Change Management Models the Stakeholder Perspective Order Instructions: Change management models – the stakeholder perspective
There are many types of stakeholders that change managers will often have to consider when planning and implementing the processes necessary to facilitate a change process in their organizations.
In this week’s initial Key Concept Exercise post, you were asked to reflect on the ways in which managers might experience the presence of this type of stakeholder in the firm’s response to an example change driver. In the associated collaboration, you will extend that reflection out into a consideration of the ways in which classmates have responded to their own chosen change driver, and thus reflect on the ways in which the nature of the change driver can impact on stakeholder identity and reactions to the suggestions for change that are subsequently made.
Change Management Models the Stakeholder Perspective Sample Answer
Change management models at the stakeholder perspective
The ways in which managers might experience the presence of change driver in the firms’ response to an example change driver.
Change drivers work with change leaders and organizations to ensure that a change is successfully implemented. According to Karen Whelan-Berry and Karen Somerville, change drivers are stakeholders who assist organization leaders determine if the organization is ready for change, what resource would be essential in implementing the change and helps the organization implement, complete and succeed in the change. In other words, Change drivers are activities events or behaviors that assist in change implementation (Karen Karen 2010).
Managers can also experience a change in the organization through business models set by the firms. These are processes which help in deciding the change that should be introduced. Through identifying central components of an organization’s business model, changes necessary in the company can easily be recognized. According to Sergio (2014), organizational processes can be changed through techniques of Total Quality Management and Business Process Reengineering. Through business models, complex situations in an organization are simplified and reduced hence guiding the planned process towards organizational change (Sergio 2014)
Patrick Mayfield says it is critical for managers to engage with stakeholders for change to be effective in an organization. In his article Emerald Insight, Patrick features a number of principles that help change to be effective. The manager should seek the opinion of people that are being targeted by the change so as to make them part of the change. Secondly, Patrick states that the manager should be willing to lead the change process and to let go old habits. Generally, Patrick believes that managers should totally be engaged in the change process for it to be a success.
Ways in which the nature of the change driver can impact on stakeholder identity and reactions to the suggestions for change that are subsequently made
Generally, Organizational change involves a certain extent of the threat that can either be real or alleged, of individual loss for people involved. Threat as a result of change drive varies from the simple destruction of a normal routine to real job security. Additionally, in the long run, or even the short run, tradeoffs can be evident. How an individual reacts towards the change driver will greatly depend on the stakeholder of change. It is the change stakeholder that influences an organization to either oppose or propose the changes through how he lays out the proposed change plan. The strategic plans towards change majorly influence how the change will be perceived.
Notably, change management is crucial since it lays down a plan through which an organization would get to its vision or future state. Wrong change driver will cause failure in achieving the planned goals and objectives. For a stakeholder to be successful in change implementation, good vision for change should be created while people involved should be encouraged and empowered to be the agents of the change (KMGT 673 2015). Proper involvement of all stakeholders in creation of change helps in proper implementation of the same. The change management agents that have been empowered should also be given plans that offer a total systems approach towards the change. The change should be practical and are prospect oriented. It is only when the change drivers are realistic and achievable that the stakeholders will get a positive reaction. The success or failure of the change largely determines how the identity of stakeholder will be perceived.
Change Management Models the Stakeholder Perspective References
Fiona, G 2014, Managing organizational changes. Philosophies of changes approach [streaming video]
Patrick, M 2014, “Engaging with stakeholders is critical when leading change”. Industrial and commercial training. Journal of management development Vol. 46 Iss 2 pp 68 – 72
Karen, S & Karen, A 2010, Organizational change Process: A review and synthesis. Journal of change management. Journal of change management. Vol. 10 No. 2, 175 – 193, June 2010
KMGT 673 2015, Organizational design and change, Week 3. Laureate Education, Inc.
Sergio, A 2014, Designing Business Model change. International Journal of Innovation Management. Imperial College press. International Journal of Innovation Management. Vol. 18, No. 2 (April 2014) 145008 (22 Pages)
