3.6.2 - Key Factors to Change Flashcards
What is Change Management ?
Change management means planning and implementation of change in a way that is mindful of those who will be affected by the changes. If a business attempts to force changes on the workforce – problems will arise. Changes must be; realistic, achievable and measureable (RAM)
Two types of Change
Planned change
• Refers to change which is planned by the top management of a business
This could be:
• Board of Directors
• The Owners
• Senior leadership team
Emergent Change
• This is change that happens at any level in the organisation and is the result of an event or need
• E.g. Computer back-up system has failed so a new IT system must be installed which will require training for all staff
Key factor in change: organisational culture
• People are social beings who will adhere to cultural norms and values (would you come to school naked?)
• Successful change is based on redefining those existing norms and values and getting commitment from workers towards new ones
• E.g. introducing a uniform
Key factor in change: Size of organisation
• As a business grows there will be inevitable changes within the organisation
• For example as a business grows from ltd to plc so that they can raise more finance by floating share on the stock market this will mean huge changes for the business
Key factor in change: Time/speed of change
• One of the main problems with change is to align expectations with reality
• Changes that happen too quickly will mean that employees may experience stress
• “I didn’t know it would happen so fast”
• “I can’t keep up with the all the changes”
• “ I haven’t had time to adjust to all the improvements the business has made”
Change – Kaizen
• A business may decide to become a kaizen organisation – adopting the ideal of continuous improvement
• This will mean small incremental improvements possibly every day
• The management also need a commitment to kaizen and make sure they are using good quality data to make decisions from
What is Resistance to Change ?
Where employees try to block the intended change is called resistance to change
Resistance to change – the employee perspective
• Resistance by employees may just be a defence mechanism caused by frustration and anxiety about the changes
• Many employees fear that they will be unable to acquire the new skills (older staff on IT equipment) that will be required after the change
Managing resistance to change
• Resistance to change in a business is to be expected
• Resistance can be managed by working with employees, listening to their concerns and trying to understand them
• Employees worry about; loss of status or power as a result of the change, fear of personal failure, resentment, or perception that change is not necessary
Ways to reduce resistance to change
• The business will need to:
• Deliver training programs
• Focus on the positive aspects
• Design flexibility into the change – this will give employees time to adapt
• Involve employees effected in the planning of change, adding their ideas
