Change Management

Case Study on Change Management

Q1)

• Change is Applicable

Change is for progress is always welcome even if it of very low scale.  But it is disliked when change needs extra work, effort and  gives more stress. Today changes are taking place at a very swift and rapid pace. This put business houses in a state of somewhat complex phenomenon. They remain left with no option but to change and grow, otherwise fall the pray of competition and loose its existence. Accordingly, Change Management has taken centre stage in organizations. Today it is viewed a most complex domain to manage especially where employee unionism is strong and influence of management is weak. Change is a fact of.  Human beings witness change right from birth to death. It cannot be stopped (Greiner, 1998), but can be delayed. Therefore, it is seen an undisputed reality. Nothing is permanent and everlasting. Change is a natural phenomenon in all domains of life. The change comes and goes. Every new change is followed by the next new change. The process moves on and keeps the puzzle going on.  The demographics of Nations have seen revolutions. Anthony et al, (2005) cited speaks about change in his book “The Third Wave” in terms of waves.

He opines  that the world is  going through the  third wave and the first two waves were gradual and slow and the third wave is somewhat very powerful and swift. Therefore, change  is inevitable and  has consequent impact. The wisdom of man candidly has accepted not to refute change but gradually acclimatize the change and fall outs of change.  Ever since, the universe has born and man has begun to walk through, millions and trillions of changes have taken place.  Change have taught new lessons to him and made more mature, sophisticated and accomplished (Fine, C (2003). Nevertheless, man has tried to oppose change and shown great deal of disinterest to accommodate change. The fact of matter is that  man always turned to be self-centered and dislike the adverse consequences of the change on his/her comfort life. Understandably,  change is somewhat  both the most dangerous and  the most advantageous  domain that leashes out  upon its stakeholders. These aspects put the organizations on tenterhooks  to see and work out methodology how to infuse change. Factually, organizations invest huge research and development time, brain and resources for developing change Model and work out process to infuse and sustain change (Cunha and Cooper, 1998) .  Thus the article mainly talks about the early phase of change, when employees here that change is likely to  take place and what type of reaction and behavior they display against such change. Therefore, this case hints starting environment when employees are introduced to change, Anthony et al, (2005)

• How they   fell?
• What they conceive?
•  How they react?

Q2)

• Evaluation of Strengths and Weakness of Author’s Opinion.

Change cannot be ruled out at any cost. The given case unfolds the significance of change management and hints that change is more permanent than anything. Undouble, the case is a beautiful depiction of real life organizational problem. The Author in the given case has very aptly tried to convey the message to the students how difficult it is to make change happen especially when employees are not delighted with the change.. The case has ability and has well succeeded to make student understand, as to why employees do not want change? Nevertheless, the case has totally failed or the author of the case –Christoph Paetz has not touched how the organizations should bounce to implement change and sustain the same.  Moreover, the case has also not depicted the examples of various models that are available in the literature as guiding  benchmarks and methods for incorporating and nourishing change in the organizations especially among the employees. Therefore, the author has only presented one part of the case and not the all other aspects or parts, Anthony et al, (2005)