Introduction to Management Proof Reading Services

Introduction to Management Proof Reading Services

Introduction

Change management takes into consideration three varied scenarios which include adaptability to change, having control over the change, as well as carrying out change. A practical step to deal with change is the main concern of the three varied scenarios. For Microsoft UK, change management explain the definition as well as implementation process and technical aspects to cope with changes in the business environment and to benefit from changing scopes. At Microsoft UK, it being an IT organisation, change management is associated with a planned approach for recording every system information. Positive adaptation to change is a very significant aspect at Microsoft UK. It takes into consideration the establishment of a planned methodology to give response to the change which was aspired for in regard to the business environment or to establish managing methods to give response at workplace changes which are new policies, technical aspects and so on.

Elucidation of Change Management

Change Management

Change management is the aspect that directs the way for preparation, for equipping as well as supporting people for successful adoption to the changing scenario for driving Microsoft UK’s successful result. Change management showcases a planned step to support the employees at Microsoft UK for their shift from the individual present condition towards their anticipated condition (Hiatt, 2003)

Change management takes into consideration three varied scenarios which include adaptability to change, having control over the change, as well as carrying out change. A practical step to deal with change is the main concern of the three varied scenarios. For Microsoft UK, change management explain the definition as well as implementation process and technical aspects to cope with changes in the business environment and to benefit from changing scopes. At Microsoft UK, it being an IT organisation, change management is associated with a planned approach for recording every system information. Positive adaptation to change is a very significant aspect at Microsoft UK. It takes into consideration the establishment of a planned methodology to give response to the change which was aspired for in regard to the business environment or to establish managing methods to give response at workplace changes which are new policies, technical aspects and so on. (Tech Target Network, 2016)

Change mainly occurs due to globalization as well as continuous technological development that give rise to an unremitting evolution of business environment. Social media as well as mobile adaptableness have brought a phenomenal change in today’s workplace which is a significant requirement for getting adapted to the change in an organization. (McCalman, 2015)

Change Management consist of three stages of management which are individual change management, organizational change management and enterprise change management ability. Individual change management has the requirement for acknowledging in what ways individuals experience change and what is their requirement for having a positive change. There is also a requirement to know what is required by individuals to create a positive change. Then, in case of organizational change management, it is required to identify the groups as well as individuals who require a change and what is the method by which they would change. It also takes into consideration the creation of a modified strategy to make certain that the affected staffs are made aware of the same, leadership, coaching, as well as training which is required for changing positively. Therefore, a positive staff change is very much required for having the primary concentration of the various attributes in organizational change management. Lastly, enterprise change management is an organizational core capability that gives competitive distinguishing features as well the capability for efficient adjustment to the constantly changing scenario. It also states that successful change management is an integral part of Microsoft UK’s roles, frameworks, methods, as well as leadership capabilities. The method of change management is continuously as well as successfully implemented to various schemes, leaders have the capability to direct their teams through change and the staffs have a clear idea of what they should ask for getting an effective result. (Prosci, 2016)

Major Challenges When Trying to Manage Change in Organisations

The major challenges when trying to manage change in Microsoft UK are as follows,

• Planning: In absence of adequate planning, change in Microsoft UK will not be successful and will create additional problems than advantages. It is to be understood what are the appropriate changes that are required to be implemented at Microsoft UK and what are the methods to actualize them. For instance, if there is a change happening towards a new content management system at Microsoft UK, then it is required to be understood whether the new system is adjustable to the old system and what would be the process of transitioning the old system to the new system and also whether there would be a inadequate entrance during the change. There is also the requirement for assigning roles to people who are accountable for the change so that every duty can be taken into consideration. The time period that is required for the change to get implemented is also an important aspect. (Thomson, 2015)
• Lack of Consensus: If there is a failure of making everyone aware of the corporate changes then there is a possibility of facing obstacles when the procedure is commencing. The choice of implementing changes is required to come from the top level of Microsoft UK. The employees from different stages of management are to be made aware so that they can cope with the various changing scenarios failing which there may grow a discord amongst the employees. (Frost, 2015)
• Communication: If there is a lack of communication with each and every staff then it could bring discord in the area of work, specifically when Microsoft UK has to deal with significant changes which may be aspects like shedding staff or having a merger. The staffs are interested in knowing about the positive or negative aspects of the proceedings. There occurs uncertainty when there is no communication from the management’s end that affects the work and as a result of which the staffs have the feeling that they are not involved in the decision making. Therefore, it is required for Microsoft UK to update the staffs constantly regarding the plans as well as improvements regarding the implemented change. Every staff should be involved via meetings to assist in the planning stage. (Sims, 2002)
• Employee Resistance: In certain scenarios, staffs are resistant to changes. They get uncomfortable with the functioning of the business. They are aware of the anticipation and what is their function inside Microsoft UK. So a significant change disrupting their familiar scenario builds distress amongst them. They do not feel like learning their jobs again or do the things in a different way. Therefore, it is required by Microsoft UK to assist the staffs as well as train them in regard to new responsible circumstances that could assist in making the process of change easy. (Ramanathan, 2009)

