Change Management Assignment On Organizational Challenges

Change Management Assignment On Organizational Challenges Article 1 Title: Schumacher, D., Schreurs, B., Van Emmerik, H., & De Witte, H. (2016). Explaining the relation between job insecurity and employee outcomes during organizational change: A multiple group comparison. Human Resource Management, 55(5), 809-827.

Summary: It is evident in this article of change management assignment that with the increase in globalization and increasing competition organizations are encouraged to adopt a number of changes so that they remain competitive in the market. However, this change management process has a significant impact on the employee and their behaviour. The employees are often stressed and feel insecure regarding their job position. This article evaluates regarding the impact of change management and the job insecurities of employees by comparing multiple groups of bank employees that are experiencing organisational changes. The author had developed a test model that is linked to the job insecurity to the psychosomatic complaints and effective communication with the help of two different theoretical mechanisms: energy depletion and fairness in order to understand about the change management process and its influence within the firm. The job insecurities among employees create potential challenges of management for the HR team that can affect the organisational change process in a significant manner.

Critique: The author evaluates that the employees of an organisation are often exposed to a number of organisational change initiatives such as restructuring, mergers and more.

Organisation initiative and adopt these changes for various reasons however, often the changes fail to deliver the desired result. Change often creates a substantial feeling of insecurities among the employees and these feeling create a deleterious effect on the organisation and the employees and creates a challenge for human resource management. In order to explore the issue raised in this change management assignment, the author developed a test and the analyses were based on around 6,268 Belgian bank employees that were experiencing organisational change process. The structural equation modelling revealed that the exhaustion and fairness partially associated with mediating the association of job insecurity with psychosomatic complaints and effective communication. The multiple group analysis conducted highlighted that the relationship between fairness and job insecurity reduced across the three changing states while the exhaustion process was quite prominent during the change. The increasing pressure and stress on the employees affect the functioning of the HR team as they have increased the responsibility of managing the workforce balance and maintaining the efficiency of the firm.

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Conclusion: this article helps in contributing towards the job insecurity literature by recognising the two coinciding but distinct mechanisms that assist in explaining the relationship between employee outcome and job insecurity. The findings of this study reveal that fairness and exhaustion was responsible for partially mediating the association of job insecurity with psychosomatic complaints and affective commitment. In addition, the multiple group analysis conducted helps in understanding that the negative relation between fairness and job insecurity was comparatively stronger and the association between the exhaustion and job insecurity was strongest among the participants in the organisational change. It is analysed that job insecurities affect employee performance and the outcome of the company so it is essential that the HR team should initiative of managing the stress and exhaustion so that insecurities can be reduced.

References: Schumacher, D., Schreurs, B., Van Emmerik, H., & De Witte, H. (2016). Explaining the relation between job insecurity and employee outcomes during organizational change: A multiple group comparison. Human Resource Management, 55(5), 809-827.

Article 2 Title: Rosenbaum, D., More, E., & Steane, P. (2018). Planned organisational change management: Forward to the past? An exploratory literature review. Journal of Organizational Change Management, 31(2), 286-303.

Summary: The change model is a significant factor that helps in managing the change process in a smooth manner. It is evident that as per the change it is important that the management should adopt appropriate change model so that the model can help in managing the process.

The primary aim of this article within the study of change management assignment is to identify the development of planned organisational change models sings the three-step model of Lewin in order to highlight the key linkage between the models. Evaluating the model will help in understanding the roles of the models in the change process in a more detailed manner. The changes within the model since the three-stage model will help in understanding the benefits of the model and the way the models have been improved in order to support the change process.

Critique: In order to analyse the change model the author considered around 13 most commonly used PCOM and the connection with Lewin’s three-step model and the different associated process attribute were made so that the connection between the models and the model of Lewin can be analysed. It is evident that the evolution of the planned organisational changed models since the origin had derived numerous characteristics each of the range is considered to add to a particular gap while they focus on the different component part. It is observed that one series of the approach was focused on differentiating the changes by type where the change is observed as a context of its phase as a stepped or continuous change. On the other hand, another approach though related to the first views change in the context of its 2

impetus as emergent or being planned. Different approaches focus on the different aspects in order to fill certain gaps. The author evaluates that first, the three-step model of Lewin represented a framework for the planned changes, however; the steps of the framework cannot be observed in isolation of the different interrelated processes including the force field analysis and research group dynamics. the findings of this study suggest that all the 13 POCMs have been identified linkage to Lewin which suggests that the development of POCMs is a type of exercise in developing the procedural steps in order to support change.

