Notes on Change Management
Change Management: Fincham and Rhodes (2005) define change management as” the Leadership and direction of the process of organisational transformation-espacially with regards to human aspect and overcoming resistance to change”.
According to Society for Human Resource Management the change management is “The systematic approach and applications of knowledge, tools and resources to deal with change.change management means defining and adopting corporate starategies, structures, procedures and technologies to deal with changes in external conditions and the business environment”.
Change has become a defining feature of contemporary organisations, and change and its management pose key challenges for all kinds of organisations like public, private and voluntary. Whether it is true or not that organisations are changing frequently than past, it seems that every generation not only claims this but feels it to be true (Linstead 2009). Huczynski and Buchanan, (2007) described the trends in organisational change as follows
There are many reasons for change like competitors, customers, technology and communication etc. Sometime change is proactive, mean initiative to take advantage and make something happen while sometime reactive, mean respond accordingly what is already happening. Buchanan and Huczynski (2010), define triggers of change as disorganizing pressures indicating that current systems, procedures, rules, organisational structure s and processes are no longer effective. They also listed the external and internal triggers for organisational change as
External triggers:
1. Changing economic and trading conditions, domestic and global.
2. New technology and materials.
3. Changing in customer’s requirements and tastes.
4. Activities and innovations of competitors, mergers and acquisitions.
5. Legislations and government policies.
6. Shifts in local, national and international politics.
7. Changes in social and cultural values.
Internal triggers:
1.
According to Society for Human Resource Management the change management is “The systematic approach and applications of knowledge, tools and resources to deal with change.change management means defining and adopting corporate starategies, structures, procedures and technologies to deal with changes in external conditions and the business environment”.
Change has become a defining feature of contemporary organisations, and change and its management pose key challenges for all kinds of organisations like public, private and voluntary. Whether it is true or not that organisations are changing frequently than past, it seems that every generation not only claims this but feels it to be true (Linstead 2009). Huczynski and Buchanan, (2007) described the trends in organisational change as follows
There are many reasons for change like competitors, customers, technology and communication etc. Sometime change is proactive, mean initiative to take advantage and make something happen while sometime reactive, mean respond accordingly what is already happening. Buchanan and Huczynski (2010), define triggers of change as disorganizing pressures indicating that current systems, procedures, rules, organisational structure s and processes are no longer effective. They also listed the external and internal triggers for organisational change as
External triggers:
1. Changing economic and trading conditions, domestic and global.
2. New technology and materials.
3. Changing in customer’s requirements and tastes.
4. Activities and innovations of competitors, mergers and acquisitions.
5. Legislations and government policies.
6. Shifts in local, national and international politics.
7. Changes in social and cultural values.
Internal triggers:
1.