Explain the key phases of a Change Management Process.

The critical phases of change management include identifying what needs to be improved, presenting an effective business case to major stakeholders, planning for the change, communicating, managing resistance, and monitoring progress. These are considered the key phases of change management.

Explain three reasons why an organization might initiate a change.

The three reasons why a change might be initiated by an organization including enabling employees to acquire new skills, improve the organizational performance, and exploring new opportunities. These are the three reasons due to which a firm might initiate a change.

Explain Force-Field Analysis as a model for understanding the change process.

In general, the method of Force Field Analysis is utilized for evaluating the forces against or in support with a specific situation. It can help in understanding the change process in such a way that barriers and facilitators to the change can be identified and they can be focused upon in an effective manner.

Explain the key premises of Burke and Litwin Organizational Change Model and its application to the change process.

A framework is established by Burke Litwin Model in which four groups of elements within an organization are presented and distinguished in columns. For instance, the middle one is referred to as the central point of the model, the left one is comprised of tangible elements, and the right one is comprised of abstract elements. It helps in identifying the connection between these elements and how they influence a change.

Discuss the purpose of Kotter’s 8-step change model and the steps involved. Explain each of the steps involved.

The purpose of Kotter’s 8-step change model is concerned with improving the ability of an organization to change while increasing its likelihood of achieving success. By ensuring that all steps are being followed, failure can be avoided and a change can be implemented.

Creating a Sense of Urgency:

It is the most critical step since it enables employees to feel the urgency or urge to change.

Creating a Guiding Coalition:

A group can be created which helps others to adapt to the change. This group is considered important to the facilitation of change.

Creating a Vision for Change:

A clear vision can aid employees in understanding what the organization wants to achieve within a specific time period.

Communicating the Vision:

It is quite important to communicate the organizational vision among employees and obtain their support to effectively implement the change.

Removing Obstacles:

It is quite important for the organization to remove obstacles before a change is accepted.

Creating Short-Term Wins:

Short-term objectives must be created to ensure that employees understand what is actually going on within the organization.

Consolidating Improvements:

In this step, it is important for the organization to continue looking for significant improvements.

Anchoring the Changes:

The last step explains that a change will be critical in the corporate culture only if it has become a component of the organization.

Explain two strategies that can be used to effectively communicate and embed change during an organizational change process.

Encourage feedback

To effectively communicate to the employee or the teams or the managers by using multiple channels, feedback taking is the best strategy that considers using those same channels. It is significant that the employees feel free to provide the informational replies to asked questions. The communication of the organization flow must in two ways: the first one is the dialogue when you encourage them to listen to the feedback as well as make them feel that the employee’s opinion has worth in the organization.

Focus on consistency

You should also align your message with the values, mission as well as the vision. Sharing question why on making the decision or alteration in the particular path that assists the employees in recognizing the specific reason for making the decision. Furthermore, it also builds a strong mentality of the team as well as the trust.

Change during change Process

During the process of the change, a change came into the behaviors of the employee. Firstly, they did refuse the change into the organization, but the managers did communicate with them to make them feel free to share their information. By having this approach, the employees will adopt the change.

Explain how the external environment can impact on change strategies.

The external environment of the organization consists of several types of factors as well as the existence of these factors can affect the performance as well as the behavior. The external factors are impactful on the change strategies of the organization as we know that we have different kinds of external factors that can affect the change strategies. First of all the political legislations can affect the workability or the change strategies such as the government professionals can put some limit on the organization’s productivity and earning revenues from the market. Furthermore on the external factors, it can increase the profits as well as decrease the earnings of the company. On the other side, the social factors can also put the limits or bound the company that what should produce and what they should not produce.

Explain the importance of a participative management style when implementing organizational change.

