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Group Members

Ahsan Baig Jahanzaib Javaid Khalid Hameed Aqib Baig

The following are Seven Myths of Change Management        Organizational change management creates value Resistance can be overcome Change is constant Change can be managed The change agent knows best Accepted wisdom is to follow the steps Big changes require big changes BRIEF INTRODUCTION The change and ability to change play vital role behind success of every organization. change has a broader scenario. In today’s competitive environment it’s getting imperative to adapt change in every aspect to gain a competitive edge. Change can be occurred in anything. IBM is good example of change. Not.ABSTRACT What is change? Change is a process of varying from one situation to another situation. In business organization change come for a reason. it occurs when a company feels the need of change in order to gain competitive advantage in business environment. A leader not only struggles to achieve goals but also motivates his subordinates to achieve goal by developing a sense of confidence and responsibility. only it helps the leadership of company facing less resistance from employees but also aid in building strong level of trust. Nowadays change management is used to access required changes in an organization. It’s a systematic approach of leading employees. A leader should highlight the key objectives and process of change to successfully manage and implement change. that is for the better future of organization and for better outcomes. LEADERSHIP VS CHANGE MANAGEMENT Leading the Organization Leadership is all about inspiration and leader should have clarity of vision and ability to inspire all group of company including internal as well as external stakeholders though effective communication. Leadership of company needs to identify changes required in terms of operational capability to improve effectiveness and efficiency of labor . that has achieved remarkable success and is one of leading IT firm in world. but when we come to business world. team members and organization from existing to desired future state. to attain enhanced productivity. In this research we studied that how the organizational change is occurred and why it is necessary. Organizational change always depicts major strategic decision of a company.

we view managers as  . According to this a leader is one who eliminated ambiguity by clearly defining. The Seven Elements of Emotional Leadership Self-Awareness. therefore leaders must do well under such circumstances.  Building Shared Vision. The two are inextricably associated. instead of differentiating between leaders and managers. It’s the skill that enable leader to understand perspective while arriving on a decision.However the leader must possess following features.  Focusing Effort. Influence.” Mintzberg proposes that. Emotional Resilience. A leader must avoid the negative impact of change by building a harmony between stability and change and foreseeing its effect on different parts of organization. strategies. goals and objectives that pertain to solve problem and proves to be value addition to organization success. It is associated with your internal emotions and how you manage your feelings. It’s the most important trait as it help leader to understand viewpoint of others as well as    Managing the Organization Mintzberg explained that “We are now over led and undermanaged.  leaders and leadership as successful managing. Motivation. Leadership At The Top: The Need For Emotional Intelligence In Organizations However the need of effective leadership is need of 21st century and awareness of emotional intelligence among senior mangers is growing day by day. Along with seeing big picture and having clear vision. Interpersonal Sensitivity. It is a must element that empowers leader to achieve success and drives them to gain result under tough situations. It’s the awareness of leaders about variety of leadership traits to deal in tough situation. It’s the ability to perform under pressure as it is observed in every business. A leader must have this trait to deal with number of people in daily business matters. a leader engages all stakeholders whether they are internal or external to accomplish organization objective collectively.  Supporting a Developing Culture A true leader is one who makes corrective decision by accepting mistakes as part of working and providing support to its subordinates by supporting them on particular task in constructive way  Facilitating Change Leaders not only accept change but also anticipate change in timely manner.” Leader set vision and manger strive to achieve those by motivating and building relationship with its team members and subordinates.

It includes encouragement and empowerment through town hall meetings to make them more engaged in plan. however managements accomplish this by doing things right. The “GO Forward Plan” of continental airline is entirely based on three stage model. Hence. In fact an effective leader cannot oversee operational matters without management and without leader management cannot achieve desired results that are in line with company goals. This three stage model referred to as unfreeze. A leader must have the ability to foresee things and when information is not provided or facts are fuzzy a leader has to use insight to make informed decisions. Intuitiveness. change. On force drive change while the other act as counter force to resist change.  influencing them to make right decision with respect to given situation. On a whole it’s well clear that both leadership and change management are complementary to each other. ORGANIZATION DYNAMICS AND CHANGE Kurt Lewin change management model is one of best model to implement change straightaway. freeze. All this highlights the importance of employees’ engagement as it reaps more fruitful results than just merely ordering and directing them to accept task. The accomplishment of turnaround was multi-aspect but one important attribute of whole change process is employee engagement. it can be concluded that leadership main role is to create vision and doing the right things. The main ideology of this model is that there are two type . It’s an essential attribute to prove commitment to planned action despite the fact that situations are tough and one is facing many challenges in delivering results. This model ensures the organization act in response to current business environment. Leadership sees big pictures and its management must have ability to achieve desired result. No change is possible when these two forces are equal therefore to implement change the driving force must be greater than the resisting force. Leaders should understand the importance of group involvement as it helps in successful application of change. Conscientiousness and integrity. Continental Airlines integrated many organizational changes after suffering from two bankruptcies. of force in change process. Example: Continental Airline journey from poorest performing Airline to airline of year is practical example of Lewin change management model.

