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Change Management And Technological Expansion Commerce

Essay add: 27-11-2017, 13:31   /   Views: 27

Change may lead individuals, societies, nations and enterprises through the technological expansion with achievement (Paton and McCalman 2008). Nowadays the world identically marked with the expansion of the technological that always growing fast. Therefore, to be successful, it's best to learnt the change management well in which it's demonstrated on how we able to get through the world that always continue to change.

Understanding what management change is critical because the "management" establish the overall context within which any organisational change occurs (Anderson and Anderson 2010). To be able to bring colleagues and staff go through the changes is one of the challenge that need to be understand. Moreover through the change management

There are several Types of change, such as Individual, Team, Organisation and leader. Each management change bring along different benefits and aims. However, the most unique change management is in organisational, because it brings along the knowledge of other division of change management.

Organisational Change

Definition of The Organisational change Management

Otto Schamer mention that Organisational Change Management is the process of recognising, guiding and managing these human emotions reactions in such a manner that minimizes the inevitable drop in productivity which accompanies change (Talloo 2008).

This theory emphasise on the human emotions that need to be consider before implementing the change inside the organisation. It's to avoid the negative outcomes that may happen inside the organisational cause by the individual's emotion. The negative outcomes that may happen, for example, the hatred of the employees towards the organisation, this may bring the organisation to degradation in term of their image or brand in public.

In additional, the definition of the Organisational Change management according to Ellen Florian is a comprehensive set of structured procedures for the decision making, planning, execution, and evaluation phases of the change process (Harrington 2006).

Organisational change management in this theory reflected with the sequence of the procedures of applying the change management itself inside the organisation. The procedures that being applied inside the organisation, may also create different outcomes depending on the sequence.

Furthermore, Susan foster also that organisational change management define as the Proposed and outcomes of an investigation into the effectiveness of integrating Organisational change management, when implementing enterprise resource planning projects will be discussed (Xu et al. 2008).

Moreover, it's stated that the Organisational change management can be said as organisational change management when the result or the outcomes are effective towards the organisation. In which, the author looks toward the positive outcomes of the change management inside the organisation rather than the negative outcomes.

However, from the three authors, there is similarity and differences for the definition of the organisational change management. The similarity of the three authors is the three authors mention there are steps in order to apply the change management in the organisation. The steps are the process of the organisational change management before implementing process, the process of the change management itself, as well as the outcomes of the change management.

However, there are several differences, such as, the first author emphasize the human emotions, in which it's seldom to be noted, that may create a negative impact toward the change. Meanwhile, the second author prefers to be clearly understood of the sequence of the organisational management. Lastly, the third author emphasizes the result after the organisational change management has been applied.

Understanding the importance of Organisational change

Greiner with the Five Phases of Organisational Growth model mention that the aims of organisational change are to create a growth sequence in the organisation itself (Cawsey and Deszca 2007).

The five phases indicate the steps of organisational growth. In order to apply the change management in organisational, the needs of understanding of the growths phases will affect the organisational change management is important.

Moreover, Senge with their systemic Model said that the understanding of the challenges ahead it's also importance in proposing changes to the organization (Paton and McCalman 2008).

The main approach of that statement is to sustain the changes inside the organisation. The importance of understanding the Organisational change, it does also able to be define as the understanding of the challenges that may happen after the changes being proposed.

Furthermore, in the theory of the key principles of Organisational Change by Gladwell state that Planning, implementing and managing change in a fast-changing environment is increasingly the situation in which most organizations now work (Burke 2008).

Fast-changing environment is one of the factor that may cause the importance of understanding the Organisational change Management. In additional, it's also importance to understand several key principle of organizational change in order to maintain the change to be sustainable and successful in the growing environment.

However, from the three statements those mention by three different authors, commonly there is an important point that the three authors emphasize. The aims of all of the theory are to be able to apply the change management inside the organisations successfully.

On the other hand, the differences between the three theories are, the opinion of the first author is to create a growth of the organisation itself after the change management has been applied. The growth that has been created by the Organisational Change Management is the opportunities for the organisations to be successfully growing.

In additional the second author emphasize on the challenges that may happen in the future, in order to successfully apply the change management inside the organisations. Finally the third author emphasizes on the adaptation of the organisations itself towards the fast-changing environment.

