In your practice, what would do as HRM if the organization proposes to change the Enterprise Resource System, to a completely new one? Of course, you need to change management skills to help you avert the resistance.CHRP-3SCO covers diverse aspects relating to organizational change.
By the end of this course, you should demonstrate an understanding of the needs for change and its effect on the organization. This course will prepare you to understand the need for change, factors of consideration in the change process, and its impact on employees and the HR.
When writing background information about the organization, you need to provide adequate information that will allow the reader to get what the company deals with. Background information should contain information on when the firm was established, and who were the pioneers; this indicates the duration that the business has been running.
The background information should also cover issues about the industry where the firm operates in. Besides, the reader is also interested in the size of the organization: whether small, medium-sized, or large. The introduction needs to capture the products that the firm deals with goods and services.
Changes in an organization should only be expedited if they are necessary. As such, your chosen organization has to demonstrate a justified reason to proceed with making the required changes. Some of the factors that you have chosen to explain the organizational change need focus on the internal and external factors.
Some of the internal environment factors include the people, system, and structures. For instance, changes in leadership or culture could have an impact on the organization. Regarding the external environment, it concerns the factors that are outside the firm, which might cause a change and are beyond control. Examples of external environment factors include economy, technology, and political factors.
When expediting change, there should be a conducive environment within the organization that may influence the change process. Numerous organizational factors are involved in the change process that ranges from the structure of the firm to the culture:
The provision of favorable factors for organizational change enables a more straightforward implementation of change. For instance, addressing resistance and having proper teamwork enables easier deployment of change and, ultimately, the attainment of the required objectives.
When responding to this question, you need to base your answer on several theories in change management, at least three. Common theories of change management include:
You need to make a proper choice of the model and explain in detail the respective stages of implementing the change. In every step, it is imperative to illustrate and give relevant examples from your organization. On that note, the choice of the model should apply to your organization.
It is appropriate to explain the similarities and differences between the approaches to change management. To be able to provide a good contrast, it is preferred to use a table and then explain in detail. On this note, be sure to use relevant and justifiable examples, which demonstrate an understanding of the issues that arise when implementing change.
When implementing change, an organization as a manager, you expect diverse behavioral responses. These responses to the proposed amendment are central to the implementation of change. In the elucidation, you need to capture that response can be positive (acceptance) or negative (resistance) as the most common behavioral response resistance or acceptance.
Resistance is arguably the most common form of behavioral change, but other behavioral outcomes can also be exhibited: disenchantment, disengagement, and disorientation. Disorientation occurs when employees are confused while disenchantment is related to anger. At times employees may engage in disengagement by withdrawing from the proposed change. Acceptance is a gradual process that starts with resistance to passive resistance, cooperation, and ultimately acceptance.
In this module, you are expected to be more practical and give specific but relevant examples of how your organization of change implements changes. 3SCO is about change management, and you need to apply relevant theories on change such as Kottler’s and Lewin’s models.
A properly written assignment should also demonstrate a proper understanding of the behavioral reaction- which is a key component in the paper. As such, be sure to show how managers drive change by influencing people from a point of resistance to acceptance. Most importantly, examples drawn from your organization should demonstrate your mastery on the supporting change in an organization.
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Talmaciu, I. (2014). Comparative Analysis of Different Models of Organizational Change. Valahian Journal of Economic Studies, 5(4)
Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), 33-60
Lapiņa, I., Maurāne, G., & Stariņeca, O. (2014). Human resource management models: aspects of knowledge management and corporate social responsibility. Procedia-social and behavioral sciences, 110, 577-586.