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Fundamental Definitions of Change Management
Fundamental Definitions of Change Management
In this part we are going to briefly explain some fundamental definitions about why the change may be urged and the potential barriers of the change and how organizations are going to address them.
Red Queen Effect
Red Queen Effect
Red queen effect refers to the situation that would urged the quick change based on the innovative technologies the rivals may acquire. in this case, there would be an increasing pressure for adopting to the situation as soon as possible in order to survive in the market.
In Kodak company we can see the real example of the Red Queen Effect, since because of their past glory and dominating the photography market didn't join the digital trend at the right time and failed to reinvent itself and doomed to bankruptcy and failure.
Trigger Events
Trigger Events
Trigger events are the points that would answer why change is needed in one business. For example, consider a company that faced with major technology or operating model change. Therefore, Unless that business implement a change, can not continue its business activity.
Switching the university in person classes to the zoom sessions based on the COVID-19 pandemic can be an example of a trigger event.
Internal and External Factors
Internal and External Factors
There are different internal and external factors that can made businesses to adopt change within their organizations such as change in market trends and customer need, advancement of technology, political forces, pandemics, etc. as external factors, and change in employees, management, money and resources for business operation, etc. as internal factors.
As a result, when one or more factors from above happen, its time for implementing change in one's business. Depends on the factors above we can say why one business urged to implement a change within the company.
Change Resistance
Change Resistance
Adopting a change has been never an easy task, since there are always some people that have resistance toward the change.
If I want to illustrate more, I can say we as human beings borne with the great sense of resistance to every change from the very first moment that we come to this world. We showed our resistance to come to this world that is full of uncertainties by crying since we don't like to change our place. The same will happen about the death.
Therefore, resistance to change is one of our instincts that help us to survive. However, when we have sufficient knowledge and information, then we are sure about safety of that change it would be easier to buy in.
The same would happen in the organizations, if the process, future, and goals of the change communicate appropriately with the people within the company, people will easier accept, participate, and eager for that change.
Removing Obstacles
Removing Obstacles
When it comes to change there would be different obstacles that need to remove in order to have a successful change implementation within an organization.
For example, when an organizational structure, rules, people, or leadership make the process of change slow or on hold, they need to address, tackle, replace, or remove in order to help the change implementation successfully.
Recruitment or Redundancy are some common example and approach that will address people's resistance obstacle.
Different Faces of Change
Different Faces of Change
Turnaround:
According to this term, enhancing the financial performance of the organization is the main area to focus. Therefore, the goals and targets that would be set in this face is based on increasing the internal resources and generating more profit for the company.
Tools and Techniques:
According to this face of change, taking advantage of different tools, techniques, and processes to optimize the production in order to increase the efficiency of the internal processes is the main area to focus. Balance Scorecard and Total Quality Management are some examples of the different techniques that help companies to go through this process.
Transformation:
Unlike two terms that we have discussed above, "Transformation" concentrates on the people's behavioral change which can be a long-term transformation. According to this type of change, since employees' behavior can affect all aspects of one business such as performance, reputation, and profitability it needs an accurate plan to adjust with the organizational goals of one company.
Elements Needed for Successful Change
Elements Needed for Successful Change
My Observations from different elements that lead the company to successful change are as below:
Ideas: Which come from within the organization, according to the research, or based on the consultants recommendation, which need to be innovative
Needs: Refers to shared diagnosis and the external factors that urged the change and indicates the potential issues or opportunities
Decision to adopt: After identifying the need of the change it's time to make a decision and set plans and goals for the change process
Implementation: Would be based on the decisions that has been made and the effective usage of the human and financial resources is a key factor for successful implementation
Resources: Need to adjust with the implementation phase and if they are not sufficient company should find a way to provide them for completing the change process.
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