Current Theories on Change Management

Some of the current theories on change management are as follows,

• Lewin’s Change Management Model Theory: This model of change management has three levels of change that comprises of the aspects of unfreeze which delves with the aspect of many individuals making a serious attempt to oppose change. For overcoming these attitudes, an aspect of unfreeze is to be made with the help of encouragement. Then comes the aspect of transition in which when change gets commenced, Microsoft UK would shift into a period of transition that would stay for a certain time period. Sufficient leadership is required for the method to become a success. Finally, there is the aspect of refreeze which states that post the acceptance of change as well as its successful implantation, Microsoft UK should again regain its stability and refreeze the staff since they would function in accord to the new directives. (Nilakant, 2006)
  

Planning & Executing Change Effectively

• McKinsey 7-S Model Theory: This model gives a complete approach towards Microsoft UK which consists of seven aspects that function as joint means of change which are shared worth, strategy, framework, systems, style, employee and abilities. This model has some beneficial aspects which are to provide a successful process to identify as well as know about Microsoft UK, then to offer assistance in the changes to be made in Microsoft UK, it also assists in the combination of logical as well as emotional attributes and finally it states that each and every part is involved and gets referred in a specific way. On the other hand, there are also certain disadvantages of the model which states that, when there is a change in a certain part, then every part changes and the reason being that every part is connected with each other, also the distinguishing aspects are bypassed, there is complexity of the model and last but not the least the organisations which uses this model have had a significant rate of failure in the past. (Amason, 2011)
  

Education Business Articles

• Kotter’s 8 Step Change Model Theory: This model is required to transform a change into a campaign. It states that the staffs are influenced by the change after the leaders persuade them regarding the immediate requirement for the occurrence of change. There are eight stages that are involved here which are to develop the immediacy for change, to develop a team devoted towards change, creation of the vision for change, then communicating the requirement for change, empowering the employees with the capability for change, to build short term objectives, remaining relentless and finally to making the change a lasting affair. The advantages associated with this model are that the method is a simple, the concentration is on the making and accept change and also the process of change is easy. The disadvantages are that the stages cannot get bypassed and also the method requires a longer time to get completed. (Hayes, 2014)
  

Impact of Change Management on Organisational Effectiveness

The impact of change management on the effectiveness of Microsoft UK occurs through the following four processes which are,

• Assessment: This process delves with the consideration of the company as well as staff willingness required for change. This process evaluates the necessary requirement which considers the time-scale required for the completion of Microsoft UK’s various programs, the speed required for the implementation of the plan, the length of the plan, as well as the staffs’ knowledge, skills and abilities i.e. KSA that is required for the implementation of the advancing change. (Iqbal, 2011)
• Preparation: Then comes the level of preparation where Microsoft UK is able to make up their mind to commence a project. It is to be mentioned here that change management is similar to any important project, which is required to get commenced earlier and the preparation has to efficiently made. (Kondalkar, 2013)
• Execution: Then comes the process of execution which is both exhaustive as well as demanding at the same time in regard to the leaders as well as the staffs at Microsoft UK. It is significant to know most of the important steps in the assessment as well as preparation stage are repeated in the execution stage. But along with that there are also some additional aspects on which Microsoft UK needs to have a look in respect of change management which are expectancy theory, building small victories, theory on equity and correcting direction. (Cummings, 2014)
• Sustainability:This stage is defined as the process of avoiding the shifting of Microsoft UK towards its old methods when the process of change is advancing forward. (Cornel HR Review, 2013)

Application of Current Change Management Theory for Supporting an Organization

Let us have a brief study on the current change management theories that support Microsoft UK. Lewin’s Change Management Model theory states that change management has three levels of change that comprises of the aspects of unfreeze which delves with the aspect of many individuals making a serious attempt to oppose change. For overcoming these attitudes, an aspect of unfreeze is to be made with the help of encouragement. Then comes the aspect of transition in which when change gets commenced, Microsoft UK would shift into a period of transition that would stay for a certain time period. Sufficient leadership is required for the method to become a success. Finally, there is the aspect of refreeze which states that post the acceptance of change as well as its successful implantation, Microsoft UK should again regain its stability and refreeze the staff since they would function in accord to the new directives. (Roth, 2015)