Implementation of Organisational change

In the implementation of the Organisational Change Management, Lewin with his three steps model indicate that Managing change trough reducing the forces that prevent change, rather than through increasing the forces which are pushing for change (Andriopoulos and Dawson 2009)

Moreover, Three - step model indicate about the phase that people or staff inside the organisation will respond toward the change. The model also determine the various time that to be spend for each individual, in order to absorb the change and able to implement the change in their daily activities inside the organisations. In additional it also stated about how a change can be accepted and maintain inside the organisation within certain period of time.

Furthermore, for example, according to Niall Murray, the Vice President of Operations Development and Director of Performance, Training and Development in Last Vegas Sands, mention that in order to bring success in hospitality industry the best way is to apply the change management inside the organisation, however it's best to understand the feeling of the employees to get the highest outcomes (Graham 2010)

Henceforward, The implication of the Eight step model by Kotter demonstrate that change is seen as linear rather than cyclical, which implies the pre-designed aim can be reached rather than iterated towards (Cohen 2005)

It's emphasis the perfection of the change that has been applied inside the organisation. However, the moment of the Organisational change management being plan is the most important period of the change management process itself. In additional, it is also observing the culture inside the organization that may also be the motivational force to ensure the success of the organisational changes.

For example, in the Ritz-Carlton Seoul, all of their employees define their organisation culture by belief in each other and sharing their ideology of their working experience to each other (Robert 2008).

Subjective to both authors, the implementation of the Organisational change management can be done by different methods. Even though, the methods that being used by different organisations are different methods, the organisational change management may also still be able to be implement and being accepted by the organisation's personnel.

However the aims of the methods that being applied is still successfully implement the Organisational change management inside the organisations without creating any resistance. In additional, with that aims, the Organisational Change Management will be applied tremendously successful.

Outcome of the Organizational Change Management

Organisational Change Management is closely related with the Behavioural model of group and individual reactions to the process of change (Gunn 2009). In order to sustain the change perfectly, we need to understand the response of the people towards the change inside the organization

By applying the Organisational Change Management, there are several outcomes that shown from each individuals, such as shock, uncertainty and also acceptance (appendix 1). Each of every outcome shows in different opinion of personnel about the change. Some individual may not be shock; instead they are truly accepting the changes.

However, the Organisational Change Management still create a positive impact towards the organisational itself, as long as the Organisational change management that being proposed does not tighten the resistance inside the organisations, in case if there are certain resistance toward the changes. On the other hand, if there are no resistance toward the organisational change management, the organisational change management immediately will be applied in the subjected organisation.

The second outcome cause by the Organisational change management is that may alter the power structure in the organisation (Harigopal 2006). It means the structure of the power of the individual employees inside the organisation may also be changing according to the change management that being applied.

Moreover, the power structure inside the organisation is one of the important factors in order to be able to run the business of the subjective organisations successfully.

After going through the step of implementing the organisational change management, it will determine the employees that deserve to have better power, in order to be able to decide good decisions that may subject to the beneficial of the organisation's future growth.

Furthermore, the outcomes of the Organisational change management are resistance and power. Resistance may also be understood as the rejection of the changes that being proposed inside the organisation. The existence of the resistance may hamper the growth of the organisations when it is going through the process of the organisational change management. So, it is important to avoid the resistance toward the change.

However, there are ways to overcome the resistance, such as being more considerable towards all employees, giving a reward for the certain employees that being able to apply the new changes, and also instead of pushing the change, it is better to educate employees about the benefit of the change for their individual. So, every personnel inside the organisation will be understood why the organisational change management is happen inside their workplace.

On the other hand, Organisational change management may also affect the allocation of the power inside the organisation. The aim is to be able to make a better decision for the future business of the organisations. However, there are negative impact of the exceed power in altering the power structure. Therefore, allocating the power wisely and include it into the Organisational change management's planning will be the best way to lead the success future.

Conclusion

Organizational change management is one of the important factors inside the hospitality industry. The reason it's because organisational change management may create positive impact toward the organisations.

Several examples of the impact of the organisational change management are it creates better opportunities for the hospitality industry to expand their business, such as, the mergers between NH Hotels and Hesperia Hotels in Spain (Max 2009). Therefore, both hotels absorb certain beneficial for their business.

