Change Process
WHAT, WHEN, HOW and WHY

Organizational Change

Change happens everywhere and all the time (Jeritt, 2013). Everybody knows and sees this and must cope with it. It is evident in one's private world and beyond it, in the large physical environment and elsewhere. Elsewhere includes structured environments like organizations where business is conducted and problems develop and seek solutions. Problems and change appear either at random or from cause, frequently or seldom. Organizations have adapted themselves to see where and how problems develop, their causes and prepare for these. Many have adopted a proactive posture towards problems in anticipating them (Jeritt). The one response that business organizations know they must make in problem situation is change. It may be a sudden one during rough and unexpected economic situation or a threatening competition. It may also be a graduate one, which comes from a build-up of an understanding of the process and….

Change Process and Models:
Organizational change is not a process that is likely to take place organically because it is usually caused by an external event or change that stimulates internal shifts in one or more organizational levels. The change may come about for several reasons including the need for growth, need for improvement, and need to be more successful. In attempts to understand organizational change, various change process theories, approaches, and practices have been developed. Organizational leaders can use these theories, approaches, and practices to promote change and realize the desired outcomes. However, the leaders need to determine the most appropriate theory, framework, or practice to successfully facilitate the change.

An example of an organization that has experienced change through the use of change theories, approaches, and frameworks is The Human ights Campaign. Basically, The Human ights Campaign is the largest civil rights organization in the United States that is working….

These are designed to prevent any kind of burn out issues. Some of the most common techniques that can be utilized by the leadership during this process include: rethinking goals / objectives, looking at the speed of the changes that are taking place, making things fun and altering the team structure / format. Rethinking goals / objectives is when you are looking at if they are challenging enough for everyone. While at the same time ensuring; that they are giving the staff some kind of realistic standards to reach for. Looking at the speed of the changes, is when you are making certain that they are not taking place to fast or to slow. Making the work environment fun is when you want to ensure that everyone enjoys their employment at: the facility and has a passion for their career. Altering the team structure / format is when you….

Organization Development and Change Process
Merger and acquisitions refer to the combinations of two or more companies forming a new company. In other words, mergers and acquisitions (M&A) are the strategic move of corporate organizations dealing with an aspect of dividing, buying and selling of different companies of similar entities to assist the enterprises to grow. One of the examples of the major merger was the merging of Uniphase Corp. And JDS Fitel Inc. In 1999 where the two companies formed JDS Uniphase. A major example of acquisition is an acquisition of John Hancock Financial Services Inc. By Manulife Financial Corporation's in 2004. Typically, merger and acquisitions make a big news in the business world because millions or billions of dollars are generally involved. In the United States, Wall Street bankers and analysts arrange M&A transactions daily bringing separate companies forming single larger companies. Major goals of embarking in M&A is….

Engaging Employees in The Change Process There are numerous ways that an organization's management can employ to ensure that its change process is successful and there is buy-in by the employees. Convincing employees requires extra effort in order to increase the organization's odds of success. It is vital to solicit buy-in before the launch of the change initiative. This will ensure that the employees are aware of what is going to happen. Management of the organization should hold focus groups and solicit for employee opinion, which allows employees to contribute and share ideas in regards to the change initiative. According to Sharif and Scandura (2014) constant communication is another tactic that can be used. With constant communication, the employees will not be disoriented and they would be more comfortable with the initiative. Communication reassures the employees that the organization is heading in the right direction and the change is aimed at….

Personal Side of Leading Change
There are two questions that the personal side of leading change asks namely how does one motivate others in an environment of constant change and how does one motivate themself in order to keep going (odd, 2015). As a leader, one has to create a compelling change story, communicate it effectively to the employees, and follow up on the story with continuous communications. Change is inevitable, and leaders need to ensure that they can motivate their employees in order to achieve the organization's change objectives. Motivation comes in different forms, and not all employees would be motivated with the same ways. Most employees are afraid of change because it creates a new way of doing things, and they are uncertain of what lies ahead. Been able to demonstrate and communicate to them the benefits that the organization would gain from the new changes would be the….

Organizational Change Behavior: Using Cloud
Change situation

Convincing people to use cloud

Perhaps one of the recent developments in the world of technology is the use of cloud computing as opposed to the older traditional approaches to storage and maintenance of data and information. One individual organization I have once worked for is the Brandon Organization Inc. Brandon Organization is a global mover in trading and financing most of the business organizations regarding financial facilitation, saving, credit, and other services that occur between different groups of such kind. In the past, Brandon Organization has had challenges with how it manages its large pieces of information that must be put together, integrated, and safely stored for further references. Brandon braces itself for acting as in intermediary in the delivery of services between different financial organizations, preferably enabling a smooth integration and workmanship between the various commercial groups.

One significant aspect that thrills with this organization….

Organizational change takes place when an organization makes a transition into its wanted future state from the current state. Organizational change is managed through planning and execution of that transition, while aiming at minimum expense and minimum staff resistance, and at the same time achieving maximum success of the transition process (Anderson and King, 2002).
The modern-day organizational environment needs organizations to go through nearly constant transitions for them to maintain competitiveness. Such aspects as rapid technological evolution and market globalization make it difficult for companies to survive without being responsive. These kinds of transition are probably minor, such as installation of new software or major, such as coming up with new strategies for marketing, disputing hostile takeovers or changing the organization due to stubborn foreign competition (Anderson and King, 2002).

