Values and Ethics in BusinessValues and Ethics in Business

Topic of assignment

Change management and Transformation

Submitted by- Submitted toSimranjeet Kaur Prof. A.K. Sawhney

BBA 5th Sem (morning)Roll. no- 52Enrollment no- 0631701707

Date of submission- 30th Sep 2009

TECNIA INSTITUTE OF ADVANCE STUDIES

INTRODUCTION

Increasing competition in the domestic and world market requires business organizations to chance their structure and work environment. The world is constantly changing and so are the organizations. Business organizations need continuously interact with the environment and adapt to environmental changes.

Change is essential for survival of the business enterprises. Changes are necessary if organization wants to

1) Adapt to environmental conditions2) Compete in the domestic and international markets3) Improve their performances4) Enter into mergers and acquisitions

Change management can be viewed from two perspectives – from those implementing the change and from the recipients of change. The view of change management varies dramatically if one is the executive demanding the change versus the front line employee who may be unsure why a change is even needed.

In many cases at the onset of a new change, neither the executive nor the front-line employee is knowledgeable about managing change.

“Change i s a window through which future enters in your l ife”

CHANGE MANAGEMENT DEFINED

The simplest definition of change management is; “Making change in a planned and managed fashion”.

Today’s proliferation of digital media is making the conscious practice of change management more important than it was only a few years ago.

Organizational change can be defined as;“Any alteration in people, structure or technology”

Although change has always been a part of manager’s job, it has become even more important in recent years. Change management entails thoughtful planning and implementation, and above all, consultation with, and involvement of, the people affected by the changes. Change must be realistic, achievable and measurable. Whenever an organization imposes new things on people there will be difficulties. Participation, involvement and open communication are the important factors to introduce change.

TYPES OF CHANGE

Changes in an organization can often be identified as one of four types, with the definite possibility of overlap among them:

• Operational changes affect the way the ongoing operations of the business are conducted, such as the automation of a particular area.

• Strategic changes occur in the strategic business direction, e.g., moving from an inpatient to an outpatient focus.

• Cultural changes affect the basic organizational philosophies by which the business is conducted, e.g., implementing a continuous quality improvement (CQI) system.

• Political changes in staffing occur primarily for political reasons of various types, such as those that occur at top patronage job levels in government agencies.

These four different types of change typically have their greatest impacts at different levels of the organization. For example, operational changes tend to have their greatest impacts at the lower levels of the organization, right on the firing line. People working at the upper levels may never notice changes that cause significant stress and turmoil to those attempting to implement the changes. On the other hand, the impact of political changes is typically felt most at the higher organizational levels. As the name implies, these changes are typically made not for results-oriented reasons but for reasons such as partisan politics or internal power struggles. When these changes occur in a relatively bureaucratic organization, as they often do, those working at the bottom often hardly notice the changes at the top. Patients are seen and the floors are cleaned exactly as they were before. The key point is that performance was not the basis of the change; therefore, the performers are not much affected.

DEALING WITH RESISTENCE TO CHANGE / CHALLENGES OF TRANSFORMATION

It i s easy to change the things that nobody cares about. It becomes difficult when you start to change the things that people do care about—or when they start to care about the things that you are changing.—

Lorenzi and Riley

Resistance to change is an ongoing problem. At both the individual and the organizational levels, resistance to change impairs concerted efforts to improve performance. Many corporate change efforts have been initiated at tremendous cost only to be halted by resistance among the organization's employees. Organizations as a whole also manifest behavior similar to that of individuals

when faced with the need to change. Change can be a threat to people in an organization. Organizations can build up inertia that motivates people to resist changing their status quo, even though change might be beneficial.

Why people resist change? It’s often said that most people hate any change that doesn’t jingle in their pockets. Their resistance to change is well documented. Why do people resist change? An individual is likely to resist change for three reasons: uncertainty, concern over personal loss, threat to power and influence and the belief that the change is not in the organization’s best interest i.e. a different perception.

MEANING OF TRANSFORMATION

Transformation is rediscovery of the entire business philosophy. The realization of transformation has to be at all the levels including top-level management.Business transformation is a key management initiative that attempts to align the technology initiatives of a company with its business strategy and vision.

Business transformation involves a considerable mix of skills, not all of which are required at the same time. Transformation can touch every part of an enterprise and it is important to manage the process carefully and completely. It requires shared vision by all organizational members. All must share common purpose (goals), values (principles that guide human behavior) and results (outcomes-goods, services, satisfaction, profits). Shared vision helps in moving the organization from where it is to where it wants to go.

Elements of Transformation“Business transformation is the process of altering the way in which an organization does business”

Business transformation is defined as the combination of structural, technological and human resource change focused around one clear vision, resulting in a significant change in the organization and substantial financial benefits. These change elements are discussed below

1) Structural changes: The organization structure is dynamic in nature and changes according to changes in internal and external organizational environment. Reorganization among various work groups may require the organization to change from functional to divisional structure or vice versa, change from centralization to decentralization or vice versa, change from wide span of control to narrow span and vice versa. A change may be required in the job design, work schedules, communication system or job responsibilities. The purpose of change in any organization is to improve the organizational performance in terms of production, employee

morale and motivation and higher job satisfaction, both individual and organizational.

2) Technological changes: Technology refers to tools, equipments, processes, knowledge and techniques used for production of goods and services. Technological changes refer to change in any of these aspects of technology. Technological changes are necessary to face competition in the domestic and international market.

3) People or Human Resource changes: Human resource changes focus on changing the human behavior, skills, knowledge, attitudes and beliefs to increase the organizational performance. Change in people’s attitudes can be brought in the following ways:

• Training and development can enhance their behavioral skills and knowledge.• Recruitment and selection procedures can be changed to appoint people with desired skills and knowledge.• Organizational development techniques can be adapted to change people’s behavior and attitude towards the work environment.

CONCLUSION

Transformation requires change. Change in the overall business philosophy leads to transformation and transformation supports change. Change could be in one component of business structure but transformation changes the entire business philosophy and values. Change helps in organization’s growth whereas transformation helps in organizations development and involves the whole organization but change takes place in some parts of the organization (technology, structure or people) or the whole organization.

Nothing i s constant in this world, except change!