MBA INTERNATIONAL BUSINESS ? 90 CURRENT ISSUES AND CHALLENGES INCHANGE MANAGEMENT HARIS JOSE THOMASStudent ID: 9161036 Supervisor: Prof.

Dr. MALTE MARTENSENDate of submission: 14?01?2018 TABLE OF CONTENTS 1.2. 3.

4.5. Introduction.

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1 Theoretical foundations …..

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1. Basic concepts…….

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1 2.1.1.  Definitions A.

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..1 2.1.2.  Definitions B..

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…………………………….2 2.2. Literature Review………………………………………………………………………………………3 Methods…………………………………………………………………………………………………………..3 Results…………………………………………………………………………………………………………….3 Discussion and outlook……………………………………………………………………………………..4 5.1.  Theoretical implications……………………………………………………………………………..4 5.2.  Managerial implications……………………………………………………………………………..4 5.3.  Limitations and future research …………………………………………………………………..4 6.References……………………………………………………………………………………………………………5 1. INTRODUCTION Organizational Change management is an independent entity that deals with changes andmodifications in an organization while change management suggests changes to departments,teams, groups and other areas which require care and attention. Change management isassociated with various tools, varieties of techniques and activities that aim to bring forthchanges in an organization, for a desired business outcome. Change management conveydifferent meaning to different people. It could alter employee’s job responsibility, position oreven his job role in the company. People’s perspectives give different meaning to the processof change management. For some it’s a mere change but when we understand its depths wecan realize it’s not a small change. Change management is a field of study which deservesmuch more attention than it receives now days. May it be an acquisition, may it be a mergeror a takeover change management and change manager is responsible for all the changes andhe is concerned with protecting the interest of the employees. Change management could alsoboost the financial situation of a company. Change management is initiated with a view tomaximise the return on the investment and the financial situation of a company. 2. THEORITICAL FOUNDATIONS Change management can also affect a company’s performance in both positive and negativeways. The changes can sometime motivate the employees while sometime it may discouragethe employees. Change management has to be done in a careful manner that the company andits goals are un-affected by the process. Change managers are the ones who are entrusted withthe process of change management; they need to compare the good and bad effects of theproposed change before adopting it. The decision to implement the changes in anorganization determines the future of an organization. It alters the ways in which work isdone in an organization. It affects the usage of the resources and can reduce the wastage ofresources to boost the productivity up to an extent. 2.1 BASIC CONCEPTS2.1.1. DEFENITION A According to beer, reinstate & sector, 1990 “ORGANIZATIONAL CHANGE IS APROCESS BY WHICH A LARGE COMPANY OR ORGANIZATION CHANGESITSWORKING METHODS OR AIMS. REASONS FOR DESIRES TO RE-ORIENTMIGHT INCLUDE THE NEED TO DEVELOP AND DEAL WITH NEW SITUATIONS 1 OR MARKETS”. Organizational change is an inevitable thing in today’s world due to theaccelerated rate of merger, takeovers, and acquisitions. It is not a simple entity or factor to beleft of no importance. The major factor driving the organizational change is the increasedcompetition in the daily world. Firms are diversifying themselves to survive in the future.Ex: Amazon-started just as selling books and DVDs’ and later they began to diversify andexpanded their area of work to cloud, artificial intelligence and even to space engineering. 2.1.2. DEFENITIONS B Organizational changes could be defined as the measures, actions, counter steps adopted byan organization to survive in long term or to realign itself with the dynamic businessenvironment. Organizations must deal with the constantly changing atmosphere around it andtry to move in terms in with it. If it fails to move accordingly it may be doomed to fail, so it isvery important that organization must according to the changing environment. In our dailylife we are coming across various factors such as new technology, new machinery etc.sometimes it’s necessary to cut the cost, sometimes firms needs to replace humans withmachinery. The success of change management also depends on the level of educationprovided to the ground level employees and their understandings. Only with the co-operationof all employees, can be such a change initiated. Communication play’s such an importantrole in the change management. According to the statistics report the major resistance to thechange management is faced from the employees when there happens an effectivecommunication it would be easier for the organization to apply change management 2.2. LITERATURE REVIEW ‘Research studies in organizational change’ in India suggests that now a days the terms suchas organizational change and organizational change are taken out of context and usedfrequently. (Singh & bhandarker, 1990, 2002: bhandarker2003) defines organizational changeas a substitute for organizational revival. (Jimmieson et al., 2004) also explainsorganizational change as a change in the organizational climate as a response to change inorganizational environment. According to (Powell & DiMaggio, 1983) organizational changeis explained as a response to the changes and pressure in the outer environment or it could beidentified as a self changing process adopted by the organization to survive and stay alive inthe future period. Change management models are ways of representing how an organizationcould be changed according to its surroundings. 