environment. Apart from this, a graphical representation is often used by them for showing the needed behavior of leadership. The best metaphors of leadership are the chef, the salesperson, the juggler, the cop on the beat, the charlatan, the cheerleader, and the bulldozer. This is related to change management in a systematic manner.

A model of management is the options made by the top executives of the company regarding how the objectives are defined by them, activities are coordinated, effort is motivated and resources are allocated. In other words, how the management work is defined by them is understood and discussed here in this model (Joseph, et al., 2020). Metaphors of management are often used by the company managers for communicating as well as clarifying the meaning of things that are complex or logical concepts as well, like a vision of strategy, a strategy, a statement of mission and apart from this, a philosophy or method of management. Its relation with the change management is clear and transparent.

The consultancy model is a structural framework which is designed for consultants who are looking to improve or establish a business consultancy. This model contains seven interconnected and interrelated concepts of consultancy which addresses operational and strategic consulting aspects. Its flexible format helps in assisting a consultant with the ideas of development, making strategic decisions, and the decision execution as well (Green, et al., 2019). The model starts by specifying a consultant’s Ideal and Focus Client and ends with the service delivery. With clarity showing as to a focus and their client which is ideal, a consultant can traverse various paths as they help in shaping their consulting business-to-business which fits their needs and wants of an ideal client as well as their requirements which are professional as well as personal (Dahal, et al., 2020). There is no similarity between the two consultants. Each and every consultant’s decisions, ideas, as well as actions which are unique to them; however, all consultants want to engage and be successful in activities which are similar. Metaphor of consultancy model is also justified here in this case by introducing the actual concepts here. It is related to the management change with respect to the working of the consultancy business.

Team models of effectiveness are simple ways of understanding how a team of people working together can best accomplish their goals which are shared. They provide in-depth knowledge and insight of what the people need to do their best work, and also to work together for getting the best from one another (Beidas, et al., 2018). The metaphor of team model is also relevant here in this context because it highlights the team metaphor and structure of a team model clearly. This is also related with the change management with respect to the models of the team and their working in an organization.

Apart from these models which are relevant to the change in management and which shows how changes are occurring within an organization, there is also a missing model which focuses on the change management and also shows how the changes are occurring within an organization and which could be introduced here. The above four models do not account adequately for the various ways in which change occurs or works in organizations (Akpan, et al., 2021). One such model is Lewin’s change management model. Lewin’s change management model is named after its inventor, “Kurt Lewin”, who introduced this model in the 1950s. The process of change management is divided here into three steps:

• Unfreeze: This is the initial stage of preparation. Analyzing how things are working now, so it can be accurately understood what requires to change for getting the results which are intended. In this stage, also a case can be made to employees and for communicating what is to expect so that everyone who is impacted is prepared well.
• Change: This is the phase of implementation. Putting the change into practice and keeping communicating as well as providing support for all the involved employees.
• Refreeze: For avoiding any falling back into the existing way of doing things, developing a particular strategy for checking in and also making sure that the change stays on. Also reviewing the way of working of new processes as well as measuring how well the goals have been reached.

 So this situation of model can be thought of which requires a different interpretation of model as well as how each model becomes a metaphor of how changes are occurring within an organization.

Conclusion

It is concluded here that the changes in the management which are occurring day by day are very positive as well as the models which are introduced along with the change management and a missing model is also discussed here which covers and focuses all the technical concepts and areas of this whole work in a clear-cut fashion. Future developments and recommendations can also be introduced and it has a greater prospect for change in the change management market and it is being made thoroughly clear about what is going to be achieved here and what is achieved with full concentration and sincerity so that all the areas of change management are thoroughly mentioned and discussed as well.

References

Journals

Alshamsi, S.S. and Othman, A., The relationship between organizational change and knowledge management strategies: A systematic review. International Journal of Information Technology and Language Studies, 5(2).

Brimbal, L., Bradford, B., Jackson, J., Hartwig, M. and Joseph, E., 2020. On the importance of a procedurally fair organizational climate for openness to change in law enforcement. Law and Human Behavior, 44(5), p.394.

Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Dahal, R.K., 2020. Contemporary Management Accounting Techniques and Organizational Performance. Pravaha, 26(1), pp.177-185.

Jamal, A.H. and Tilchin, O., MANAGING ORGANIZATIONAL CHANGE THROUGH EMPLOYEES’ACCOUNTABILITY.

Karlin, J., Allendoerfer, C., Bates, R., Ewert, D. and Ulseth, R., 2018, October. Special Session: See Something, Say Something: Redirecting Stories for Organizational Change. In 2018 IEEE Frontiers in Education Conference (FIE) (pp. 1-2). IEEE.

Misbah, M., Sulaeman, S. and Bakhri, S., 2019. Role of Leadership in Organizational Change: A Case Study at Attaqwa Putra Islamic Boarding School Bekasi-Indonesia. Asian Journal of Contemporary Education, 3(1), pp.72-84.

PAPETTI, L. and SARANDREA, D., 2019. The role of people engagement and organizational agility in managing organizational change.

Schuck, A.M., 2018. Women in policing and the response to rape: Representative bureaucracy and organizational change. Feminist Criminology, 13(3), pp.237-259.

Sher, S., Abbas, U., Khan, R.A.M., Khan, N., Ahmed, H. and Zafar, H.M.A., 2021. Strategic Role of Human Resource Management Policies and Practices in Organizational Change. Indian Journal of Economics and Business, 20(4).

Tamunomiebi, M. and Akpan, E., 2021. Organizational Change and the Imperatives of Managing Employee Resistance: A Conceptual Review. Journal of Strategic Management, 6(1), pp.18-32.

Williams, N.J., Ehrhart, M.G., Aarons, G.A., Marcus, S.C. and Beidas, R.S., 2018. Linking molar organizational climate and strategic implementation climate to clinicians’ use of evidence-based psychotherapy techniques: cross-sectional and lagged analyses from a 2-year observational study. Implementation Science, 13(1), pp.1-13.