A CRITICAL REVIEW OF CHANGE MANAGEMENT STRATEGIES AND MODELS.

2021

Business are facing new threats or opportunities due to globalization, changes in costumers demands, new technologies, new expectations from society. Business change to stay competitive and to survive. It is very important to find the proper change and to manage it effectively. Many researchers, (Lewin, 1951; Kotter, 1996; Peddle et al., 1998; Paton and McCalman, 2000), have developed change models which describe important stages involved in effective change management process. Organizational change can be planned or unplanned. Organizations may change their products, structure, strategy or people. Although, what type of change an organization is undertaking, it had been argued that organizational change will fail without effective communication, appropriate leadership, employee commitment and readiness to change. Managers, know that a change to be successful needs to be managed effectively.<br><br>There are many factors that create effective change management. In this p...

International Journal of Innovative Research in Science, Engineering and Technology, 2013

The paper explain some of the issues related to the management of change and issues and factors related to organizational change and the development of the future organizations.

HANGE management models and research are still relevant for the twenty-first century. The problems are not with their relevancy or their worth. The problems and challenges facing organizational leaders, organizational development experts and researchers relate to the speed and complexity of change required today. This article addresses selected change management models and research, their relevance in today's global economy and the challenges facing organizational leaders and researchers in terms of their application and expected results. We also suggest a relatively new strategic model as well as new applications of existing change management models and theories.

Change management is currently one of the most sought-after business management technologies. Often, change management is called the most difficult part of a managerial work, which requires great skill. This is particularly relevant in the context of modern business, when deep, almost constant changes are in principle considered a factor that is very important for a company to adapt to the changing demands of the market and the global economic situation. The purpose of the article is an analysis of approaches and models of change management. To achieve it a literature review was carried out. Article describes main differences between ADKAR, EASIER, Lewin's model of change and Nadkar twelve steps approach to name a few. Analysis led to the conclusion, that it is impossible to pick the best approach to change management. Each approach to change management draws attention to different aspects of this issue but at the same time they do not exclude but complement each other. Change management models focus, to a large extent, on the practical process of this management area. Paper type: conceptual article

2017

Organizational change is a fact of life; it involves changes of organizations’ mission, vision and/or processes, with impact at both individual and organization level. Some organizations accept changes if they consider them as necessary and quickly adapt their behaviour in a desire new direction but in most cases changes are considered unnecessary or very difficult and organizations do not adapt to the new context defined by the turbulent environment in which they operates. Considering these, the goal of the present research is to provide an overview on organizational change processes by considering the operation level and different approaches described in the literature. In the first part of the article there will be described how organizations operate and are interconnected based on Morgan's organizational metaphors. This will clarify aspects related to organizations’ behaviour and will point out the advantages and limitations of different actions’ options. In the second part ...

Abstract. The purpose of this paper is to provide an overview of the concept of change management and its objectives in today’s fast-moving markets. You also can perceive why individuals resist change initially, and it is hard for them to leave the status quo, and shift to a new state. At the end the way of implementing the change management is examined. Keywords: Change, Resistance, Process, and Objective.

This literature review conveys knowledge and ideas that have been established on numerous topics relating to organizational change and change management. A critical review of their strengths and weaknesses is done and areas of controversy and/or bias are identified in the findings. The topics that the author was able to reveal or identify are of employee participation, the psychological contract, leadership and management, resistance to change, learning, communication and effects of change on people. Out of all the topics, a review of the research on each topic is done, where findings are critically analyzed and evaluated with evidence and knowledge form other published sources. The author found out that on these topics, literatures give little attention to how managers or leaders responsible for change can manage and lead change and tend to be descriptive. On some issues, there appears to contradiction and difference in views. In conclusion, a few questions are formulated, to encourage future researchers to address issues that are unclear and need more attention.

Introduction This case study focuses on a fast growing online business services startup platform in Australia. It operates as its own functioning business unit under the umbrella of News Ltd, who own a cluster of individual digital companies also known as Rupert Murdoch’s News Corporation, one of the world’s largest global media companies. This case study examines a change that occurred when almost the entire senior management staff level was replaced including the CEO two years ago. Organisational change is something that occurs throughout an organisation’s life cycle and effects the entire organisation rather than one part of it. Employing a new person is one example. Change is increasing due to a number of forces including globalisation led by rapidly advancing technologies, cultural diversity, environmental resources and the economy; therefore the ability to recognise the need for change as well as implement change strategies effectively, in a proactive response to internal and external pressures is essential to organisational performance. Internal changes can include organisational structure, process and HR requirements and external changes involve government legislation, competitor movements and customer demand (Wood et al, 2010). Change does not need to be a painful process, as it may seem when observing the amount of failed change management initiatives with reports as low as 10% of researched success rates (Oakland & Tanner, 2007), when successful change management strategies are utilised and planned, including effective communication strategies, operational alignment, readiness to change and implementation, which all lower and overcome resistance (Wood et al, 2010). There is a great amount of literature on the negative aspects and difficult management with employees resisting change, however Wood et al (2010) challenge this notion by questioning the change management process as people do not resist change itself but aspects of the change that affects them personally such as fear of the unknown, status, remuneration and comfort. Resistance to these changes is a healthy reaction and can be managed effectively in the beginning by ensuring communication and using one of the change initiatives described here .

International journal of applied management sciences and engineering, 2017

Change management is a continuous method used in transitioning individual employee, groups, and organizations to an anticipated future change. It focuses on the change management processes that addresses individual employee, groups and organizational factors that acts as catalyst for possible changes in organization. The purpose of change management is ultimately to make use of initiatives and ensure that every employee in an organization is willing and ready to switchover to an anticipated new role in the proposed business environment. This current study evaluated the relationship between leadership perception, attitudes and application towards organizational change. Using a structured questionnaire, principal officers, their deputies and faculty perceptions were analyzed and the results revealed that though change matrix are often painful and chaotic, however, significant relationship was found between employee perception, attitude, application and organizational change. The study recommends that Nigerian universities should be proactive in the implementation of changes to improve their employees' perception, attitude and application towards organizational change.