The Challenges Of Organizational Change Management

The Ch tout ensembleenges Of organisational Change guidanceOrganization assortment precaution is a dish up in which you scram and manage inter stirs in an constitution for the bat performance of the cheek. To improve the case of out put and find the focal points to increase the customers level of satisfaction. bob up the ways how to struggle the competitors and find the techniques to reduce the toll without disturbing the prime(prenominal) of a w ar.Signifi postt castrate over in an organizationOrganization changes ar do due to many different reasons which be discussed below.To argue the competitors in marketFor smooth running of creaseTo increase sale levelTo close in juvenile engineering scienceTo improve the performance of organization piece of music reservation change you should consider your customer in your mind because erstwhile(prenominal) your customer do non like changes and that bring negative concern in your organization and some judgment of conviction company makes so much loot by introducing changes.Only devising change in a dodge is not only the thing you companies make the changed system perfectly plainly the fail to actions the dodge and even organization implements strategy in truth nicely but it fails to chasteness it and squirtnot allow proper check and balance on it. A good strategic manager should to a fault develop a changed strategy and implement and even importanttain it without disturbing the quality of the product. semi stately and casual organizationsthither ar gener each(prenominal)y two types of organization formal and in formal. In formal organization an organization follows each and each aspect defined in its mission vision statements, goals and objectives and each and e re ally thing is properly documented and follows all procedures while in informal organization company do make any documented ledger most of the things are verbally and orally. But formal organization can make good cha nges and maintain it and can in like manner turn over the mastery percentage of changes because all things are scripted and can analyse easily.bureaucratic organizationsbureaucratic organization is an organization typified by formal subprogrames, standardization, hierarchic procedures and written communication (1)That mean bureaucratic organization is an organization where all powers are assigned to a specific person or department there is a centralized power system and each and e real trade union movement is d single according to described rules all communication should be in writing form.Strengths of Bureaucratic organizationsFollowing are the strengths of a bureaucratic organization alone exhibit are controlled by superior managementAll communication is done in written formDivision of use is done according to systematic wayAll employees necks their duties and responsibilitiesAll process is monitored by authoritative personNo chance of communication shotAll rules and reg ulation are pre definedHierarchy structureWeaknesses of Bureaucratic organizationsNo trigger provesToo unyielding hierarchy chain follow communicationNo dialogue processLong and delay processDelay decisionsLack of communication among top management and employeesComparison of pick forms of organizational informationOrganizational DevelopmentInventions and innovation that are do in an organization for the development are called organizational development. These inventions and innovations are pre designned, and utilise in an organization in the systematic way, all strategies which are not showing desired results are studied thoroughly and all aspects that are creating problems in the development of organization are revised and changes are planed and utilize in a systematic way.Different types of Organizational DevelopmentsFour main areas which require development of change are discussed below.Human ProcessesHuman process necessarily changes and developments. Highly skilled wor kers are the assets for a organization and a succeederful organization always conduct some training and development programmes for their workers. In an organization workers are categorized into many groups like exertion team, marketing team, account staff, clerical staff, customer service staff etc. all of them have different trainings programmes. If the workers are divided into groups and changes are made for a particular group they can understand and adopt the changes easily. morphologic inventionsStructural changes are made for the structure of an organization that means an organization pauperisms to reduce its hierarchal chain for the smooth running of affair and swimmingly flows of information from one end to another(prenominal) end and as well as for wide awake decision where it need keeping in view that quality of product do not disturb some metre powers are overly assigned to a specific department for the batter performance.Human imaginativeness management (HRM)As discussed earlier that human is the basic factor for the success of business the company should review their performance and organise some programmes for their batter performance in addition give them proper reward because if employees are cheery they do efforts much(prenominal) for the success of a business.Strategic inventionsStrategic innovation is the creation of growth strategies, forward-looking product categories, services or business models that change the game and generate significant saucy value for consumers, customers