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Article -1

Managing and Leading Changes

Introduction

As mentioned by Josiah(2008), in current business environment business

have to transform to deal with the changing scenarios. It is important to

manage change and lead it in order to survive and control the business

operations. This deal with anal!ing the changes, implementing policies and

maintaining it to operations. It is implementing changes by applying

vital methods in work functions to get the preferred results. Change

occurs in an organization either intentionally or unplanned whether

people agree or not agree. Several cases the change is resisted by

people due to various reason but a well-planned organization can

manage and lead the change eectively by changing from resist to

change to assist to change.

Article Overview

 !he given article by re"ect a condition where people are having

feeling of fear about the probable changes that may occur in

workplace. !his is a type os resistance to change which may be

purposeful or unintentional. Author thinks that this feeling of an#iety

and fear can bring damaging eects to organization and employees

in terms of loss in improvement or motivations. In spite of this an

organization can eectively apply and lead change management

with appropriate strategies without invoking the concern among

people. It is re$uired to focus on interactions% behavior patterns and

training to relive this fear of change. !he management should come

up with proper strategies to lead the change to avoid and impact to

employees or development.

It can be seen that author shows deep and sympathetic insight thathow people behave during change process and fear or resistance to

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change will cause unpleasant outcomes. &ut it is observed that the

author shows more about fear of change. 'owever many people

wish and favor the change in workplace.

As cited by "ilicetti(200#) various people have dierent perception to

cope with change. If the change is put forward to them in

appropriate way many individuals will accept it with ease. 'owever

there might be resistance if someone feels it will eect socio-culture

status but it can be resolved and may not impact the change

process. In fact ma#imum people take change as a better way to

develop and grow and not much fear.

According to (evin )*+,,% one of the fears and concerns that people

come across is social behavior issues. !his is usually happening if 

the managers are not communicating and supporting employees

about the reasons of change re$uired. !his may also result in stress

at workplace. It is better to have more participation from managers

and employees to reduce the resistance to change and take out the

fear.

Theories Applicable

 !he case given in article shows a possible resistance to change due

to fear. or this situation the suitable model will be /c0insey 1-S

/odel. !his model oers an approach to analyze and know an

organization. !his model has logical and personal parts that are

combined to facilitate change

As per $ar%uis(20&2) each element of /c0insey 1-S /odel says2

• Strategy: is the outline strategy to sustain and carry logical

bene3ts of change.

• Structure: is the structure of the business and hierarchy of 

plan and persons.

• Systes: are the activities that will take place as part of 

business.

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• Shared !alues:  are the standards or values set up at the

beginning% these things are re"ected in the culture and the

general work policy of company.

•

Style:  is the approach the organization is controlling thebusiness.

• Sta": are the individuals working for the organization and

their usual abilities.

• S#ills:  are suitable skills and pro3ciencies of the sta

$ecoendations

In the light of above details it can be recommended that 2

4ective and early communication should take place from the

management to bring awareness about the changes. 5etailed

message should be conveyed about the reason for change.

6rganization in particular has to communicate to sta who are

directly or indirectly aected by the change. !he reason andadvantage of change should be informed. !his action from

management will bring down the fear and resistance in employees

making the employees to understand the change and react

appropriately.) 'eerd, 20&2)

It is better to have a consultant for change management from

internal team or e#ternal one. !his will ensure employees have

understanding and ready support available.

6rganization should be able to answer all the $ueries by employees

pertaining to change. Anything not in detail or hidden will bring

adverse eects and cause unnecessary assumption. )uang, 20&)

Conclusion

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4very change management move usually get varied reaction from

the participants. Some feel fear while others welcome it. It is better

that change is brought if there is an actual re$uirements and

e#pectation gap. 4mployees who are communicated properly abouta possible change will be less concerned and accept the change.

Company has to play important role in communicating and assisting

change.

$e%erences

,.  7osiah ' 6)*++8% Implementing and Integrating change

 process, (ondon9 Artech 'ouse*. ilicetti :.)*++;%  Advanced Strategies for Today’s

Transformational Leaders, Journal of Business Management V

!""#, $ublicationsD. ?eerd S 7r% )*+,*% >rocess management9 a guide for the

design of business processes. The Academy of Management 

 Journal. ol. B8% Eo.BF. 'uang% )*+,roHect

/anagement *+,* 6nwards Accessed on * 5ec *+,D

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