The Process of Organizational Change Management
Jerry Cedicci & Robin Trehan
In this day and age, companies
are constantly seeking ways to improve their relationships with their employees
and provide better forms of communication to them. Change management provides a
new way of creating an atmosphere of improvements and advancement. This also
means providing a much needed plan of change in any given organization. When
looking at change management, many forms can come to ones mind. The most common
form of the word change management refers to the organizational change
management. The process of
organizational change management is the process of developing a planned
approach to change in an organization.
Typically the objective is to
maximize the collective benefits for all the people or employees involved in
the change and minimize the risk of failure of implementing the change. Also
ensuring that the change is addressed as simply as possible and without
apprehension. The basics of change management deal primarily with the human
aspect of change, and are related to pure and industrial psychology.
Furthermore, in regards to change
management it can be classified as reactive or proactive. If the change
management is considered to be reactive the case management is responding to
the changes that occur in the macro-environment. However, if it is considered
to be proactive the case management is responsible for imitating a change that
will achieve the desired goal. Furthermore, change management can be processed
on a regular basis or even on a program by program basis. Change management can
be reached by using a number of different angles and applied to a various
number of the organizational processes. Information technology management,
strategic management, and process management, are most commonly used when
enforcing change management.
In order to receive the best
results, change management must be multi-disciplinary, meaning that it should
touch all aspects of the organization. This also consists of dealing with all
the aspects of human behavior and the attitude towards change. However, at its
core, implementing new procedures, technologies, and overcoming resistance to
change are fundamentally human resource management issues. To really grasp a
change management process in the business, the company must provide emerging
evidence from systems thinking and complexity science which will indicate large
systems that will show a different behavior than their single parts.
In this process the system theory
talks about organizations as "non-trivial machines", in the
non-trivial machines, their behavior cannot be predicted or calculated by a
computer. The latest sciences are applied to organizational development and
change. In this area the change management is done in Appreciative Inquiry,
Open Space Technology, and Systemic Constellations. Each company must determine
the best method of originations change management that is the simplest for them
to implement with the least resistance from the employees. Change is like
knives, which either serve us or cut us, as we grasp them by the blade or the
handle.
Jerry Cedicci is renowned Real Estate Developer in USA;
Robin Trehan is an M&A Expert. He can be reached at contact@creditcapitalfunding.com
www.creditcapitalfunding.com