In additional, the benefit of the Organisational change management is improving the management system of the organisational itself to be more flexible.

For example, being able to adapt the management system towards the rapidly shifting environment (Cummings and Worley 2009) it's one of the benefits of the Organisational Change Management especially in terms of technology development.

Furthermore, other benefits of Organisational change management are organisation will be able to sustain their business in competitive environment, it may also multiple the number of stakeholders of the organisational itself, and the development and the knowledge of the Organisational Change Management may also be tools to lead the continuous improvisation in future.

Moreover, from all the authors mention above, there are several points that beneficial for the knowledge of change management. Firstly, understanding the human emotions will also be part of the planning of the organisational change management.

People may think that human emotions is just temporarily and may not be creating a great negative effect for the organisations. Instead of ignore it, understand and create a relationship with employees is the best method to get better outcomes of the organisational change management.

Secondly, in theoretical ways, truthfully understand about the organisational change management including of the steps to apply the organisational change management, the challenges that may happen in the future, and also the sequence of growth that the organisational may face, are the several points that must be understood before trying to implement the change inside the organisations.

Being understood about the theory of the organisational change management, may also effected the outcomes after the change management has been applied inside the subjected organisations.

Comprehensively, the main factor that makes most organisations willing to apply the organisational change management is to be able to adapt and survive in the fast - growing environment. To be able to adapt towards the changes and also the external factors, such as environment, it's another challenges towards the process of the change management being proposed. In additional, the results of have been able to adapt towards the organisational change management is survive from the challenges that may happen in the future, in which it has been part of the planning the organisational changes.

Finally, the final aim is, of all the organisation that implement the organisational change management is to be sustainable and able to grow inside the challenging environment.

References:

Anderson, D. And Anderson, L. A. 2010. Beyond Change Management: how to achieve breakthrough results through conscious change leadership. 2nd ed. San Fransisco: Dean Anderson and Linda Ackerman Anderson.

Andriopoulos, C and Dawson, P. 2009. Managing Change, Creativity and Innovation.Great Britain: Constantine Andriopoulos and Patrick Dawson.

Burke, W.W. 2008. Organization Change: theory and practice. United States of America: Sage Publications, Inc.

Cawsey, T. And Deszca, G. 2007. Toolkit for Organizational Change. United States of America: Sage Publications, Inc.

Cohen, D.S. 2005. The heart of change Field Guide: tools and tactics for Leading Change in Your Organization. United States of America: Deloitte Development LLC.

Graham, I. 2010. Resort Consultancy [online]. London. Hotel Solutions Partnership Ltd. Available at: http://www.hotelsolutionspartnership.com/uploads/pdf/hm12_resorts.pdf [ Accessed: January 05 2011]

Gunn, S.B. and Salameh, M. 2009. Essential tools for Organizational performance. United Kingdom: John Wiley and Sons.

Harrington, J. H. 2006. Change Management Excellence: Five Pillars of Organisational Excellence. 3rd ed. United States of America: Paton Press LLC.

Paton, R. A. And McCalman, J. 2008. Change Management: A Guide to Effective Implementation. 3rd ed. Great Britain: Robert A Paton and James McCalman.

Robert. S. March 17 2008. Hotel Ritz. Article Snatch Blog. [online] Available at: http://www.articlesnatch.com/blog/. [Accessed: January 04 2011]

Talloo, T. J. 2008. Business Organisation and Management. New Delhi: Tata McGraw - Hill Publishing Company Limited.

Xu, L., Tjoa, A. M. And Chaudbry, S. 2008. Research and Practical issues of Enterprise Information. United States of America: International Federation for Information Processing.

Max. 2009. Spanish hotel chains announced the merging. [online]. Available at: http://www.city-of-hotels.com/174/2009-0285/spanish-hotel-chains.html. [Accessed : January 04 2011]

Cummings, T.G. and Worley, C.G. 2009. Organization development and change.9th ed. United States of America: South-Western Cengage Learning.

Harigopal, K. 2006. Management of Organisational Change: Laveraging Transformation. 2nd ed. New Delhi: Sage Publications India Pvt Ltd.

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