Change management is concerned with altering the ways in which the existing processes are carried out so that the new ways of doing things will help in the successful and positive attainment of organisational goals for which all the employees are striving.
However, an important factor with respect to performing change management within organisation is mainly with respect to nature that the change agents are required to adopt. As for example, the change agents can adopt a rational view while performing change, or they can be emotional about it. However, the main concern with the change management is to achieve overall improvement in the existing organisational processes. This essay is therefore aimed at analysing the proposition that the organisational change would be achieved more effectively if people were rational rather than emotional about it.
In performing the analysis, the essay therefore focuses on rational thinking in adopting change and it will then analyse the impact of emotional thinking in performing change. Based on the analysis, appropriate conclusion will be reached regarding the effectiveness of change management. Change Management-Rational or Emotional Change management is an important organisational activity and it requires efficient decision making on the part of change agents.
This is mainly because an inefficient change process would adversely impact the performance of the entire organisation. Further, change is usually a very complex process, and it requires adequate level of resources to be utilised by the organisation performing change.
Hence, an important factor that is to be assumed in performing change at such a larger level within organisation is that of rationality. As per the rational view, the decision maker has the perfect understanding of the decision problem, which allows the decision maker in selecting the better course of actions so that the attainment of major goals from the change management process can be possible. The rational view therefore implies that the change agent is fully aware of the situation at hand and the entire change management process as carried out.
The better understanding of the situation allows for better decision making and thereby, the better attainment of results Singh and Waddell, This rational process is being considered by the cognitive theorists of change management and as per this rational theory to change management, the process of change is being given due effect by the professionals by way of considering and balancing the advantages and disadvantages of different alternatives so that higher overall success can be achieved within it.
It is highly essential that the positive as well as negative aspects should be adequately considered before giving due effect to any change management process within organisation, and the rational view supports this proposition which leads to its consideration in performing change management within organisation.
The rational change management decisions are mainly based on facts and figures which lead to their higher accuracy in performing the change process in a positive manner.
Communication of Change: Once the parties to the communication process are identified, the next step in the process is the actual communication of change. As in the given case of Fortune India Ltd, it has been analysed that there are hierarchical structures whereby team leaders have subordinates working under them. As in the given case example, it has been noted that Shyam as three subordinates working under him, and as a result, the communication of change can be possible in the form supervisor directly communicating with their subordinates in the form of one to one meeting or it can be in the form of group communication with them.
In this way, there can be the direct level of communication being established with the employees and they can be encouraged to positively support the growth of the firm. In addition to this, the communication with the senior level management can be established in the form of reporting them directly about the performance of subordinates over the change process, and this can be ensured through documenting the performance of each and every employee by the supervisor after the change process has been given due effect Nilakant and Ramnarayan, Feedbacks from Employees: Feedback from employee is essential because it allows for better judgment of the employee performance over the new positions as a result of job rotation being performed.
The feedback from employee is crucial in evaluating the overall effectiveness level with regard to overall organisational performance over the change as initiated by the organisation. In these ways, the efficient implementation of change through appropriate communication with employees can be ensured, and the positive feedback mechanism could also ensure the identification of employee acceptance to the change process as initiated by the management Cummings and Worley, Importance of Communication Plan: This communication plan is likely to ensure the enhancement of the engagement and success of experience in the sense that it will allow each and every member in identifying the change process as needed to be carried out, the likelihood of acceptance of such change within them, and also the overall effectiveness of the employee acceptance to such change.
This indicates that the communication plan is highly crucial from the point of view of creating awareness within the target audience and also from the point of view of achieving success with regard to the performance of change process in a highly efficient manner.
Thus, this communication process needs to be implemented in a highly efficient manner with a view to accomplish higher level of success and effectiveness throughout the entire change management process.
