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Change Management

Submitted By:
Nawal Al Ghazali Isra Abdullah Hassan Abdulrahman Badwan

20101042 2010 2010 20101049

Lectured By: Professor Osama Samaneh


Executive Summary The only thing that remains constant is Change! Thus the book is talking entirely about how one has to change on a continuous basis in our day to day professional as well as personal life situations. Team work has become vital in todays world in carrying out this change. Thus the tricky change has been better to be handled with the project orientation overview in which there is adherence of some of the values such as awareness, change readiness, team work, tolerance, responsibility along with the flexibility. Thus having every project management would result in a clear stance of getting the change management. At the same time the book also talks about handling the change either in a way of project management or in way of task management. Sometimes it is much better for handling the changes as if it is a task oriented function as working project oriented all the times may not be that productive as anticipated. The book has also focused on the point that there is a changing environment in which the business is being carried out on a day to day basis. In such a situation it is necessary for the business in order to handle the ever changing situations in the competitive environment. It is also noticed that most of the organizations are moving in to different countries in order to save on the cost and getting the optimum production processes. In such a situation the organizations need to be very much prone to the changing situations and adapting to such changed circumstances. New countries will have new environment and the business has to adapt to the new things by having a flexible culture and change based culture which will help the organization to keep its mission and the objectives updated as per the need and the situation.

Thus the book is of higher stress on the point that change is more about people. Getting better efficiency to work would merely cannot be achieved by working harder but rather it can be achieved by the means of self motivation, higher efficiency and self worth.

The Change Management Process The change management process as per the hand book has been defined under three different phases. The overall structure of the change has been defined under the following three major phases as shown below Phase 1: Unfreezing phase: This is the first phase in which there is clear understanding of the situation is done in the present state. This part covers up the steps such as denial in the initial stance. This is followed by frustration and anger by the audience of change. The way things are

happening and what has to be done in order to do the change and how the change should be made a practice should be made as a plan in this stage. This is followed by the process of motivating the team members to create an understanding to make the change in a real picture. Thus as a result this stage is referred to as the unfreezing stage. Complete set of planning is done in addition to a strategic frame work to carry out the change. T Phase 2: Action phase: This stage of the change management is considered to be the Move stage in which there is a clear action being taken in practice. Here there will be involvement of the steps such as negotiation and the bargaining with the management and the change agents. Due to the continued status quo there will be long lasting depression among the employees. The

planned strategies as a part of the phase 1 are implemented and this would be made a standard for all the employees to follow. This is the stage in which all the obstacles of the change management are being noticed. Having a right implementation of the plan which has been strategized is the main aim of this phase. Phase 3: The Freeze phase: This the final phase of the change management process and here the complete process is brought to a standstill. This is the phase in which there is acceptance has happened for the motive of change which was being implemented in the previous two phases. This is also considered to be a stage in which the job is finished and the change has been successfully implemented and the final celebration is to happen. This stage would be associated with acceptance, experimentation, discovery and delight and finally integration. Change Management Model The light model Light model is mainly associated with those changes in which there is need for small changes. Projects which are known to be having short time with more simplistic approach, here the people involved would know most of the issues and the time needed for the analysis would be 1 to 2 hours. This change model should be used for not more than 2 primary goal oriented changes. The change process: Unfreezing: This is filled with both analysis and action stages. Here what is going on and the bed for change is measured using the cost and benefit analysis. This is done with

defining the problems, identifying the goals, and creating the plan associated with the target group. Move: This is a complete action phase in which there is adjusting to the plan, accepting the next step and the process of repeating the process is done. Freeze: Celebrating the success along with the process of evaluating the results for sustaining the change is carried out prior to the sign off.

The medium-sized model The projects which need a change and lasting for 1 to 12 months fall under medium sized model, Here there is in depth analysis in terms of cost benefit of the change and the time dedicated for the analysis is 40 to 70% in total. There should be a power team which is working dedicatedly for the project execution. These changes are mainly about people and the communication and information play a higher role in this process on whole. The change process: Unfreezing: In addition to the light model the unfreezing would be consists of setting up a power team validating the process and marking the end process with a clear flow chart. In addition there is invalidating the present rules and procedures are done in this initial step. Move: Move is mainly done by involving others in the process in addition to setting up the sense of security and having the process of flexibility in the change process should be carried out. In addition to the light model there is further repetition which will be carried out.

Freeze: This is normal stage as light model with defining the new rules and policies is the only added feature than the light model.

The complex model This is a process taken for large and the complicated change management processes. Here the analysis itself is known to be taking 60% of the time. The complete change management process would take 6 to 36 months of tenure, with the project having more than one power teams in handling the part of the change. There should be an open information flow model in which there is flow on information and communication across the organization The change process: Unfreezing: The step is exactly like the medium sized change process and in addition there is setting up of more than one power teams is done. Defining the goals for each of the team to execute and cumulatively the overall organization wide change goal is also identified. Move: This action phase includes the coaching of bad performance in addition to the evaluating the stages of each power team and updating each other on the progress and tracking the change process should be identified. Listening to others is an added feature here focusing on the democratic frame work Freezing: This is the final step in which new roles and policies are defined and along with the way of life after the change have been implemented. Evaluating the results and finally celebrating it.