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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.
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)
The major challenges when trying to manage change in Microsoft UK are as follows,
Some of the current theories on change management are as follows,
Planning & Executing Change Effectively
Education Business Articles
The impact of change management on the effectiveness of Microsoft UK occurs through the following four processes which are,
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)
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.
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