Change Management for Government and Civil Society -myassignmenthelp

Question: Discuss about theChange Management for Government and Civil Society. Answer: Literature review Organizations undertake changes to determine the progress in the markets and thereby sustain their businesses. McAfee et al. (2012) stated that the change that is undertaken by the organizations are often challenged by the workforce. On the other hand, Cameron and Green (2015) argued that the determination of the market situations challenges the transition that the organization plans to undertake for ringing in improvements in the performance of the business in the market. The different key element of the change that is undertaken by the business is dependent on the determination of the needs of the organization to bring in alteration in the situation of the business firms in the market. The major theme of the review is based on the identification of the manner in which the Transformational change can be brought about in the systems of the business as per the market needs. Transformational change in the organization is based on the proper reasoning of the change in the market structure. The identification of the needs of the customers of the business helps the same in enumerating the various aspects of the transformation and thereby reasoning out the capabilities of the organization to cope up with the transitions. Pardo-del-Val, Martinez-Fuentes and Roig-Dobn (2012) stated that the urgency for bringing in the change in the structure and the processes of the business is often challenged by the workforce and the other stakeholders through the enumeration of the risks that might affect the organization. However, Kaufman (2017) stated that the challenges that are faced by the firms while bringing in the changes helps in redesigning he change to avoid the different uncertainties that might be faced by the business through the transition. Therefore, the challenges that are faced by the organization have helped in determining the variable factors that affects the sustenance of the business as per the change in the market trends. The capabilities of the organization and the basic attributes of the structure of the same helps in boosting the innovation that is planned by the organizations to bring in the change in the situation of the business. Bareil (2013) stated that the change in the structure and the functioning of the business is based on the knowledge of the change agent and the manner in which the change will be affecting the systems of the organization. Pardo-del-Val, Martinez-Fuentes and Roig-Dobn (2012) stated that the change agents helps the business through the influence that is created by the same on the workforce. On the other hand, Bloom and Crant (2014) stated that Building strategic relationship with the other collaborators of the business helps in analyzing the pros and cons of the transition for the business and the manner in which the alteration will be affecting the businesses growth in the international markets. Kuipers et al. (2014) argued that the determination of the needs of the organization and the analysis of the financial and the operational capabilities of the organization helps in justifying the change based on the urgency faced by the business firm. Diagnosis of the needs of the organization to undertake the change is the ever first steps of the change management model that is proposed by John Kotter. According to Pulakos et al. (2015), the change that is being planned by any organization must be subjected to an urgency for the change that is felt by the organization. However, the urgency for the change can be facilitated only when the organization determines the need for it to undertake the modification in the processes. The progress that is planned by the organization helps in determining the change in the structure and the performance of the business in the market. Nordin et al. (2012) stated that the diagnosis of the needs of the organization to bring in the change justifies the pathway that the organizations might take to facilitate the change for enhancing the functions of the business firm. Matos Marques Simoes and Esposito (2014) argued that the diagnosis of the type of change that is favorable for the organization helps in enhancing its performance in the international markets. Greiners Growth-Model helps the managers of the organization to identify the different prospects of the change and the manner in which the change can be brought about in the organization through the different variables. Bloom and Crant (2014) stated that the determination of the organizational needs is facilitated through the analysis of the type of change that is required to be taken by the organization. Figure 1: Greiners Growth-Model (Source: Nordin et al. 2012) The change that is planned by the organization is exposed to various resistances from the stakeholders of the organization and the employees who feel that the transition might bring the organization and their job role to different uncertainties. However, McAfee et al. (2012) stated that the management of the resistances helps the organization in bringing in the transition and thereby sustain their business in the market. Kaufman (2017) stated that management of the resistance that is faced by the organization while implementing the change depends on the identification of the root cause. The identification of the root cause helps in determining the resistance and the manner in which it can be mitigated. According to Kuipers et al. (2014) Negotiation is one of the most favorable methods that helps the organization in mitigating the resistances that are faced by the organization while bring in modifications. On the other hand, Appelbaum et al. (2012) argued that management of the resist ance to the change helps the organization in bringing forth improvements in the performance of the business. Transformational change that is undertaken by the organizations is dependent on the determination of the varied aspects of the improvements in the system and the performance of the business. Pardo-del-Val, Martinez-Fuentes and Roig-Dobn (2012) stated that the change in the culture of the organization might bring in improvements in the systems of the same but also affect the smooth functioning of the workforce towards the corporate goal. Transformation in the business activities and the type of leadership helps in examining the key features that affects the execution of the functions planned by the business. Alternatively, Kuntz and Gomes (2012) stated that leadership plays a major role in determining the performance of the business as per the change in the trends in the market. Bareil (2013) stated that the build up on the high performance teams has helped in determining the changes that is planned by the business as per the improvement objectives of the business. On the other hand, the facilitating of the training programs by the business helps in developing the capability of the workforce for consistent and smooth functioning of the business in the market. Pardo-del-Val, Martinez-Fuentes and Roig-Dobn (2012) stated that the high performance teams helps the organization in facilitating the