UNIVERSITY OF THE SOUTH PACIFIC
MG302- HUMAN RESOURCE
MANAGEMENT
ASSIGNMENT 5: GROUP ASSIGNMENT
TOPIC: “HOW TO MANAGE CHANGE”
SEMESTER 1, 2021
LAUCALA CAMPUS
Group Members:
Kaushik Lal (S11145293)
Prashil Singh (S11119604)
Shweta Kumar (S11145781)
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Table of Contents
1.0 Executive Summary.............................................................................................................................3
2.0 Literature Review................................................................................................................................4
3.0 Discussion.............................................................................................................................................7
4.0 Conclusion..........................................................................................................................................11
5.0 Bibliography.......................................................................................................................................12
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1.0 Executive Summary
The definition of change is just as simple as it looks and as difficult as it is to adapt. The change
process goes through series of phases, which require careful examination, planning, and
execution to achieve success. Success here does not mean that only the organization benefits, but
employees are also happy and accepting the change. The write-up covers “how can change be
successfully implemented in an organization”. A review has been conducted on ten (10) pieces
of literature that focus on change management. The main aim of this review is to find how
change can be successfully implemented, what needs to be done, why change is needed, and how
it can be managed in an organization. In reviewing the articles, the following information has
been noted: changes are carried out to achieve future goals, MTTs are used for the change
process, the relationship between employer and employees must be favorable. This report also
provides information on how change can be managed through Change Control System. Adaptive
change and transformational change are two major change management found in organizations.
The six core elements that guide change management understand the need for a change,
communication, translate the understanding of change and detailing the plan, implementation,
evaluating the progress, and recreating. The report also outlines the similarities and differences
noted in the literature review. There are some gaps noted from the findings which include the
nudge, Kubler-Ross Change Curve, and Mckinsey 7-S model which supports the change
management.
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2.0 Literature Review
Organizational change refers to the structures, strategies, procedures, policies, culture, and
technology that transforms after the transition. It is the overall movement of any organization
from the present state of activities to a new one. There can be an exposure to a planned change
where factors are considered to have plans for the future that can be enforced by the organization
to incorporate those important factors to move with the changing environment. According to
(Jonathan Crawshaw, 2020), Change refers to the solutions made for the identified problems any
organization must be facing. Hence, a lot of investigation and planning needs to be taken while
designing a fixed plan for the change process. Thus, change management can be defined as
supporting the individuals involved in the change process. The transition process acquires a lot
of help needed by those individuals from the present state towards the preferred state. Areas such
as leadership and support will be highly required to create an atmosphere where individuals will
be able to understand the factors associated with change.
To begin with, businesses nowadays carry out the change process for achieving future goals of
the enterprise. For instance (William J. Kettinger, 1997 ), in the growth process in the BPR
(Business Process Reengineering) is where identifications of various strategies and techniques
are designed to suit a particular situation or task. The specific Methods, Techniques, and Tools
(MTTs) are used for reference purposes that will assist in the change process. This MTTs help in
restructuring the people, strategies, management, structures, and technological factors of the
business functions. The identified structures and methods ensure that it contributes towards the
change process that will acquire several transformed techniques which will upgrade the
operations of the business while also ensuring a secured productive future for the business. The
organizational culture and human resources are very important for any business to undertake the
process of change. According to (Benson T. H. Lim, 2017), there was research done through a
survey where 74 construction professionals were surveyed and information was found that the
most important enablers for implementing a successful process of change management are the
relationships between the employer and employee, training, and development, efficient and
effective information, the communication systems, employee performance and relationship with
customers.
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Moving on, the change process is important for any business for various reasons that will assist
in the development of the enterprise while also ensuring that appropriate measures are taken in
the change process. For instance (By, 2005), change management is essential for any business’s
success that will improve the structures and operation of the enterprise which will ensure that the
survival and succeeding factors are considered to match or become superior in the competitive
market. According to (Burnes, 2011), it is very important in today’s era for any business to go
through the change process for more successful outcomes and it will be more beneficial for the
development of the enterprise. The resistance to change is common in many businesses as people
are scared for any change to place as there is a fixed perspective in some people’s minds that
change is not going to allow for positive outcomes which might not be beneficial for all the
individuals involved with the change process. Resistance to change occurs when the workers of
the business experience thoughts such as the fear of being laid off due to the change process
taking place. Due to this sometimes problems arise where the leaders of the business should
ensure that appropriate measures are taken place to give a better understanding to those
individuals about the change process.
Therefore, different ways can assist in managing change in a business and certain factors can
also be considered. For instance (Larsen, 2016), the research illustrates that change can be
managed utilizing the Change Control System (CCS). There should be a Change Board involved
in the change process as designed change requests should be presented to the board. This is
where the request is handled, characterized, assessed, and results in approval or rejection.