Likewise we can say that if any employee leaves the company. respect and discuss the subcultures prevailing in your organization that may be helpful in accomplishment of goals. organizations are unlikely to anticipate the change. All these changes also results in change of organization culture. Sometimes they are also associated with stated values. the company may experience some change in culture as a result of new hiring. According to William Managing Transitions: Bridges.  because it is deeply associated with company history and quite a portion of it is below surface of awareness. In modern era of business.CULTURE AND CHANGE A culture can be defined as set of shared attitudes. change comes swiftly and organization must be ready to accept change and proceed to get in line with highly competitive business world. Similarly we can define an organization culture as a set of shared attitudes. Assess the Company Culture A number of proven methods are used to assess the culture of any company. values. To ensure proper implementation and for better results. It comprises of their interaction with other. acknowledge. goals and practices of the employees of that organization. Culture change on other hand is more difficult and time consuming   . Many companies hire services of consultants who use different measures. Another important aspect is to pay attention to sayings of your team members. So order to embrace change and to take benefit from it. Every new employee comes up with new ideas and it cast a little impact on working styles of that company. Most of time these changes are positive but they can have a negative impact too. following steps must be followed:  Explore the core value and belief of your organization and there relation to behavior of its members. their behavior towards the happening in the company and how do they perform under various circumstances. however if company’s culture is strong with solid background. Beside your core values and belief. but the best way is to observe the behavior of people around you. Eliminate the differences between conscious and unconscious values and belief and choose the best in favor of organization objectives. These changes can be major or minor but more important is to anticipate these changes and their impact on organization culture in near future. goals and practices that are common in group. Every organization experience some change in culture with the passage of time and evolve accordingly to compete in modern era. clientele and suppliers. More than often. it may not change much. repeat the above steps as new members belong to difference culture and they must be assured to value the importance of currently prevailing culture in the organization. values.

following measures must be adapted. dominates the mangers power to impose change with little or no involvement of people. Strategies For Managing Change. Let us discuss each of them in detail: Directive strategies: This strategy as the name implies. Besides company culture. Using this approach management main focus is on appointment of expert resources to solve the specific problem. 1984 Determine the Desired Company Culture After examining the prevailing culture of your company. To ensure this. Make sure you to properly communicate new cultures to all. make improvement where needed and create an action plan accordingly. William G. but it can also be slightly altered to get in line with market dynamics. It has an advantage to make decision quickly but on other hand it also has disadvantage that it does not take into account the views of other team member and subordinates. Align the Company Culture The next step is to make sure your company culture reflect your strategic goals and provides a gateway to achieve those goals. Source: Dyer.  Identify good things in existing culture.    Expert strategies: This approach is expertise base rather than power base. One can say that use of power to impose change is common practice in this type of strategy. All view points. Analyzing the culture of your competitors also help you in understanding the market dynamics and assists you to draws inspirations from well performing organizations. APPROACHES TO CHANGE Thurley and Wirdenius (1973) proposed five approaches to manage change effectively. Draft strategies for desired action and behavior. This type of approach is usually used for technical problems and management . valuable ideas.Analyze your public impression in market and use evaluations to strengths your findings. Refine your formal policies and day to day operations. the next step is to choose the culture that best fits your company and how you want to see your company in near future. No doubt change is bit difficult for organizations but change is also an ongoing process. vision is perceived as long term objective. recommendations and useful information from others is neglected in directive strategy and most of time it is discourage by employees.