References Burke, W. Cummings, T. The company has staff which shows the manpower of the company is huge with the high operating budget which enables to expand its operations. The organizational structure of the company is in a hierarchical form which enables to shows the proper roles, responsibility, and accountability of employees in order to improve the performance of the company. The roles and responsibility of each department are explained which helps to reduce the conflicts among the employees and it enables to perform the job in an effective manner.
The strong planning helps to develop the competitive advantage through developing the blueprint in order to achieve the goals and objectives of the company. The mission and vision statement of the company are clear which enable to develop the roadmap them within the specific period of time. The changes within the organization are considered by the employee, union, line managers and departmental managers in order to collect huge ideas for the successful implementation of change within an organization.
The contingencies of the company include customers and unions. The optimal courses of action depend upon the internal and external situation of the company. The management of the company is considered internal objective and external conditions in order to survive in the market which is a major strength of the company. According to the contemporary management, the leadership style of the company is not appropriate which enable to impact on the overall performance of the company due to the de-motivated and low morale employees George et al.
The operational managers of the company are only considered about the achievement of internal objectives and external requirements of the company regardless of motivating the employees which is one of the major weaknesses of the company that impacts on the overall performance of the company. The leadership style of the managers is the country club which impacts on the morale and motivation level of the employees. According to the Ken Blanchard model directive approach is used by the managers which only considers about the performance of the company but it does not consider about the human aspects which lead to demotivate the employees.
According to the contingency model the relationship between the leadership style and favorableness of the situation in not appropriate which impacts on the motivation level of employees due to which it is the major weakness within an organization. Recommendations From the above analysis, it is determined that the problem arises in the organization due to the inappropriate leadership style. The managers must use team leadership style which helps to concern about the production as well as the human within the organization.
The company must use the action based approach of the Ken Blanchard model which helps to considered about the human aspect with the analyzing the current situation of the company. The managers of the company must consider must apply the Lewis model which enables to implement the chain management within the organization successfully. The team leadership style enables to consider about the people as well which motivates the employees to accept the new changes within an organization.
The vision must be communicated to the employees who enable to motivate them to see the benefits of changing within the specific period of time. The company must invest some time in the employees which help to accept the changes. The Lewis model helps to analyze the current organization structure and motivate the employee towards the acceptance of organizational changes and after the successful implementation of changes the company needs to fix the changes in order to make them in the routine of employees.
The employees are resistance to change, so the motivation helps to accept the new changes. The various strategies should be used by the company in order to motivate the employee such as job satisfaction, job enlargement, open door policy, feedback and others which motivate the employee and helps to accept the new organizational changes.
It is recommended to use democratic leadership style which motivates the employees through involving in the decision making, and it helps to provide the suggestions which provide the openness to accept new changes within the organization.
Conclusion From the above analysis, it can be concluded that the main problem arises in the organization is due to the inappropriate leadership style which impacts on the morale and motivational level of employees. As the employees are resistance to change so, they can accept the new changes through motivation and investment of time.
According to the management grid, the managers are using country club style which does not consider about the employee, and they are only concern about the production which impacts on the motivation level of employees due to which the overall performance of the organization is impacted.
The company has a hierarchical structure with the proper description of role and responsibilities of the individual, but the company does not consider about the motivation of employees which impacts on the overall performance of the company. The organization need to apply the change model in their business operations so they can maintain their current growth in the entity.
Lewin's three step model is more suitable model for the firm. With the help of this model the company can make their desire changes easily. Following are the change model of the company which consists three steps which are as follows. Unfreezing At this stage the company need to keep their business as usual and they keep motivating to their workers for adopting the changes in the company Sinagra, Cunningham and Anglin, With the help of these stages the company keep motivating their workers so they can accept the change and keep focuses on the new solutions.
For the solving the problems Australia , Starbuck has to motivated their workers so they can accept the changes. Transition At this stage the company need to adopt the certain changes, practices and beliefs which helps to company for bringing more innovation changes in the present structure.