Then McKinsey 7-S Model theory states a complete approach towards Microsoft UK which consists of seven aspects that function as joint means of change which are shared worth, strategy, framework, systems, style, employee and abilities. This model has some beneficial aspects which are to provide a successful process to identify as well as know about Microsoft UK, then to offer assistance in the changes to be made in Microsoft UK, it also assists in the combination of logical as well as emotional attributes and finally it states that each and every part is involved and gets referred in a specific way. On the other hand, there are also certain disadvantages of the model which states that, when there is a change in a certain part, then every part changes and the reason being that every part is connected with each other, also the distinguishing aspects are bypassed, there is complexity of the model and last but not the least the organisations which uses this model have had a significant rate of failure in the past. (Myers, 2012)

 Finally, Kotter’s 8 Step Change Model states that there is requirement to transform a change into a campaign. It states that the staffs are influenced by the change after the leaders persuade them regarding the immediate requirement for the occurrence of change. There are eight stages that are involved here which are to develop the immediacy for change, to develop a team devoted towards change, creation of the vision for change, then communicating the requirement for change, empowering the employees with the capability for change, to build short term objectives, remaining relentless and finally to making the change a lasting affair. The advantages associated with this model are that the method is a simple, the concentration is on the making and accept change and also the process of change is easy. The disadvantages are that the stages cannot get bypassed and also the method requires a longer time to get completed. (Cameron, 2015)

Examples From Recent Media to Support the Discussion

• Lewin’s Change Management Model Theory: Recently, the uses of these strategies are used to improve the staff’s confidence as well as encourage motivational aspects in Microsoft UK. It is to be considered that the aspect of using changes at Microsoft UK at times commences with the aspects of innovation as well as distribution and very soon takes into consideration an official acceptance method as well as execution. (Vliet, 2014)
• McKinsey 7-S Model Theory: Recently, this model has been used at Microsoft UK, to better the company’s performance, assess the similar result for prospective changes in Microsoft UK, to support various departments as well as methods at the time of merger or attainment and finally, to select how perfectly could a suggested strategy be implemented. (Hanlon, 2015)
• Kotter’s 8 Step Change Model Theory: Recently, this model has been used in Microsoft UK, to develop the immediacy for change, to develop a team devoted towards change, creation of the vision for change, then communicating the requirement for change, empowering the employees with the capability for change, to build short term objectives, remaining relentless and finally to making the change a lasting affair. (Mind Tools, 2016)

Conclusion

Change Management consist of three stages of management which are individual change management, organizational change management and enterprise change management ability. Individual change management has the requirement for acknowledging in what ways individuals experience change and what is their requirement for having a positive change. There is also a requirement to know what is required by individuals to create a positive change. Then, in case of organizational change management, it is required to identify the groups as well as individuals who require a change and what is the method by which they would change. It also takes into consideration the creation of a modified strategy to make certain that the affected staffs are made aware of the same, leadership, coaching, as well as training which is required for changing positively. Therefore, a positive staff change is very much required for having the primary concentration of the various attributes in organizational change management. Lastly, enterprise change management is an organizational core capability that gives competitive distinguishing features as well the capability for efficient adjustment to the constantly changing scenario. It also states that successful change management is an integral part of Microsoft UK’s roles, frameworks, methods, as well as leadership capabilities. The method of change management is continuously as well as successfully implemented to various schemes, leaders have the capability to direct their teams through change and the staffs have a clear idea of what they should ask for getting an effective result.

References

Amason, A. (2011) Strategic Management: From Theory to Practice. Routledge Copyright
Cameron, E. (2004) Making sense of Change Management. Kogan Page Publishers Copyright
Cornel HR Review. (2013) Change Management and Organisational Effectiveness. [Online] Available at: http://www.cornellhrreview.org/change-management-and-organizational-effectiveness-for-the-hr-professional/. Assessed on: (01-01-16)
Cummings, T. (2014) Organizational Development and Change. Cengage Learning Copyright
Frost, S. (2015) Barriers & Challenges to Change Implementation. [Online] Available at: http://smallbusiness.chron.com/barriers-challenges-change-implementation-30842.html. Assessed on: (01-01-16)
Hanlon, A. (2015) McKinsey 7S Model in Marketing. [Online] Available at: http://www.smartinsights.com/marketing-planning/marketing-models/mckinsey-7s-model/. Assessed on: (01-01-16)
Hayes, J. (2014) The Theory and Practice of Change Management. Palgrave Macmillan. Copyright