transformation in the processes through the efficiency in the work and the skills of the same. Leadership style helps organizations in enabling the transformation in the culture of the business. The style and approach of leadership helps in determining the smooth functioning of the business in the market. Smith et al. (2012) has stated that the objective of the organization and the corporate goals of the same helps in determining the approach of leadership that is applicable for the proper functioning of the organizations in the market. The strategies that are undertaken by the organizations help in determining the change in the systems and the performance of the business in the market. Hughes and Wearing (2016) stated that the development of the organization is based on the formulation of the strategies that affects the performance of the organization. The strategies that are undertaken by the organizations are based on the capabilities of the same and the market trends that affect the business circles and evoke the urgency of undertaking the change. Pulakos et al. (2015) argued that transformational change model of organizations help in determining the easy flow of the businesss proceedings to bring in improvements in the systems. According to Pardo-del-Val, Martinez-Fuentes and Roig-Dobn (2012), the transformational change that is planned by the organizations are based on the three phases- Engage, feedback and socialize. The key element of the change that is planned by the organizations depends on the social acceptance. Bareil (2013) stated that the change that is planned by the organization is based on the needs of the society and thereby the change that is considered by the organization must be compatible with the needs of the people in the society. Kuipers et al. (2014) stated that feedback helps in determining the needs of the customers and helps the organizations in determining the urgency of the change. On the other hand, Hon, Bloom and Crant (2014) stated that the sociable nature of the change is based on determining the sticking on to the change concept that is considered to be last phase of Kotters change management model. The engagement of the organization in the change and through the determination of the needs of the customers helps the same in bringing forth innovations in the systems of the business firm. Kaufman (2017) stated that the change in the performance of the organization could be initiated through the determination of the needs of the customers. The determination of the needs of the organization helps in bringing forth modifications as per the needs of the customers. The functional areas of the change by the organization depend on determining the needs of the customers. On the other hand, Matos Marques Simoes and Esposito (2014) stated that the transformational change that is planned by the business depends on the determination of the needs of the customers and the market trend. Figure 2: Transformational Change model (Source: Nordin et al. 2012) Critique on the literature review The resistance to the change is portrayed as a positive sign by Goetsch and Davis (2014), but the impact of the same ion the change initiatives that are planned by the organization is overlooked. Resistance to the change often creates havoc miscommunications that affect the smooth functioning of the systems of the business. It affects the progress that is planned by the business firms. On the other hand, the major determinants of the change are based on the functioning of the management and their efforts to understand the needs of the customers. However, Cameron and Green (2015) stated that the needs of the organization to make its progress in the markets is backed by the capabilities of the organization to undertake the modifications. The proper functioning of the organization is characterized by the involvement of the workforce in the change initiatives. The change agents play an important role in the change that is planned by the organization. However, Doppelt (2017) stated that Leadership plays a major role in determining the change in the structure and the performance of the business. The leadership approach and style clearly states the criteria of the leadership and the manner in which it affects the functioning of the organization in the system. Kotters change management model focuses on the change processes that might be undertaken by e organization for the successful implementation of the change in the structure of the business. However, the model fails to identify the uncertainties that might be faced by the business while determining the change in the processes. The determination of the risk factors helps the organization in managing the resistances that might be faced by the organization while implement ing the modification in the systems of the same. According to Kuntz and Gomes (2012) the change management model helps in the development of the organization but it does not helps businesses in determining the risks that might be faced by the same while implementing the change. The transformational change model of the organization helps in determining the needs of the organization to grow as per the needs of the customers. The determination of the feedbacks of the customers will be helping the organization in determining the change in the structure and the performance of the same. However, Appelbaum et al. (2012) stated that transformation in the process also requires an analysis of the capabilities of the organization to undertake the transition. The determination of the financial capabilities of the organization and the manner in which it affects the change is a key element that affects the functioning of the business as per the needs of the customers. References Appelbaum, S.H., Habashy, S., Malo, J.L. and Shafiq, H., 2012. Back to the future: revisiting Kotter's 1996 change model.Journal of Management Development,31(8), pp.764-782. Bareil, C., 2013. Two Paradigms about Resistance to Change.Organization Development Journal,31(3). Cameron, E. and Green, M., 2015.Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Doppelt, B., 2017.Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Hon, A.H., Bloom, M. and Crant, J.M., 2014. Overcoming resistance to change and enhancing creative performance.Journal of Management,40(3), pp.919-941. Hughes, M. and Wearing, M., 2016.Organisations and management in social work: everyday action for change. Sage. Kaufman, H., 2017.The limits of organizational change. Routledge. Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review.Public administration,92(1), pp.1-20. Kuntz, J.R. and Gomes, J.F., 2012. Transformational change in organisations: a self-regulation approach.Journal of Organizational Change Management,25(1), pp.143-162. Matos Marques Simoes, P. and Esposito, M., 2014. 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Smith, P., Davies, C.A., Ogle, S., Zanchi, G., Bellarby, J., Bird, N., Boddey, R.M., McNamara, N.P., Powlson, D., Cowie, A. and Noordwijk, M., 2012. Towards an integrated global framework to assess the impacts of land use and management change on soil carbon: current capability and future vision.Global Change Biology,18(7), pp.2089-2101.