7404Psy Change Management For Business Assessment Answers
Describe the Change Management For Business Process Management.
Answer:
Introduction:
Change is the most constant thing in the corporate world and in the face of the changing tides in the global company, in order to attain and retain stability along with sustainability in the market the corporate organization needs to keep changing their business process management procedure or strategies. However, the continuous cycle of change that a corporate organizations is associated with can facilitate a number of serious challenges and restrictions, overcoming which can be extremely difficult for the corporate or organizational entities. It has to be understood in this context that the change procedures are intricate and extremely meticulous and given the fact that the most of the organizational sectors are associated with a diverse workforce and change procedure will inevitably depend on the collaborative efforts invested form the entire staff (Hayes 2014). Hence, inevitably an organization with a diverse workforce going through an organizational change will require a change management procedure be implemented, regardless of the magnitude of the organizational change. Now it has to be mentioned that the change management procedure is extensive and there are various theoretical models and frameworks available that define and structure the process of change management that can be safely and effectively implemented in the organizational scenario (Hwang and Low 2012). This assignment will attempt to compare and contrast two iconic and abundantly popular change management theories and criticize their applicability in the real world organizational scenarios.
Change management models:
Change management process can be defined as the process implemented by an individual, group or an organization to successfully overcome the challenges that are facilitated by the change in the management norm that that been in place. It can be mentioned in this context that the change management procedure can be facilitated by the process of redefining and redirecting the use of the different resources utilized for implementation of the change procedure (Vora 2013). For organizational context, a change management procedure will take into account all the different aspects of resource utilization; for instance, concepts like resource allocation, administration, business process management, operational management and time management, more or less all the different procedures that will be invested in the process of facilitating or streamlining the change procedure. When considering the concept of organizational change management or OCM, there are various change management models that take into consideration the procedures best fit for the organizational scenarios, by the means of emphasizing on the needs of the particular organization under change procedure (Singh 2013).
Now it has already been mentioned that there are various reasons or contributing factors behind the change procedures that each and every organizational sector has to undergo in order to sustain in the dynamic economy. Globalization, recession and the continued flow of technology can be considered the most influential contributing factors which propel the maximal need for constant process of change in the organizations. It has to be mentioned that as a cumulative result of all the mentioned contributed factors, the market trends and the consumer demands also continue to change accordingly; hence, each and every corporate entity is in dire need for a constant process of change and change management in the present scenario (Cameron and Green 2015). There are various change management model that are attempted at directing and guiding the different companies and industries through the process of successful change management, however, the most abundantly used and efficient two models that can be very easily applied to the modern organizational challenges that arise in the change management procedures, McKinsey 7s model and the kotter’s change management model.
McKinsey 7s model:
The first change management model that can be utilized in this scenario is the McKinsey 7 S Model, which can be considered the most efficient model of change management procedures. This contemporary model has been developed in the 1980s by the world famous corporate consultants and research analysts Robert H. Waterman, Jr. and Tom Peters. This contemporary and analytical change management model had been discovered in an attempt to include the businesses, business units and industrial teams in the process of change management and this particular model takes into consideration the process of analyzing the coherency of the organization and capability to successfully and efficiently go through a complete change cycle (Alshaher 2013). It has to be mentioned that critical analytical thinking and decisive skills are extremely important operational management attribute that helps the organizational leaders need in order to ensure that the change procedure is being successfully implemented without any severe blow to the business process management procedures by the company. This mode is effective in helping the organizational leaders or managers to assess the capability of the company to achieve the said goal, where the challenges persist and what is needed to be dome in order to overcome those challenges. It has to be mentioned that this particular change model is based on seven key change management variables, strategy, systems, structure, styles, staffs, shared values and skills, and periodic and interconnected evaluation and analysis of each of the factors mentioned helps the organizational leaders to analysis the suitability of the organization to go through a change cycle successfully (Ravanfar 2015).
On a more elaborative note, this particular framework begins with the analysis of the first element, the strategy; here the organizational leader is expected to address the future objectives and goals of the company to overcome any competition in the market and expand their personal business trends, here the need for change is identified and based on the same the further steps of change management is taken. The next element is the structure, in this stage the structuring of the change procedure is facilitated and here the organizational resources are planned and divided into a particular structure that will complement the change. The third and fourth element is the systems and the systems and shared values, these steps together contribute to forming the action plan that the organization is going to follow in the change process. The next three variables are style, staff and skills; here the change management and leadership style opted for the change cycle for the organization and in the very next step the workforce management and allocation is carried out based on their different skills and competencies which is final step of the change model (Wright, Paroutis and Blettner 2013).
Kotter’s model of change management theory:
It has to be mentioned in this context that the change management theory coined by John P. Kotter emphasizes on the response of the staff of the organization in the change scenario. There are eight stages that comprise the change management model and each of the variables of this model emphasizes on the response of the different stakeholders to the change in the organization. The first stage is increasing urgency, where the organizational leaders are supposed to generate a sense of urgency in the employees to motivate them towards meeting the objectives of change. The second step is the team building, where the entire staff is segregated onto different teams depending on the different skills and competencies (Appelbaum et al. 2012). The next two steps are the vision and communication, where the change model takes into consideration the fact that in order to successfully implement an organizational change, equal collaboration and shared input is required from the entire staff, and these two steps are utilized to generate a optimistic vision in the staff with regards to the change and communicate with them about the need for change and the strategies used for implementation of the change. The next two steps are the obstacle removal and creating short term wins, and these are extremely important steps in a successful change management procedure, as it allows the organizational leaders to develop small and achievable goals that the staff can easily meet and remain motivated for the rest of the change objectives. The last two steps are progressing and anchoring the change, where the change management process is progressed persisting on the goals and objectives pre-determined and managing the entire change management procedure all the while anchoring to the original set of developmental goals set for the organization (Worley and Mohrman 2014).
