What is a Change?

AskOxford says change means make or become different; move from one to (another). It is clear that when one leaves one position, situation or any characteristic for another, a change occurs. Changes can be (a) from black formals to khakis for an individual or (b) summer to winter for weather or (c) restricted/controlled markets to free markets for an economy.

Any change essentially involves two aspects – one current and second future. So for any change to e made one should thoroughly analyze the two to achieve desired outcome. change management tool

Any change to be brought in an organization can be measured in terms of following four dimensions:

1. Scale – This means whether a change affects a particular employee or group of people or the whole organization. E.g. change in procedure of reimbursement of expenses has a widespread effect than any change in procedure of issue of books from library of an organization.

2. Magnitude – Whether a change involves significant modifications/alterations. E.g. more modifications are required in changing reporting structure for employees as against change in recruitment process.

3. Duration – How long would the change will be in effect? E.g.

4. Importance – The level of importance does a change has vis-a-vis systems and procedures already in place.

So what is exactly Change Management?
In most simple terms, Change Management refers to task of managing change. Wikipedia defines Organizational Change Management as – “a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. Organizational Change Management is characterized by a shift in behaviors and attitudes in people to adopt and embrace the future state”.

The aim of change management is to more effectively implement new methods and systems. The changes to be managed lie within and are controlled by the organization.

Principles of Change Management

1. The Human Side – Any significant transformation creates “people issues.” This can be restructuring within an organization or post-merger scenario. As far as possible, people who shall bear the change should be included in planning. The change-management approach should be fully and clearly communicated to all employees. What is the feedback of the people should also be carefully analyzed for any changes that should be made to the first change so it is acceptable to people. It should be based on a realistic assessment of the organization’s history, readiness, and capacity to change.

2. Finding leaders- As transformation programs progress from defining strategy and setting targets to design and implementation, they affect different levels of the organization. Change efforts must include plans for identifying leaders throughout the company. At each level of the organization, the leaders who are identified and trained must be aligned to the company’s vision, equipped to execute their specific mission, and motivated to make change happen.

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