Building Information Modelling (BIM) is used to consider the factors that may affect the
elements of change. The decision process will be made by the client which will incorporate
factors such as the cost and plan impacts. Various results show that the importance of having
CCS and BIM during the change process will ensure that the change is controlled and reduces
the complete effects of change.
Moreover, Lewin’s Model for Planned Change illustrates three steps that can be applied in the
change process of any business. According to (Elizabeth Wojciechowski, 2016), Lewin’s theory
comprises of three steps which are as follows:
1. Unfreezing- identifying the problems which need change and creating awareness of the
change that will be implemented after the research.
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2. Changing- providing support to the individuals and eliminating resistance to change by
assisting those individuals by reinforcing detailed information about the implemented
change process.
3. Refreezing- closely monitoring the change process, providing training to the new
operations, and reviewing the whole process for any signs of success and failure.
These three steps acquire the business to undergo a designed planned change to successfully
fulfill its future goals while ensuring that all the obstacles are encountered appropriately in the
change process. Whereas, the Action Research Model is designed as a cyclic approach where
the change process continuously moves according to the planned structures. For instance
(Swann, 2002), Action Research Model can be known to be further improved by Carr, Kolb (the
year 1984), Kemmis (the year 1986), and other theorists that were involved in this improvement
stage. The model is made into a cycle where it consists of the main four elements which are as
follows:
1. Plan- strategic planning is carried out through problem analysis and also consultation is
carried out with the organizational change consultant.
2. Action- implanting the planned strategies with the change process.
3. Observe- evaluating the implemented strategies while considering various procedures
and techniques.
4. Reflect- the feedback received from the observation is understood through the
identification of places where it needs improvement and this may lead to a new cycle of
plan, action, observe and reflection.
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3.0 Discussion
When we talk about change management, it describes the methods and manners an organization
takes to implement new ways to its internal and external processes. The crew who is behind such
implementations are goal orientated while preparing their employees and supporting them. Each
step into change management needs to be monitored always while establishing the process and
procedures involved. It can be very critical to implement change management and may require
some independent individuals while developing a structured approach. Some of the common
factors that cause change management are new business models, adapting to the new technology,
and new leadership in various departments causing the shift in the team structure. Two of the
most common change management any organization will experience are adaptive change and
transformational change management. Small changes and minor modifications are referred to as
adaptive change management where the organization will address its needs and evolve. These are
the few adjustments managers will need to implement and execute while looking at the business
strategies throughout the processes. Whereas transformational change is at a larger scale than
adaptive changes and concerns more about the company structure, long-term strategies, and
missions.
Moving on, customer relationship management software is a good example of transformational
change management where all employees are expected to learn and employ. Therefore, each
situation is needed to be addressed differently according to the needs it and understanding of the
change process. These changes are necessary for companies to change and grow as it drives the
successful adoption and changes within the business. This change in the management also allows
the employees to understand and experience the new shifts effectively. It is very important to
know about change management and why is it critical to bring it into implementation for most
essential reasons. In developing effective change management plans, it is very important that the
strategies developed to align with the goals and be flexible with the challenges that may be
involved. Change management involves a well-prepared process and the management must
adhere to these steps for better growth. A change management team is very important to secure
the commitment and developing the implementation plan including the metrics. The change
management processes should be in stages, while each of them has to be analyzed with the data
collected. It is also important to identify the loopholes and gaps to understand resistance. The
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change management plan should be well modified and implementation steps will be necessary to
have the goals set and changes achievable.
Furthermore, according to the recent studies of change management around the globe, more than
90% of organizations are going through some form of transformation. There are almost 50% of
these businesses believe that this change management will result in sustainable growth. Using the
right approach and planning effectively in the workplace will come as a success for many
organizations, provided they know which steps to be taken and how to implement those
strategies in the workforce. Six core elements are associated with change management for any
organization and these steps are always vital for boosting performance and adapting to the new
developments taking place. The first step in change management is to create and understand the
need for a change. People will always search for ways to fix something and jumping into a
solution. This is where the situation needs to be understood and evolving a range of people for
this change. The people involved in this process should have a shared understanding and can
address the problem. All tools and techniques should be understood well to identify what is
impacting the organization. Secondly, communication is a key element where all stakeholders
and beneficiaries are needed to be given an approach to considering what is important. These
people have to be motivated on how the change will affect them through the involvement of
communication. Rushing into communication may weaken the process.
Therefore, it is very important to effectively carry out the change and encounter the challenges.
Thirdly, after communicating it is very important to translate the understanding of change and
detailing the plan. It is important to discuss where the organization wants to be and being precise
of what will be the performance measures and objectives. The schedule activities should be set
well in this step together with project planning being specified. The next important element to
consider while making a change in the organization is implementation. This step shall bring a
clear understanding of what everyone knows about their role. Routine has to be maintained and
necessary support should be provided to the people to watch out of stress. The team or
individuals need to manage these reactions well and analysis should be carried out on how these
people react to these changes. The next step is evaluating the progress well to accept the changes
in an organization and celebrate success. The milestone needs to be recognized as it is an
essential part of the project. The adoption of change management should be precise for everyone
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in the organization and significantly managing change through a life cycle. The last step is
recreating where a change in the management is an ongoing process and management strategies
are commonly adjusted. This step is similar to the communication process where all roadblocks
should be removed and the commitment to the measurement should be well analyzed.