and the corporation.That means the strategic innovations holistic, multidisciplinary framework that enables organizations to take a strategic approach to innovation. (2)trade union movement 2 System DevelopmentIntroductionAs the time passes the force backcar assiduity need to bring changes in policies and its infrastructure to survive and compete in the international market. Basically go industry is a very large industry and there are many brands that available in the market. To survive all(prenominal) go industry has to research and introduce new technology and design in every upcoming model. track is one of the leading automotive manufacturing companies in the United States. Based in mile in 1903 by Henry ford and grew to reach revenue of $cl billion and more than 370,000 employees by 1996 1.In the 1970s, the gondola manufacturing industries (General Motors, Ford and Chrysler) was crunched by foreign manufacturers much(prenominal) as Honda and Toyota. In 1999, Ford took meters to compete the foreign market by acquiring the Swedish Volvo model and grow it to other regions as well. Furthermore, Ford launched a fully organized re-engineering manufacturing process plan called Ford 2000 aiming at re-establishing the infrastructure of the company. The process was to reduce their fomite centres to only five covering operations which spanned 200 regions. It also meant to deracination down redundancies and to require Infor mation Technology (IT) to be the driving deposit and the link between the Ford centres worldwide.Organisational development against change in automobile industryHuman processesHuman nature is to react against the change. Automobile industry need to change their human process to achieve change efficiently and effectively. They need to organise the team work for the change.Strategic Planning against the changeAutomobile industry needs strategic intend to bring the change to survive in the market of the United States. Ford need to plan how to implement change and earn profit from the changes.StakeholdersThese are the participants who could be change by the change process. In automobile industry directors, managers, share holders, transporters, suppliers, disposal and financing institutions are stake holders. We have to identify stakeholders touched forthwith or indirectly by the change. And also we have identified the subways against the change by the stake holders.Purpose of S takeholders AnalysisMain objective of the stakeholders analysis to clarify the following thingsTo recognise and categorise the main stakeholders being affected by the organizational changeTo analyse the reaction of stakeholders against changeTo snuff it the attentions of the stake holders nigh the changeTo find out the stake holders who resists and underpin the changeTo get the positive response from the stake holdersTo cooperate with the Stakeholders for murder of the organizational changeOrganizationFord Motor CompanyOrganizational ChangeChange is to adopt new technology, techniques and policies to survive and compete the market.Stakeholders in Automobile Industry (Ford Motor Company)StakeholdersDescriptionEffecting levelStrategic StakeholdersDirectors and higher(prenominal) level management define strategies.Highly bear uponManagerial StakeholdersThose who economic aid to implement the strategies, Administrative staff.Highly touchedOperational level StakeholdersThose who a re actually running the system as an operating system.Highly AffectedDirectly influenced StakeholdersThese are those stakeholders who are directly affected such as directors and admin staff.Highly AffectedIndirectly Influenced StakeholdersThese stakeholders are not affected directly. slimly AffectedSuppliersThe suppliers are highly affected by the change.Highly AffectedCustomers/TransportersThey are highly affected by the change.Highly Affected vindication against ChangeAfter identifying the stakeholders the next step is to work out the resistance against the change.Cultural barrier to changeAll the systems, techniques and methodologies being used, are very hard to change to the new one. The change in the culture of the automobile industry i.e. Ford could be very hard to understand the new system.MoneyIt is again a vital barrier to change. The change needs more trained people and implementing this change could be very expensive. curiously for the customers, use of new technology wi ll increase the cost of motor for the end user.Willingness of the StakeholdersIn this case, the employees could not be willing to accept this change because of it confusing nature, strange methodology and new organization has to face lashings of problems for implementing this change.TimeBringing change in inadequate span of time could be very hard and is barrier to change.Above mentioned are the factors which could disapprove the Stakeholders to accept this change and it could be very challenging situation for an automobile industry.Task 3 ImplementationAppropriate model for changeThe world today is ever ever- changing moving from one phase to another and only the thing that does not change is change itself. As the newfangled business environment is propelled by the three Cs namely Customer, challenger and Change, organizations are always looking for new business innovation to deliver their ailing enterprise.. (Hammer and Champy, 1993) 1 of such solutions that have been ident ified and used by many companies is the Business Process Re-engineering or shortened as BPR (4)There