Project & Organizational Change Management-Samples for Students

Questions: 1.What is Organisational Change? 2.Discuss why it is necessary for Contemporary Organisations to appreciate the scale and scope of the change they are facing.3.Discuss some reasons whysome Change Programs in Organisations fail, or under-achieve, on the intended Goals and then illustrate with a Case example. 4.Discuss further reasons why some Change Programs in Organisations fail, or under-achieve, on the intended goals, and then illustrate with a different case example. Answers: 1.Organizational change It is the process by which an organization undertakes two fold changes, on one hand, it changes the strategies, technologies, methods, rules, laws, and regulations of the companies for bringing in new changes and also the results or effects of these changes in the organization(Reason, 2016). The duration over which these changes take place can be on a continuous basis or on a particular period of time(Hornstein, 2015). There are mainly three distinct changes. Some kinds of organizational changes are Transformational Change The company must constantly check the organizations underlying strategies and must always be in touch with their surrounding environment like integrating digital technologies, social changes, analytics, changing needs and demands of the customers and hence, must take the necessary changes that are needed to respond to the changing market patterns. Personnel change As soon as a company appoints new employees, it has to bear the shock of the on boarding those employees as it takes a lot of time and patience in getting the employees in their respective new roles. If this transition is not managed well, then it can cause havoc to the company. Layoffs often negatively affect some employees and can hurt them morally, this is something that the company must consider and efficiently and fairly divide the work load. 2.Employers also are in search for those employees who can act as successful change agents, as they are people who take care of the organization by facilitating change(Vakola Oreg, 2013). It is important for the contemporary companies to accept change because there is always a high change in the needs and demands of the buyers as per the changing market trends, in order to fulfill these changes the organization also needs to bring diversification in their production so that it does not become stagnant or boring(Volkoff Strong, 2013). It is also very much essential for learning new things day by day and this being able to bring newness in the organization and it is best possible through risk bearing and acceptance of changes. Change within an organization leads to meeting new people, new stakeholders, both internal and externals, and taking up challenges and this risk bearing ability push the company to the level of their ultimate potential. 3.Poor planning often leads to organizational change failure because the employees can often face challenges due to change in roles, governance and decision making, stake holder engagement and strategy, lack of proper communications, timeline, resources and capacity, key initiatives and the proper methods of integrating them for maximum speed and efficiency(Langley, Smallman, Tsoukas, Ven, 2013). Inadequate support from leadership If there is a change adopted within an organization, and then there must be full support available from the leader or the top management of the company, it is on the leaders to construct the model for change and implement it within all the employees of the organization. The leaders must be actively supporting the changes and they must always be open to all sorts of communication with the stakeholders so that they can talk about their doubts and get them solved easily without any constraints Lack of resources Change strategies are often unsuccessful due to the lack of resources. Adopting any change measures and implementing them are a long and complicated process. The change strategies have to get implemented, tested, refined and then reinforced. This usually is a long and much expensive process than the leaders actually realize. Like for example, in April 2010, there was oil spill accident of British Petroleum that took place in the Gulf of Mexico killing 11 workers and rendering others injured, this was one of the worst accidents ever recorded(Grabowski, Powers, Roman, Rouhani, 2017). BP took almost a period of three months to completely get rid of this oil flow into the ocean but during this period almost 780 million liters of oil had been spilled into the ocean which caused almost 210000 gallons of harmful hydro chemicals to leak into the ocean on daily basis(Jaggi, et al., Experimental simulation of crude oil-water partitioning behavior of BTEX compounds during a deep submarine oil spill, 2017). This accident not only took away the lives of many but also rendered the environment harmed a great deal. There was the need for taking some extremely crucial strategic measures for dealing with the situation but this project failed because of the extreme remote geographic location, weak risk management, slow re sponse in a crucial situation, lack of planning and undermining the situation. It required apt decision making, proper leadership and a proper planning method for dealing the situation in the right manner and at the right time. Though Bp trained their employees it was not sufficient and was not properly done, they were careless and was not sure about their job roles and responsibilities. There was also loophole in the management and leadership facilities as there was a lack of proper experts at the site who could otherwise have managed the difficult situation. The electronic equipment that was used in the project were also not properly check or tested. these are the various planning and management loopholes that lead to the organizational change failures(Jaggi, et al., Experimental simulation of crude oil-water partitioning behavior of BTEX compounds during a deep submarine oil spill, 2017). 4.Differing agendas If there is poor communication, the staffs will often tend to adopt changes die to self-interest, without properly understanding the need for change, the staffs may decline or feel threated to accept those changes. Insensitivity There are also employees who are not sensitive enough to respond to changes, they feel treated due to the stress that they have to encounter while adopting the changes. Poor processes Even if the change is adopted, there might be a wrong or weak implementation program of the change, if there is a faulty process for implementing the change, and then the natural reaction available from the employees will obviously be to decline and resist the change. Lack of commitment If a company is about to adopt any changes, there must be 100% cooperation and help from the part of the leadership, if that is done, then there can be the expectation that the similar kind of commitment will be available from all the employees as well and the desired change will then be considered as a rule and not as an option. Bibliography Carter, Armenakis, Feild, Mossholder, . (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change, 942-948. Vakola, M., Armenakis, A., Oreg, S. (2013). Reactions to organizational change from an individual differences perspective: A review of empirical research.The psychology of organizational change: Viewing change from the employee's perspective, 95-122. Grabowski, Powers, Roman, Rouhani, . (2017). Potential impacts of the 2010 Deepwater Horizon oil spill on subtidal oysters in the Gulf of Mexico. Marine Ecology Progress Series, 163-174. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 291-298. Jaggi, Snowdon, Stopford, Radovi?, Oldenburg, Larter, . (2017). Experimental simulation of crude oil-water partitioning behavior of BTEX compounds during a deep submarine oil spill. Organic Geochemistry, 1-8. Jaggi, Snowdon, Stopford, Radovi?, Oldenburg, Larter, . (2017). Experimental simulation of crude oil-water partitioning behavior of BTEX compounds during a deep submarine oil spill. Organic Geochemistry, 1-8. Langley, Smallman, Tsoukas, Ven, . V. (2013). Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 1-13. Reason. (2016). USING FAILURE MODE AND EFFECTS ANALYSIS TO PREDICT FAILURE. High Reliability Organizations. A Healthcare Handbook for Patient Safety Quality, 1-8. Volkoff, Strong, . (2013). Critical Realism and Affordances. Theorizing IT-associated Organizational Change Processes, 1-6.