2 According to Clarke 1994,”he also explains change management as a way for survival andgrowth of the organization. In a theory suggested by beckhard, which is widely used asbeckhard’s change plan the process for changes are explained well Beckhard’s change plan Fixing the goals and anticipating the future organizational challenges Having an Understanding and knowledge about the current situations Explaining the change process and the requirements to make it practical Developing new methods and tactics which are essential for managing the change process 3. METHODS In my journey to discuss current issues and challenges in change management I have madeuse of secondary data. Various research papers and old reports were studied to get an insightin to the daily problems and challenges in change management. Though I was not able to getany first hand information about the topic I got access to good secondary data sources whichwere trustworthy and of good quality. I made use of various web sources to get an insightabout the topic. Also made use of descriptive research to analyze and examine the facts andthe results 4. RESULTS The major change management theories I came across were Lewin’s change management model Beckhard & Harris change management modelImplication of which helped to achieve Cost cutting Instant results Efficient and progressive change. In Levin’s model we can see a transition process which takes three major stepsunfreezing, changing & refreezing. While at the other hand bridges transition model 3 has four steps starting from internal organizational examination to having a follow upof the transition process 5. DISCUSSION & OUTLOOK The problems faced against change management were Initial opposition-whenever there is a change it takes some time to get used to itand at the first stage its common to face some opposition from workers Lack of education & communication-there needs to be a proper education andcommunication to each and every member. If it is not done without propereducation, it could become a failure Failure to convince the low level employees-all upcoming changes somehowimpact the low level employees directly or indirectly, so make them aware of it Sudden changes-sudden changes or the changes that quickly initiated are prone to more errors and mistakes. Lack of understanding in the top management- Sometimes change management fails because the top management fails to reach an agreement over the strategies and plans to be followed Lack of planning and short term vision-change management is an activity that requires lot of care & attention. The activities and the progress have to bereviewed time to time in order to ensure the effectiveness and efficiency. 5.1. THEORITICAL IMPLICATIONS The importance of change management is not slowing down. It’s getting accelerated due tothe competitive economy and the globalization processes .In theory change management is acomplex process and quiet hard to accept. According to the qualitative data also changemanagement can add a lot to the progress of an organization. In theory change management isa kind of complex process with a lot of steps and factors to be considered, but in practicalsituations, if done accordingly it can bring in a lot of success. 5.2. MANAGERIAL IMPLICATIONS From the managerial point of view Change management contributes a lot to the success of anorganization and making it diverse in order to survive in the long run. Effective 4 communication in all levels of management and proper education to all the ground levelemployees can make this process much easier and fewer complexes by adopting changemanagement the majority of the firms got successful results. When done with properpreparations and pre-research change management can yield good results. Poor managerialskills and in-efficient management systems could be still a barrier in the course to change. Ifthe goals and objectives are precisely defined half the problem is finished. 5.3 LIMITATIONS AND FUTURE RESEARCH The major difficulty was with the collection of data for this assignment I could only findsecondary data sources. Next limitation was time; there was not enough time to cover all theaspects of the topic. 6. REFERENCES 1) EFFECTIVE ORGANIZATIONAL CHANGE MANAGEMENT (M. Radovic? – Markovic?Institute of Economic Sciences Belgrade, Serbia) 2) Change management ( Jeffrey J. Gianforte, – research paper) 3)Sustainability and organizational change management(Stewart R. Clegg and Joao Amarode Matos) 4)https://www.researchgate.net/publication/46525251_CURRENT_ISSUES_ON_CHANGE_MANAGEMENT_IN_PUBLIC_ORGANIZATIONS 5