The Process of Organizational Change Management

 

Jerome Cedicci & Robin Trehan 

 

In this day and age, companies are constantly seeking ways to improve their relationships with their employees and provide better forms of communication to them. Change management provides a new way of creating an atmosphere of improvements and advancement. This also means providing a much needed plan of change in any given organization. When looking at change management, many forms can come to ones mind. The most common form of the word change management refers to the organizational change management.  The process of organizational change management is the process of developing a planned approach to change in an organization. 

 

Typically the objective is to maximize the collective benefits for all the people or employees involved in the change and minimize the risk of failure of implementing the change. Also ensuring that the change is addressed as simply as possible and without apprehension. The basics of change management deal primarily with the human aspect of change, and are related to pure and industrial psychology. 

 

Furthermore, in regards to change management it can be classified as reactive or proactive. If the change management is considered to be reactive the case management is responding to the changes that occur in the macro-environment. However, if it is considered to be proactive the case management is responsible for imitating a change that will achieve the desired goal. Furthermore, change management can be processed on a regular basis or even on a program by program basis. Change management can be reached by using a number of different angles and applied to a various number of the organizational processes. Information technology management, strategic management, and process management, are most commonly used when enforcing change management. 

 

In order to receive the best results, change management must be multi-disciplinary, meaning that it should touch all aspects of the organization. This also consists of dealing with all the aspects of human behavior and the attitude towards change. However, at its core, implementing new procedures, technologies, and overcoming resistance to change are fundamentally human resource management issues. To really grasp a change management process in the business, the company must provide emerging evidence from systems thinking and complexity science which will indicate large systems that will show a different behavior than their single parts.  

 

In this process the system theory talks about organizations as "non-trivial machines", in the non-trivial machines, their behavior cannot be predicted or calculated by a computer. The latest sciences are applied to organizational development and change. In this area the change management is done in Appreciative Inquiry, Open Space Technology, and Systemic Constellations. Each company must determine the best method of originations change management that is the simplest for them to implement with the least resistance from the employees. Change is like knives, which either serve us or cut us, as we grasp them by the blade or the handle.

 

 

Jerome Cedicci is renowned Real Estate Developer in USA; Robin Trehan is an M&A Expert. He can be reached  at  "mailto:contact@creditcapitalfunding.com" contact@creditcapitalfunding.com 

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