Dear members,
On one of the WA groups of HR, the Administrator of the groups, Mr. Rajaram Thorve, has raised the topic for discussion. Today's topic for discussion is on the Change Management Process in Organizations. He has asked the following questions:
1. Should all organizations go in for the change management process in view of changing business paradigms and technology?
2. How does the change management process help to change the culture of the organization?
3. Is it not time-consuming and cumbersome to change the management process to transform from conventional methods to newer processes and strategies to get desired results?
4. What is the best approach for employees who do not fit in the change management process and are not comfortable with change?
I have provided replies to the above questions below:
Introduction
It is pertinent to mention here that management professionals should not confuse the process of change with continuous improvement. Both concepts are different. It may be noted that the motor car was not developed by continually improving the bullock-cart, and neither was the electric bulb developed by continuously improving the candle.
Q. 1 Should all organizations go in for the change management process in view of changing business paradigms and technology?
Reply: Those who have done management courses will remember that they had a chapter on Change Management in their course curriculum. Therefore, there cannot be a question on the importance of change as such. However, what matters is the type of change. Organizations that did not change in a timely manner did not survive. Therefore, the process of change is a continuous one.
Q. 2 How does the change management process help to change the culture of the organization?
Reply: The change management process helps to change the culture of the organization, provided the top leadership wishes to change the culture of the company. There are a few changes that do not require cultural change. Following are the four types of managing change...
Q. 3 Is it not time-consuming and cumbersome to change the management process to transform from conventional methods to newer processes and strategies to get desired results?
Reply: The process of change management becomes cumbersome if the change is thrust upon the company. However, if the organization is proactive in changing, then it need not be cumbersome. Therefore, the pertinent question is whether the change is proactive or reactive. An example could be given of Yahoo...
Q. 4 What is the best approach for employees who do not fit in the change management process and are not comfortable with change?
Reply: "Either shape up or ship out" is a message to the employees who are not amenable to the change management practices. Adaptability is a virtue in the 21st century, and those who are not adaptable are bound to get sidelined. In the aftermath of the takeover by Mr. Vishal Sikka as CEO of Infosys, there were a lot of sackings at various levels.
Final comments
These are for the practicing HR professionals. When it comes to change management, the focus of HR is more on individual change. Right from the beginning, they are obsessed with attitude, emotional intelligence, and so on. However, top leadership expects them to be savvy about current changes in the market or business environment.
Thanks,
Dinesh Divekar
On one of the WA groups of HR, the Administrator of the groups, Mr. Rajaram Thorve, has raised the topic for discussion. Today's topic for discussion is on the Change Management Process in Organizations. He has asked the following questions:
1. Should all organizations go in for the change management process in view of changing business paradigms and technology?
2. How does the change management process help to change the culture of the organization?
3. Is it not time-consuming and cumbersome to change the management process to transform from conventional methods to newer processes and strategies to get desired results?
4. What is the best approach for employees who do not fit in the change management process and are not comfortable with change?
I have provided replies to the above questions below:
Introduction
It is pertinent to mention here that management professionals should not confuse the process of change with continuous improvement. Both concepts are different. It may be noted that the motor car was not developed by continually improving the bullock-cart, and neither was the electric bulb developed by continuously improving the candle.
Q. 1 Should all organizations go in for the change management process in view of changing business paradigms and technology?
Reply: Those who have done management courses will remember that they had a chapter on Change Management in their course curriculum. Therefore, there cannot be a question on the importance of change as such. However, what matters is the type of change. Organizations that did not change in a timely manner did not survive. Therefore, the process of change is a continuous one.
Q. 2 How does the change management process help to change the culture of the organization?
Reply: The change management process helps to change the culture of the organization, provided the top leadership wishes to change the culture of the company. There are a few changes that do not require cultural change. Following are the four types of managing change...
Q. 3 Is it not time-consuming and cumbersome to change the management process to transform from conventional methods to newer processes and strategies to get desired results?
Reply: The process of change management becomes cumbersome if the change is thrust upon the company. However, if the organization is proactive in changing, then it need not be cumbersome. Therefore, the pertinent question is whether the change is proactive or reactive. An example could be given of Yahoo...
Q. 4 What is the best approach for employees who do not fit in the change management process and are not comfortable with change?
Reply: "Either shape up or ship out" is a message to the employees who are not amenable to the change management practices. Adaptability is a virtue in the 21st century, and those who are not adaptable are bound to get sidelined. In the aftermath of the takeover by Mr. Vishal Sikka as CEO of Infosys, there were a lot of sackings at various levels.
Final comments
These are for the practicing HR professionals. When it comes to change management, the focus of HR is more on individual change. Right from the beginning, they are obsessed with attitude, emotional intelligence, and so on. However, top leadership expects them to be savvy about current changes in the market or business environment.
Thanks,
Dinesh Divekar