The participative management style is very important at the time of implementation of the change in the organization. During implementation of change in the organization, the participation management can increase the productivity of the company because the employee of the company can be encouraged to do work effectively as well as the whole staff of the company can easily be agreed to perform the extra work. Participation can increase the satisfaction level of the employees towards the job because they can get extra knowledge and can improve their skills to perform difficult tasks. By getting satisfied with the job as well as perform their job effectively, every staff member including the top management can facilitate the employees. Furthermore, during change, participation management can motivate every staff member to adopt the change as well as by having this motivation, the employees can produce more products with improved quality as well as reduced costs. Every company needs to reduce the cost of production on every single product, so that’s why the company can successfully increase productivity by reducing the cost.

Explain two aspects of organizational behaviors that can impact on organizational change.

There are some behaviors of the organizations which can affect the change of the organization. But here I will discuss two aspects or behaviours of the organization. The first is using the reward system during the change. The use of the reward system is very important during the change and the organization take it seriously because it can increase the productivity of the organization as well as encourage and motivate the employees to perform better and improve their working skills because every employee knows best that if they will improve their workability as well as perform better, then they can earn the incentives as well as bonuses against the performances. This behavior of the organization is really very good to increase productivity by reducing the cost.

The second behavior of the organization is to giving response to change management. The organization does respond to changing the new market segments, demands of the customers as well as the advancements in the technology to survive. Although, the familiar ways are preferred by the employees of making the change, doing the business as well as adaptation complicated. The change can be managed by the companies very effectively through taking a better understanding of such kind of behavior of the company.

Describe five components that may be included as part of a change management plan.

Request for change

The very first step, which is very important for the change management plan is the request for the change. In this step, the manager does place a request against the change to the top management.

Impact analysis

It is the second component of the change management and more significant to bring the change within the company. In this step the managers with the help of other staff members or the team members such as the other related departments, stated brainstorming to measure the actual impact on the organization as well as try to find the real reasons for the occurrence of the risks that can affect the productivity and due to this risk, the managers are thinking to bring about the change. So, a brief analysis is conducted to identify the impacts on the organization.

Approve / Deny

After conducting analysis as well as calculating the actual reasons and the effects on the change, the analysis is given to the top management and the authorities that grant permission to implement such change in the company, but if the company found this change inappropriate, they can deny.

Implement change

After getting approval, the managers give the green signal or free hand to the change drivers and leader to implement such change into the company for bringing improvements as well as increase the productivity of the company.

Review or reporting

After implementation, the change drivers and the leaders can review the proposed change and make the report for the faulty points as well as they are responsible to report to the top management as well as to the key drivers of the change.

Explain three reasons why individuals or groups within an organization may resist change. Include at least one suggestion of how resistance can be overcome for each of the areas you identify.

There are a number of the possibilities or reasons for making the resistance into the change by the individuals or the groups. The first reason to resist the change into the organization by a person or group is the fear of the unknown. The reason is very common in the industries because the employees think that if change comes or implemented into the organization, the new staff or manager may be strict to them. The second reason is the lack of competencies as well as the lack of skills. Some employees resist because they are not well skillful as well as cannot perform their jobs very well, so they resist changing because they have a fear that the change can trace them. The third is the low trust of the organization as well as the particular manager or the particular person. They don’t have believe in them that the key drivers of the change cannot handle the change.

Discuss at least three barriers to organizational change.

There are a number of the possibilities or reasons for making the resistance into the change by the individuals or the groups. The first reason to resist the change into the organization by a person or group is the fear of the unknown. The reason is very common in the industries because the employees think that if change comes or implemented into the organization, the new staff or manager may be strict to them. The second reason is the lack of competencies as well as the lack of skills. Some employees resist because they are not well skillful as well as cannot perform their jobs very well, so they resist changing because they have a fear that the change can trace them. The third is the low trust of the organization as well as the particular manager or the particular person. They don’t have believe in them that the key drivers of the change cannot handle the change.

Discuss at least two strategies to address barriers to organizational change.

The first strategy is to see every change in the company as a threat rather than an opportunity. It is a very big as well as very effective and dangerous barrier because it can make a number of hurdles into the company for bringing the change.

The second strategy is the lack of competencies, poor communication as well as the lack of skills. Some employees resist because they are not well skillful as well as cannot perform their jobs very well, so they resist changing because they have a fear that the change can trace them.