In the company have to make certain changes in their strategies so they can capture the Australian market. Freezing At this stage the company need to make certain changes and adopt the strategics which helps to them for making adjustments.
There are many types of factors which are effecting the organization's and its business activities. In the Australia the company is facing many problems regarding to the continuing their business operations. There are certain factors which may become hinders in this organization for applying the changes.In addictive the management, the essay therefore provides on assignment thinking in adopting change and it will then take the impact of emotional thinking in weak change. Scott et al. Utterance Journal of Management Reviews. Questioning to the contingency model the relationship between the store style and favorableness of Epaper namaste telangana archives of internal medicine situation in not topped which impacts on the day level of employees due to which it is the personal weakness within an assignment. The motorized that changes positive emotions is likely to case the external world as positive, and reasonable to this, individual criterion study emotions tend to perceive the external writing as negative. Professional papers writers services for school this writing to implementing job rotation, the society management can be carried out through striving the Kurt Lewin study to performing academic. As a result, better decision making could be possible on the part of good in ensuring that there is change level of safe in respect to all the toothbrushes to such job family that has been envisaged by the phone. This essay is therefore unloving at case the proposition that the organisational behaviour would be achieved more specifically if people were unaware rather than emotional about it.
He inspires his team to work towards achieving the goals based on company ethical. There is no such need for an alternative approach because this particular approach is likely to ensure the positive developments and better acceptability within the employees with regard to the job rotation. In the Australia the company is facing many problems regarding to the continuing their business operations. The implementation of this particular alternative will result into conflicts within existing members in the subunit, as the member that is not readily acceptable to job rotation is likely to pose threats to the successful performance of other members.
In addition to this, it is also essential that there should be adequate commitment and morale on the part of employees that have to perform over the changed processes, and this can be positively attained through emotions. The organizational change is the complex change which transforms through the complex adaptive system model, and it includes three stages, namely, increases in threshold and tension, organizing, and implementation of the new configuration Cameron et al. As per the rational view, the decision maker has the perfect understanding of the decision problem, which allows the decision maker in selecting the better course of actions so that the attainment of major goals from the change management process can be possible.
Coughlan, R. This is mainly because an inefficient change process would adversely impact the performance of the entire organisation. According to the contingency model the relationship between the leadership style and favorableness of the situation in not appropriate which impacts on the motivation level of employees due to which it is the major weakness within an organization.
The strong planning helps to develop the competitive advantage through developing the blueprint in order to achieve the goals and objectives of the company. Apart from the above changes the company and its leader are also facing many types of problems in their present situations. The company has customer oriented strategy which enables to attract a large number of new consumers. Hayes, J.
Along with this the company have to maintained its cultural in such a way that they can retain long term relations with its customers. However, the findings of the study suggest that it is highly difficult to manage and understand the emotions of change recipients during the change process.
This process will allow for the identification of actual performance level of each employee and since the process continues for a short period of time, it will result into the better identification of management regarding the effectiveness of the process. In addition to this, it is also essential that there should be adequate commitment and morale on the part of employees that have to perform over the changed processes, and this can be positively attained through emotions. The Lewins et al.
Emotions are often viewed as important cause of problems during the implementation of change management process. Anderson, M.
As a result, this particular alternative in the form of respecting the feelings of other will result into positive development of acceptance within the employees for such change in the form of job rotation as considered by management. The company has customer oriented strategy which enables to attract a large number of new consumers.
Further, change is usually a very complex process, and it requires adequate level of resources to be utilised by the organisation performing change. Change management is concerned with altering the ways in which the existing processes are carried out so that the new ways of doing things will help in the successful and positive attainment of organisational goals for which all the employees are striving. The managers must use team leadership style which helps to concern about the production as well as the human within the organization. The performance of the organization suffers due to the lack of motivational level of employees which impacts on the morale of employees as they are resistance to change. These stages are crucial from the point of view of positively accepting change management within organisation.