Change management in organizations

Change management in organizations

Managers manage change in a different context.

In project management, change management concerns, for example, the scope of the project.

In organizational management, managers and leaders must manage changes related to the global direction of the organization. Reference: “Organizational change management in successful companies”,

What is change management?

The term change management is a structured approach to the change of individuals, groups, organizations, and companies that make possible the transition from a current structure to the desired future structure.

Change management provides methods and tools for recognizing and understanding change and the human impact on transition. The word change is often used in a professional setting as a synonym for transition.

From an individual point of view, it can be understood as a change in behavior.

From the point of view of a given society or social structure, the transition can be perceived as a new political project, a new law, etc. In any case, a clear strategy, active participation, and motivation of the individuals involved are needed for the transformation to take place. Reference: “Models for change management in projects and organizations”,

The culture and existing practices of change management provide the means to change the people involved and vice versa, helping individuals to orient and move towards the changes of the world around them, which are constantly changing.

Theories of change management

Theories of change management have emerged from psychology and the trade and economic field.

For this reason, some theories derive from models of organizational development, while others are based on interpersonal and social relationships.

From the individual’s point of view, change management looks at how the individual responds to the major changes that affect him or her. Whether it is a very personal thing, something related to work, or others.

It can be perceived as a means of managing human relationships or, conversely, to help individuals manage their reactions. Change management can be interpreted in different ways, even socially: it can be used by the individual as a compass that directs major change.

Technological (eg the advent of the Internet or rather)
Social (for example the disappearance of shops in the suburbs and the emergence of malls)

From a social, political, and cultural point of view, change management can be understood as a means of reaching a consensus to achieve certain goals for transformation or the realization of a plan.

Change management is a professional field

Change management is a professional field that requires a variety of skills that a modern leader must master. It involves mastering a variety of knowledge and skills concerning the theoretical model for its implementation. Reference: “Change management in organizations”,

The competence of the direction of the change processes is a powerful tool for ensuring the long-term upward development of the organization.
In general, change takes three main forms: evolutionary, cyclical, and dialectical.

Types of changes

Evolutionary change is an objective process. At its core is the concept that elements of the structure and behavior of a system, once they become useless or dysfunctional, fall out of that system.

New elements and behaviors of the system emerge when they become useful, functional, and necessary (for example, computer scientists describe the change in the computer field as evolution).

Cyclical change is a historical process and is usually predictable. The economic cycle is an example of cyclical change, according to the theory of long economic and innovation cycles of the Russian economist Nikolai Kondratiev.

Each cycle lasts about 50 years and has two phases: stagnation (about 20 years) and growth (about 30 years). At any given time, professional managers and economists can indicate the economic system at which point in the economic cycle it is located.

Dialectical change is a revolutionary process and is therefore radical. The essential situation changes completely and essentially a new system emerges.

An example of a system that is undergoing dialectical change is the political system. In the process of political change, two ideas compete in the system: the existing idea (thesis) and the new revolutionary idea (antithesis). The solution is not in either of the two ideas, but in the third, which arises from the interaction of the first two.

Changes are classified into two main types: integrating and reforming.

Integrative changes are carried out within the existing goals and strategies and are aimed at the most efficient course of the processes under the conditions of moderately changing characteristics of the environment.

As the correspondence between strategy, structure, people, and processes is never complete, integrative changes are a continuous process, but their strength is relatively small.

Organizations usually tolerate and even tolerate integrative change. Everyone understands their need, offers options for dealing with problems, masters new knowledge, etc.

The reform changes are a consequence of significant changes in the strategy, which means that to implement the new strategy, changes must be made in the structure, processes, and people.

In other words, if integrative changes can be called changes in the system, then reforming changes are changes in the system.

One of the biggest benefits of any type of change is that it has catalytic properties.

Every change in every part of the system changes all parts of the system. All participants in the system are changed by a change in each part of the system.

Because all parts of the system are interdependent, all elements in the system are changed when each element changes.

More resources for change management

A few more types of organizational change

There are several other types of changes:

Depending on the way they are implemented – they can be planned – changes that include actions based on an in-depth analysis of the necessary measures, they can also be reactive, which are implemented in response to the requirements of the problems, threats, and opportunities;

According to the nature of the change – they can be distinguished as tactical, continuous changes, which are evolutionary, which takes place in small steps. Other types are strategic changes that are revolutionary.

According to the scope of the changes – they can be divided into general organizational covering the whole organization and group and individual.

According to the activity of the organization – the changes can be related to the culture, the people, the technologies, the structure, and others.

Leave a Reply

Your email address will not be published. Required fields are marked *