BLANTYRE INTERNATIONAL

UNIVERSITY (BIU)

SURNAME: BANDA
FIRST NAME: SANDRO
REG. NUMBER: 2020/2/059
PROGRAMME: HRM
COURSE NAME: WORK AND EMP...
COURSE CODE: HRM411
EMAIL: sandrobanda753@gmail.com
PHONE NUMBER: 0996733917
LECTURE: MIS. F. JUSSAB
DUE DATE: 15 /05/2023
MO DE OF STUDY: FULL TIME
 ACTIVITIES CONTRIBUTING TO EFFECTIVE CHANGE MANAGEMENT

In today’s uncertain and changing world, organizations must be able to adapt quickly and
effectively to changes to remain competitive. Therefore, managing change within an
organization is a critical activity to ensure success over the long run. Change management is the
process of initiating, planning, executing, controlling, and evaluating the changes needed to
manage the sustainable growth of an organization. Effective change management leads to better
results, higher levels of employee engagement and motivation, and increased profits. In this
essay, I will examine the effective activities that contribute to the successful management of
change.

Clearly Define the Change: "Before initiating any change, it is important to clearly define the
change that needs to occur. This includes identifying the reasons for the change, setting specific
goals and objectives, and outlining the expected outcomes" (Cameron & Green, 2015, p. 45). For
example, if a company is implementing a new performance management system, the change may
be defined as improving employee performance and aligning it with organizational goals.

Communicate the Change: "Communication is a critical component of change management. It is

important to communicate the need for change, the reasons behind it, and the benefits that will be
achieved" (Kotter, 1996, p. 76). For instance, if a company is restructuring its departments,
leaders need to clearly communicate the reasons for the restructuring, the expected changes, and
how it will impact employees' roles and responsibilities. For example, when Apple introduced
the iPhone in 2007, they communicated their vision of changing the way people communicate
and interact with technology. This vision was communicated through various channels, including
advertising, product demonstrations, and media interviews.

Involve Employees in the Change Process: "Employees who are directly impacted by the
change should be involved in the change process as much as possible. This can include soliciting
their input, involving them in decision-making, and providing opportunities for feedback"
(Cummings & Worley, 2014, p. 112). If a company is implementing a new software system,
involving employees in the selection process, providing training sessions, and seeking their
feedback during the implementation can help them feel more invested in the change and reduce
resistance and increase buy-in. For example, when Toyota introduced the Toyota Production
System (TPS), they engaged employees in the process of identifying and eliminating waste in
their manufacturing processes. This engagement helped to build a culture of continuous
improvement and innovation.

Provide Adequate Training and Support: "Providing adequate training and support is crucial to
ensure that employees are equipped to handle the change effectively. This can include
workshops, training sessions, job aids, and ongoing support through mentors or coaches" (Hiatt
& Creasey, 2012, p. 89). For instance, if a company is adopting a new customer relationship
management (CRM) system, providing comprehensive training sessions on how to use the
system and offering ongoing support can help employees adapt to the change more smoothly.
For example, when Microsoft introduced Windows 10, they provided extensive training and
support to help users transition from Windows 7 to the new operating system.

Address Resistance to Change: "Change can often be met with resistance from employees who
may feel anxious or uncertain about the changes. It is important to proactively address resistance
and provide support to overcome it" (Ford, Ford, & D'Amelio, 2008, p. 67). This can involve
addressing concerns, providing additional information, and involving employees in the decision-
making process. For example, if a company is implementing a new work-from-home policy,
addressing concerns related to productivity, communication, and work-life balance can help
alleviate resistance.

Monitor and Evaluate Progress: "Change management is an ongoing process, and it is important
to monitor and evaluate the progress of the change initiative. This includes measuring the
success of the change against the defined goals and objectives, collecting feedback from
employees, and making adjustments as needed" (Cawsey, Deszca, & Ingols, 2016, p. 134).
Regular progress reports, feedback sessions, and evaluation of outcomes can help ensure that the
change is on track and identify areas that need improvement. For example, when Amazon
introduced Amazon Prime, they monitored customer feedback and usage data to evaluate the
success of the program and identify areas for improvement.

Recognize and Reward Employee Efforts: "Recognizing and rewarding employees who
contribute to the change effort can help motivate and sustain their commitment to the change.
This can include acknowledging their efforts in team meetings, providing incentives, and
celebrating milestones achieved" (Cameron & Lavine, 2016, p. 98). For example, if a company is
implementing a sustainability initiative, recognizing employees who come up with innovative
ideas or demonstrate exceptional efforts in promoting sustainability can reinforce the importance
of the change and encourage others to contribute.

In conclusion, change management is a critical process for organizations looking to adapt to new
situations and stay competitive. Effective change management requires careful planning,
communication, employee involvement, training and support, addressing resistance, monitoring
progress, and recognizing employee efforts. By implementing these activities, organizations can
increase the likelihood of successful change initiatives and minimize disruptions during the
change process.
REFERENCES

1. Cameron, E., & Green, M. (2015). Making sense of change management: A complete
guide to the models, tools, and techniques of organizational change. Kogan Page
Publishers.
2. Kotter, J. P. (1996). Leading change. Harvard Business Press.
3. Cummings, T. G., & Worley, C. G. (2014). Organization development and change.
Cengage Learning.
4. Hiatt, J. M., & Creasey, T. J. (2012). Change management: The people side of change.
Prosci.
5. Ford, J. D., Ford, L. W., & D'Amelio, A. (2008). Resistance to change: The rest of the
story. Academy of Management Review, 33(2), 362-377.
6. Cawsey, T. F., Deszca, G., & Ingols, C. (2016). Organizational change: An action-
oriented toolkit. SAGE Publications.
7. Cameron, E., & Lavine, M. (2016). Making sense of change management: A complete
guide to the models, tools, and techniques of organizational change. Kogan Page
Publishers.