are many different views about the management of change in an organization but John Kotter has been accepted a change management guru, gave an eight step approach for managing a Change in an organization, leads a great impact of change management effectively and efficiently. note OneCreate a situation when the change is requiredThere are two different approaches about changes one is that wait for the market and time there must be a time that others change their strategy and adopt new techniques or technology to compete the marker or earn more profit and there are one more group who make suddenly make a trend of changing develop, and implement changes this group create such situations in the market that all business competitors always think about changes.Ford motors totally change its infrastructure and make such trend that other automobile also adopt it.Discuss the threats about the changeWhile planning a change you should also keep in mind about the threats of changing that your business may face regarding changes. Develop such strategy that can completely overcome the problem of threats.Ford motors wants to cut off their cost and want to also make more customer and sale. It launch electronic network technology and provide all information about their products on the sack up and it reduce its cost by closing its outlets from many different cities of all over the world.Find out the opportunitiesYou should have to think about the opportunities of the business that either you have to introduce new models or you have to research new markets.Ford motors find out the opportunities regarding its business by making some changes in the model and also explore some new market by approaching to the developing countries.Explain the more convert reasonsWhile finding out the opportunities for the business you should have to focus on the opportunity that is suitable for you r company and your company can easily pay and adopt it.Ford had launched its plan to update its infrastructure, and seized the opportunity brought by the global movement of integrating the voice, fax transmittal network with data transmission and expanded its WAN to include its offices in Europe and elsewhere.(1)Ask about the customer supportWhile discussing about the changes you should be keep in mind the either your customer will support it or not. win such plans that are also suitable and more convenient for your customer.Step Two develop a strong UnionTo make and implement changes ford make a strong union. Ford want to introduce vane technology for this purpose it organize and built a very strong team and make user friendly web that also reduces its training cost that everyone can enter information on the web and it also make a team that properly organize and control the data on the web.Step Three A advance mountain for a ChangeTo make and implement changes you should hav e a draw in mission that what you want to do actually. Your all staff members must know about the actual purpose that what to do and for what to do. Why you are making the changes. Ford motors had a clear mission that it want to make more sales and explore more markets and also compete its competitors and also want to cut off its cost.Step Four Tell the Vision erst you have decided to make and implement changes and you have a clear mission you should have to tell your vision to your employees and also to your customers. And take view of your employees and your customers as well. All of the ford motors employees were fully aware about the planning and they have complete knowledge about the vision that what they have to do and for what they have to make changes.Step Five Take out all the BarriersMake changes is not so simple. It is very difficult and there are many barriers that should be removed that can obstacle the way of changes. Ford motors had make such strategy that others can not copy it and it also owned the Sweden Volvo and also partially owned the Mazda to gain the competitive edge. Its web technology also requires very huge amount that others cannot copy it easily. And ford motors also registered its new innovation. It tried to almost remove many barriers that can obstacle its way during implementing the changes.Step Six Develop a short- border WinsDevelop such strategies that can be implemented and shows result in short term to obtain and determine the progress and success percentage of the strategy. Do not try to make such strategy that needs very long time to show the result. If something goes wrong you can change it easily and short term tasks are also supervised and implemented easily.Step heptad Move ahead for a Change.After covering above sestet steps now it is the time to implement the changes. You should have to develop the ways that how to implement the strategies. Each and every aspect should be discussed in concisely for the implementa tion for the strategy. Ford motors have also worked on each and every aspect that how it will implement the changes to obtain the desired results. It launched the web technology and provides all its data on it and also cut off its outlets from the some(prenominal) regions to save some cost step by step.Step octonary attach the Changes in organizational CultureThe last and foremost step is that how you will justify the changes made by you in your business strategy and how you will support and attach it with your organization culture. While making changes you should have to also concise on the culture of your organization.