A critique of several tactics that can be used to engage employees in the change process.

You should consider the following in….

Change Project
A variety of technical and management issues arise during the implementation and operation of any change process. Change management in technology projects is essential to implement and monitor mechanisms to support and control users, business, and technology (Yarberry, 2007). There are different change project modules used at any stage of a project development. These include the change curve, Lewin's change management model, and Beckhard and Harris change model used in the understanding phase. The project-planning phase uses the impact analysis, Burke-Litwin, McKinsey 7s framework, Leavitt's diamond, organization design, and SIPOC diagrams. The implementation stage uses Kotter's 8-step change model, training needs assessment, while the communication change uses stakeholder analysis, stakeholder management, mission statement, and vision statements. In this analysis, the Leavitt's Diamond, the Kotter's 8-step change model, and Leavitt's model for organizational change is concerned with the interdependence of four main factors, including structure, people, technology, and task. The….

Change
There are a few instances were a company tried to institute a large-scale organizational change effort and failed. One recent one was with the FedEx purchase of Kinko's. FedEx had decided that Kinko's would complement its business since they had many mutual customers. The shipping company also felt that if it could professionalize the information Kinko's it would improve the company's profitability. That was not to be. Kinko's had a strong organizational culture that was a bad fit with the FedEx culture. Kinko's culture was informal in nature, while FedEx has a formal culture based on a high level of professionalism. After years of failing to integrate Kinko's into the FedEx culture, FedEx ended up taking a massive writedown on the transaction and rebranding the subsidiary as FedEx Office in an attempt to kill off any remaining Kinko's culture within the organization.

The change was radical, not incremental. FedEx basically made….

Change
Ford, Ford and d'Amelio note that most change literature takes the view that resistance to change is irrational and dysfunctional. If this is the view that is taken by the actual change agents, it is not hard to see that the change agents themselves could be contributing to resistance to change. Resistance cannot always be interpreted as self-serving or irrational (two things that are contradictory, it should be noted). The first step is a change agent not becoming part of the problem is to recognize that there may be other, more logical motivations for resistance. This is not to say that resistance is never irrational or self-serving, but just that change agents cannot assume this to be the case. If they do make such an assumption, then their response to the resistance may only make matters worse. They may invalidate the opinions of those resistance the change, something that could….

Change Plan for SBA Implementation
Change Proposal - Healthcare

Change Proposal

Change Issue

The benefits of the SBA are apparent to the nursing staff in the Labor, Deliver, ecovery, and Postpartum Unit of St. Johns Hospital Birth Center. All nursing staff receives training in SBA and it has been implemented -- successfully -- for a few months at a time. However, nursing staff soon return to the historical ways of communicating about patient care, which has predominantly been by giving a verbal report.

Benefits of SBA. SBA stands for Situation-Background-Assessment-ecommendation and it is a framework for communication about patients' conditions that is used by members of a healthcare team. The following discussion is from the Institute for Healthcare Improvement (2011) website. The benefits to using SBA by hospital staff are: (a) It is an easy-to-use, easy-to-remember mechanism; (b) it is a concrete way to frame conversations that fosters effective and timely communication; (c) it permits….

There are many things that could have been done better in order to avoid the problems that the store (and the new manager) ran into and implement the necessary change more effectively and efficiently. The need for "critical mass" to make change successful is a key feature described by Osland et al. (pp. 637) that was ignored by the manager; discussions with employees, perhaps at an open meeting, might have made it more apparent where change was needed, in order to make the organization run more smoothly and easier for everybody. The lack of shared vision from the earliest stages of the change process onward was hugely detrimental to the attempt at organizational change, and was received by the employees as an unnecessary imposition rather than a true and valid attempt to improve organization performance. Simply speaking with employees to better understand where change was needed and how it could….

Existence value of resistance

Organization change involves introducing new conversations and shifting existing conversations and patterns of discourse. However, new conversations have a hard time competing with existing conversation and so the challenge for change agents is getting new conversation heard. This is where resistance can be of value. esistance helps to keep the conversations in existence. Although talking negatively or complaining and criticizing have been viewed as resistance, it can be beneficial because it keeps the topic alive, giving other the opportunity to participate in the conversation.

Engagement value of resistance

esistance is one possible form of engagement with change acceptance and ambivalence being others and might, in some cases, reflect a higher level of commitment than acceptance, because some resistance is thoughtful. Change recipients who are highly committed to the success of the organization but who disagree with proposed change because it threatens something of value to them might engage in….

Because of the degree of entrenchment, cultural change is often a slow process but it can also make the change process easier if the culture and the desired change are aligned. At Wal-Mart, the culture is strong, and supports the company's change initiatives. This makes it easy for Wal-Mart to implement new strategies that improve its business.
Another throughput that facilitates or resists change is financial capital. Rarely does money spur change, but the lack of it can make change difficult and a surplus of it can make change easy. Wal-Mart is a well-financed company. This has made many of their change initiatives, from the introduction of Supercenters and Sam's Club to overseas expansion much easier. These types of change initiatives can be difficult, since it involves introducing new ways of doing business and new national cultures to the organization. But for Wal-Mart, their financial clout has allowed them to….