Comparison and criticism:
Now it has to be mentioned that the change model by McKinsey is associated with analyzing each and every domain of administration and business process management, here the weaknesses and strengths of the organization are identified and addressed in a very systematic and step by step procedure, so that the need of change and the areas where the changes need to be implemented can be recognized and addressed. According to the Pollack and Pollack (2015), this change management model allows the organizational leaders to develop full scale operational plans that can be utilized by the business company in any situation and can be implemented in the years to come as well. However, there are a few challenges associated with this particular change management model as well. For instance, it has to be mentioned that this change management procedure is elaborate and extensive which will require a lot of time and other resources invested, and hence when applied to massive organizational scenarios, the resources and time invested will be futile and unrealistic in this case. As argued by the Neumeier (2013), a change management procedure as elaborate as the McKinsey 7-S framework can only be implemented in small organizational settings. Other challenges reported about the change management model are its complex nature and interdependency on each of the variables.
On the other hand the change model by Kotter is associated with analyzing the response of the entire staff and all the stakeholders associated with the change implementation and each and every action required to control and align their responses with the change objectives of the organization in a analytical and systematic procedure. According to Doppelt (2017), this eight step change model is simple and very easy to implement and as it a complicated and extensive procedure as the McKinsey model, it can be safely and effectively applied to any organizational change management scenario. According to the Hornstein (2015), this step takes into consideration accepting the need for change and preparing for it which is a positivism based approach that can be easily incorporated to motivate the employees. On the contrary, one limitation of the model is the subjective and time consuming nature of the model and along with it this model only emphasizes on the employee response and hence has the possibility of overlooking the operational change management needs of the organization.
Now, implementing the organizational examples, in the case of an organization going through a takeover can be presented with massive operational and structural change. In this case a thorough analysis of each and every organizational strength and weakness is needed to ensure the functionality and competence of the organization to combat any competition. On the contrary, in an organization that is undergoing a policy change or implementation of an additional policy, there is no need for a thorough competency analysis of the organization, the impact of policy change will be the most on the employees. And hence emphasizing on the particular responses of all the stakeholders involved in the process of change management will be beneficial. It can be safely concluded that the Kotter’s model will fit extremely will to the change management needs of this scenario (Van der Voet 2014).
Conclusion:
On a concluding note, it can be stated that the change management needs can vary upon the change scenario or the organization under consideration. And hence the organizational leaders are known to implement different models of change management to address the differential needs of the different organizational change scenarios and achieve all the different goals and objectives set for the progress of the company. McKinsey 7 factor model and Kotter’s change management model are two examples of change management models that are utilized abundantly in the organizational scenarios. As mentioned above there are different change management needs that are experienced by the companies based on the category of organizational change they are going through and each of the models are equally viable in addressing those change management needs. However, it can be stated that the McKinsey model is far more complex and extensive when compared to the Kotter’s model and hence in most of the scenarios the most applicable change management model is the Kotter’s model.
References:
Alshaher, A.A.F., 2013. The McKinsey 7S model framework for e-learning system readiness assessment. International Journal of Advances in Engineering & Technology, 6(5), p.1948.
Appelbaum, S.H., Habashy, S., Malo, J.L. and Shafiq, H., 2012. Back to the future: revisiting Kotter's 1996 change model. Journal of Management Development, 31(8), pp.764-782.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), pp.291-298.
Hwang, B.G. and Low, L.K., 2012. Construction project change management in Singapore: Status, importance and impact. International Journal of Project Management, 30(7), pp.817-826.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review. Public Administration, 92(1), pp.1-20.
Neumeier, M., 2013. Using Kotter's Change Management Theory and Innovation Diffusion Theory In Implementing an Electronic Medical Record. Canadian Journal of Nursing Informatics, 8(1-2).
Pollack, J. and Pollack, R., 2015. Using Kotter’s eight stage process to manage an organisational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), pp.51-66.
Ravanfar, M.M., 2015. Analyzing Organizational Structure based on 7s model of McKinsey. Global Journal of Management and Research: A Administration and Management, 15(10), pp.6-12.
Singh, A., 2013. A study of role of McKinsey's 7S framework in achieving organizational excellence. Organization Development Journal, 31(3), p.39.
Van der Voet, J., 2014. The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), pp.373-382.
Worley, C.G. and Mohrman, S.A., 2014. Is change management obsolete?. Organizational Dynamics, 43(3), pp.214-224.
Wright, R.P., Paroutis, S.E. and Blettner, D.P., 2013. How useful are the strategic tools we teach in business schools?. Journal of Management Studies, 50(1), pp.92-125.
Buy 7404Psy Change Management For Business Assessment Answers Online
Talk to our expert to get the help with 7404Psy Change Management For Business Assessment Answers to complete your assessment on time and boost your grades now
The main aim/motive of the management assignment help services is to get connect with a greater number of students, and effectively help, and support them in getting completing their assignments the students also get find this a wonderful opportunity where they could effectively learn more about their topics, as the experts also have the best team members with them in which all the members effectively support each other to get complete their diploma assignments. They complete the assessments of the students in an appropriate manner and deliver them back to the students before the due date of the assignment so that the students could timely submit this, and can score higher marks. The experts of the assignment help services at urgenthomework.com are so much skilled, capable, talented, and experienced in their field of programming homework help writing assignments, so, for this, they can effectively write the best economics assignment help services.
