FARHAH HIDAYU BINTI MOHD ABD FATAH

M18201100

PAPER CRITIQUE
 For this several years notice that who are instrumental in implementing
change initiatives and the Project Management Institute, confine their thinking about
“change management” primarily focus two areas change control and change
advisory boards. In the management and organizational literature, it has been
demonstrated time and time again that effective change management and leadership
significantly influence the success rates of corporate initiatives. There seems to be,
with few exceptions, little appreciation of the need to integrate technical and social
issues when the organization trains potential project managers. It is surprising given
that all knowledge areas in the Project Management address in one way or another
the attempt to control change (Project Management Institute [2004].

Low monetary development, changing worldwide economic situations,

advancement, and cost weight lead to a mind-boggling and dynamic organization
condition. All that will be aggressive organizations should live and deal with the
constant change. There are perpetual changes inside an organization for the usage
of new procedures, associations, frameworks, culture, and processes. In these
undertakings, change the executives is significant for the achievement and
acknowledgement of the outcomes. The organizations and the individuals prepared
and equipped to run changes effectively and to perceive the basic necessity
concerning authoritative dexterity, the venture director to deal with it take care of the
issue.

Change Management is a sorted out, orderly use of the learning, devices, and
assets of progress that gives associations a necessary procedure to accomplish their
business technique. Change the executives is an efficient way to deal with managing
change, both from the viewpoint of an association and on the individual level. A to
some degree ambiguous term, change the board has, in any event, three unique
views, including adjusting to change, controlling change, and affecting change. A
proactive way to deal with managing change is at the center of every one of the
three components.

John Kotter (1996) made an exceptionally well-known change in the

executive's approach. The ideal change is directed in eight stages. This Kotter's
Change Management Model exhibits these eight phases in detail and how they are
associated with the four times of the "planned change the load up" approach by
Wanner, 2012. On an individual level, the various stages that an own encounter
when experiencing change. A standard model that portrays these stages has been
created by Elisabeth Kübler-Ross (1969). This Kubler-Ross model has been broadly
adjusted to numerous circumstances where somebody endures a misfortune or
change in social personality. When applying the model to a business setting, a
hierarchical change bend can be utilized to depict the stages.

Kotter´s Change Management Model

Kübler-Ross Model
 Project Management vs. Change Management

Project management and change management are regularly befuddled.

Although the two of them include overseeing individuals and procedures (and
frequently cooperate to meet hierarchical objectives), they are various controls.
Change activities happen on an authoritative and individual level. The two levels are
considered inside the model of "composed change the board. The two techniques of
undertaking the administrators and legitimate change the officials are to be joined to
achieve the perfect business results. The extension is consistently in the focal point
of an undertaking, especially if a change task ought to be executed. Be that as it
may, the supporting procedures “project management” and “change management”
are critical to be fruitful. Coordinated proficient venture and change the board will
empower a task director as "brief pioneer" to deal with a change venture and to
accomplish the average outcomes. Venture the board, the extension (the valuable
substance of the change), and change the executives are to be incorporated. The
difference the board of the single undertaking must begin before the venture started
in the time of task commencement and proceed after undertaking conclusion.
Fortification and estimation will occur in the application stage.
 In change the board, in any case, learning of human instinct is the way to
progress. As a venture chief, you need to know or figure out how to urge individuals
to surrender their set examples of conduct and methods for working. As a task
director, you have a further capacity for this situation: that of the change chief. In this
way, you are likewise in charge of changing the information, attitude and conduct of
the colleagues in the task. What's more, this also reaches out to the staff individuals
influenced by the impacts of your responsibility. Change the board is a business
procedure for associations. This procedure is intended to add to the effective
achievement of changes. The focal point of progress the executives is on dealing
with a distinction as opposed to performing real assignments with regards to a
difference by Gareis (2017).

This case study has concluded that the literature reviews have a strongly
suggest the organizational change is one of the factors contributing to the
consequences of project implementations, and how these changes can lead to the
success or failure of the project will be. This article also talks about competition
between change managers and project managers is unproductive and will be a
hindrance to the success of the projects. It also demonstrated that the literature on
project success factors has been relatively quiet about the role of organizational
change and a few organizations has begun integrating organizational change and
the project management for creating planning aspects of project management,
people and organization orientation of Change management. This article has also
provided sufficient evidence to suggest that all organizations must widen their
thinking to acknowledge the existence and importance of organizational change
management in project success. They should also include education on organization
change management in the requirements for project management credentialing for
how to handle and solve the problem so the project will work, and everything will go
well. Managing change throughout a project is no small task. Change is never easy.
But with the right tools and the right approach, it can be successful. Remember that
your undertaking in itself might not have a considerable effect. However, every one
of the plans set up together has nonstop and expansive influences and affect the
associations. What we have to fuse in our procedures and task plans, isn't just great
practices in dealing with the progressions we incite however basically dealing with
individuals' dread of the obscure.