View of all are considered before finalizing a decision and support from external factor is also an option but external factor are not involved in final decision making process. As this is purely problem solving based approach. Management conducts necessary trainings and initiate employee development programs to overcome resistance . from employees and to gain full support for them that are needed for development of shared values. Participative strategies: This strategy is based on involvement of all from top to bottom that are affected by change. However its plus point is that the changes through this approach are supported by all members of the organization.appoints specialist to lead the project. changing values and belief and winning their trust in order gain advantage in long run. senior management negotiates or bargains to make change more effective and also accept the needed adjustment and acknowledgments in order to implement change. It provides employees learning opportunity and experience to help them better understand the way its organization work. The advantage of this approach is that all employees support the whole process as they feel involved till the end. They have opportunity to speak and share their ideas. As compared to others. However the only flip side of this approach is that it’s more time consuming than other approaches as it involves negotiating with others. this approach dominates involvement of employees rather than senior management in decision making. Beside its merit. Educative Strategies: This approach is more centered towards educating employees. so there is little involvement of other people and there is possibility that those affected by these change may not welcome the solutions. Although its consensus driven approach but it also more time taking as the discussions among participator might take longer than usual. The bright side of this approach is that the consent of end users are taken into account who are most affected by these changes. the demerit of this approach is that it’s also time consuming and take much more time to give results. Negotiating strategies: In this approach. It industry is good example of this approach where project are carried out under supervision of senior technical experts.

often resist the change. Their duties vary from person to person depending upon their hierarchal position in the organization. It also helps them to value the change that . Rosabeth Moss. It has been observed that change is not accepted in positive ways and lot of resistance is faced by leadership. With the help of models and diagrams it helps management understand the effects of change at fundamental level. highlight important aspect of human nature. the employees who are not of much value to organization are not much resistance to change. Erik Erikson’s interesting Psychological theory. 1992. it’s the responsibility of leadership to deliver best effort and make the change as smooth as possible. Change also varies from person to person like the employees who are well experienced. The best way to implement change is to understand the basic need of employees in better way. Change can impact organization culture in many ways. A manager needs to understand view from both sides and make employees understand the importance of change in best favor of organization. While implementing change one must be ready to show tolerance and patient and make other understand the best part of change process. In some organization where high level of commitment is expected from employees. and Todd D. It also depends on other factors like age. Beside senior level management the role of manger is of utmost importance in whole process as he needs to act as a bridge between top management and employees. It can be positive or negative however. On contrary to it. Barry A. motivation etc. according to this theory age factor is the one that helps in analyzing the priorities of different people and the motivation factor that influence them the most. Stein. Leadership is one who is responsible to supervise whole process of change which can bring positive impact on organization culture and provides them clear direction to achieve goals. Jick. skills.CRITICAL PERSPECTIVES TO CHANGE According to Kanter. Above all a manger should convey message in a friendly tone rather than imposing the change as it would not be well welcomed by employees. The Challenge Of Organizational Change. This conflict of view is natural and deeply associated with emotions. it has also been observed that they are not much likely to embrace change. The employees of organization are not liable to administer the change. stability. experience. The psychological Contract also aids in successful implementation of change process. reliable and valuable. Another factor is the strength and weakness of the people that can also assist you in understanding their behavior and helps you understand their point of view before implementation of change. These people have been used to their previous working environment but once they understand the need of change they respond much likely as before the change process.

best future of CONCLUSION In today’s competitive business world the need for organization change is considered to be strategic need for organization.the dream organization Measure the timescale Evaluate the willingness for change Set the strategy for action plan Secure necessary compliance Stretch beyond compliance Set a performance benchmark Initiate the change program Keep up the momentum . Learning the need for change as well as its successful execution has been well understood.           Identify where you stand now Build up a vision . Due to lack of preliminary measures they are unable to identify mistakes and they are always wondering about what went wrong despite exhaustive efforts to make change successful. Managing Change. use of proven measure that have been practiced for years can help leader to improve organizations success. The loop hole in this process is that while gaining competitive advantage over competitors. 1998. highlights the benefits of change as ideal transformation is linked with integrated plan of action. change can be introduced depending on organization size in order to attain corporate sustainability. In this whole change process they ignore the fundamentals to bring change including prerequisites and principle that provides solid foundation in this change. Robert. The following are key point of integrated plan. leadership and management often makes hasty moves which leads to negative effects. Although leading and managing is not as simple as it looks like however. Heller. LEADERSHIP DEVELOPMENT CHANGE AND SUSTAINABILITY Every organization is not of same size therefore.

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