CHANGE MANAGEMENT

Change management

Change management was described by Amstrong (2009)as the ability to plan and modify the process by planning and systematically introducing it into space, taking into account the potential for resistance.

 Its highlighted important of change management in the Management study guide website (2018) in the era of globalization, the human resources as well as the institutional resources of the institutions operate through cultural constraints and are important for technological change and innovative use for leadership advantage.

From corporate alliances such as corporate mergers, acquisitions and other diverse counterparts, from tighter rival competitive forces, people, technology, processes and leadership in order to successfully migrate these transitions and convert threats, they need to be flexible and open for change management.

Amstrong (2009) listed out the three types of change

Strategic change, Operational change, Transformational change

• ·        Introducing new strategies, policy changes, in order to achieve organization long term goals may affected to the marketing, production, and finance controlling and human resource management. Strategic changes take place in both external and internal environment. Political, economical and social environment are external and organization culture, internal resources, structure, systems are internal.

• ·         Operational changes with new systems, new advance technology, procedures will have direct impact on people and working environment. When managing operational change want to be cautious.

• ·         Transformational change is a major change that has a dramatic effect on HR policy and practice across the whole organization.

Change management model

It was introduced by Lewin (1947) very simple three steps for changing.

Unfreezing, changing, freezing

The Australian change management consultant website (2015) discussed the Kurt Lewin model was developed to summarize what Kurt Lewin believed were the basic steps in good planned change .The Kurt Lewin model demonstrates that we need to change (unfreeze) an organization from one place to the next up, and must have the same intentions.Then perform  what to do and execute(changing).Then try to stabilize better and / or high-performance(freeze).

Reference

http://www.change-management-consultant.com/kurt-lewin.html 12.30 PM Australian company number(ACN)167416971 (Accessed: 05 May 2018).

Lewin, K (1947). The ABCs of change management, Training & Development Journal, March

https://www.managementstudyguide.com/need-for-change-management.htm 8.25AM (Accessed: 05 May 2018).

Michale Amstrong,Armstrong Handbook of human resource management practice (2009)kogan page

Bibliography

Cummings,S, Bridgman,T & Brown,K (2016)  Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management, Vol. 69,Sage publication