Moreover, there are many different perceptions of people who have given their views and
theories on change management. While considering these models and theories, we notice the
similarities and differences in many articles regarding the change management plans, processes,
implementation, and execution. To start with, we’ve seen the similarities in Jonathan Craw,
2020, and Elizabeth Wojciechowski, 2016 in the Lewis theory structure. As we notice the major
similarities between the two identifying the problems in an organization and then designing the
solutions needed to overcome the factors faced by these companies. There has to be a lot of
investigations done for proper planning in the change process. This will also include a lot of
individuals who may prefer to move with the change process and the dedication they put in. The
Lewis Model supports this article by outlining the three steps of unfreezing, changing, and
refreezing. This step also talks about identifying the problems and creating awareness of the
change process. Providing support to the individuals about the implemented change is essential
and reinforcing them. Then the training provided in these operations and closely monitoring the
process is equally vital.
On the other hand, Larsen, 2016 and Benson T. H. Lim, 2017 focus more on employer and
employee relationships together with the customer feedback for planning a change. A changing
board is also involved in the change process and the requests are been accessed for approval or
rejection. William J. Kettinger, 1997 has come up with a different strategy also and a different
perception from the other theories. Several methods, techniques, and tools are used as a reference
to approach a single situation and task. Burnes, 2011 highlights on resistance to change and the
plans designed for the change management may not result in positive outcomes. This theory talks
about handling a situation in a daily routine and may not require a detailed change process to
bring the new experience to the organization. Swann 2002, Karr Kolb 1984 and Kemmis 1986
theories relate and consist of the core elements of change management. This is one of the best
strategies different from other theories to plan a change process. The four change management
elements concerning Human Resource have been a success and evaluated by many organizations
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these days to overcome the problems identifies and design a strategic solution for them by
following the required steps. The four core elements are plan, action, observe and reflect in
regards to effective change management process in human resource management and is a cyclic
approach to the Action Research Model.
Apart from all the theories and strategies highlighted above previous, there are some gaps in
regards to the articles and reviews that also lead to effective changes. The change consists of
many approaches to reform a system and tackle the situations in a workplace. The Nudge theory
is an effective measure from the employees and nudged in the direction of change that we desire.
One of the important steps discussed in this theory is considering employee's points of view and
evidence to show the best options. The change should be presented as a choice by listening to
employees’ feedback by solidifying change with short-term wins. Kubler-Ross Change Curve is
also a significant model stage where change is defined to be very effective and is often met with
emotional reactions. Employees may move through the stages of denial, anger, bargaining,
depression, and acceptance in a random order to empathize with the changes which they thought
of. The management needs to communicate and acknowledge the emotions of these employees to
make one feel on the acceptance of changes discussed.
Another important theory in the Mckinsey 7-S model is the seven complex elements that can be
used to identify the weakness. This model specifies the strategy, structure, systems, shared
values, style, staff, and skills that are easily influenced by the management. The key to these
changes is keeping the seven elements in harmony and analyzing how they interact with each
other. This model strategy is used when there’s something wrong in the organization and we
don’t know how to address the issue. Changes in an organization are barely welcomed, but the
management can avoid these negative reactions and an effective change model should be chosen
to bring the desired outcome we desire. In terms of adopting new software and adjusting in an
advanced technology environment, change management tools can always help the organization
to attain the new normal and continuous support throughout this change is essential.
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4.0 Conclusion
To conclude, organizations can successfully implement change using effective skills and
understanding the need for considering core elements. Changes in an organization are carried out
to bring positive outcomes such as good profit and low costs, which in turn gives the
organization a competitive advantage. The reason for studying change management is to
understand the motive of changes in depth while finding the gaps which need to be considered
while implementing it. These gaps include the seven elements of the Mckinsey model which
identifies the weakness, the Nudge theory which emphasizes considering employees views, and
the Kubler-Ross Change model curve which highlights that changes affect the feelings of
employees which results in different behavior from individuals.
5.0 Bibliography
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advantages: the roles of organizational culture and employees in the Chinese construction firms.
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230-236.
Burnes, B., 2011. Introduction: Why Does Change Fail, and What Can We Do About It?.
Journal of Change Management , 11(4), pp. 445-450.
By, R. T., 2005. Organizational change management: A critical review. Journal of change
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Elizabeth Wojciechowski, T. P. P. M. E. F., 2016. A Case Review: Integrating Lewin's Theory
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Swann, C., 2002. Action Research and the Practice of Design. Massachusetts Institute of
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