Conclusion: This paper discussed in change management assignment helps in understanding the contributions that were made by Lewin in the field of planned OCM beyond the present perception of linearity and helps in connecting different types of organisational change models that on in use from the 1947 till date. It is analysed that Lewins approaches when they are considered in its entirety is adequately relevant now as it was at the time of original writing.

References: Rosenbaum, D., More, E., & Steane, P. (2018). Planned organisational change management: Forward to the past? An exploratory literature review. Journal of Organizational Change Management, 31(2), 286-303.

Article 3 Title: Arnaout, B., & Esposito, M. (2018). The value of communication in turbulent environments: how SMEs manage change successfully in unstable surroundings. International Journal of Entrepreneurship and Small Business, 34(4), 500-515.

Summary: It is analysed that implementing any organisational change may affect the workforce of the company or the employee behaviour in a significant manner. Due to increased stress and fear of unknown the chaos of the change is enhanced in an organisation. Communication is one of the most effective media that assists in reducing the issues and tensions in an organisation.

Communication can help in the successful implementation of change within an SME that is experiencing a turbulent environment. The primary aim of this article discussed in change management assignment is to explore the case studies where managerial communication skills have helped in successfully managing the change initiatives. Communication is a medium that helps in creating awareness and spreading information that can help employees in understanding the situation in a better manner and they can be encouraged to be supportive towards change.

Critique: in order to evaluate regarding the concept of communication, the author has considered as detailed case study approach that helps in describing the ways management makes use of communication in order to effect change while they are experiencing a very unstable or a turbulent environment. It is evident that change is an unavoidable, common, ongoing and anticipated phenomenon. The organisation is required to develop strategies that can help them in dealing with the changes and coping with it do that their firm is able to gain a 3

competitive edge. In this study, the author proposes a model where communication is the mean with the help of which conceptualisation changes the process as it is related to the implementation of change initiatives. Communication is considered as a prominent component that helps in the successful implementation of change initiatives within a turbulent environment. the findings of this study help in understanding the importance and significance of communication as a key that links the different pieces of a model together so that SME’s can manage the change in a successful manner. Therefore, it is analysed if an organisation fails in its communication attempts than it is expected that the change initiative of the firm will also fail.

Conclusion: as per the experiment in the article that communication factor that was added to the Pettigrew and Whipp model in order to manage change is considered as a prominent factor.

It was observed after analysing this article of change management assignment that there is a strong connection between the successful implementation of change initiative and communication as it helps in supporting the change process. Management is dependent upon dialogic communication and the employees are considered as participants within the change initiative with the possibility that they will influence the course of change. It is concluded that inefficient communication can cause a questionable change implementation and there are increased chances that change initiative will not be successful for the firm.

References: Arnaout, B., & Esposito, M. (2018). The value of communication in turbulent environments: how SMEs manage change successfully in unstable surroundings. International Journal of Entrepreneurship and Small Business, 34(4), 500-515.

Article 4 Title: Raza, M. A., Khan, M. M., & Mujtaba, B. G. (2018). The Impact of Organizational Change on Employee Turnover Intention: Does Stress Play a Mediating Role?. Public Organization Review, 18(3), 313-327.

Summary: Change is one of the most important needs that help the organisation in remaining competitive in the market. It is analysed that most of the employees re stressed and feel insecure during any change process, therefore, this article is focused on examining the relationship between the various change intervention and the employee turnover intentions.

This study of change management assignment will help in understanding whether the change intervention increases the employee turnover rate. Turnover rate is one of the major problems that increase the problems for HR as they have the responsibility of managing the employees and maintaining the workplace environment. Managing employee balance and ensuring that the employees feel secure and confident in their workplace is important. Due to the lack of employee confidence, it is observed that the outcome of the firm is significantly affected.

Therefore, understanding this context is important.

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Critique: In order to understand the issues of employees, the author of this study has taken the initiative of testing the stress of the employees. In order to gather information for the paper, data was collected from around 162 participants working at different administrative positions in various large public organisations. It is analysed that organisations are prone to changes due to changing the external and internal business environment. The impact of change has become one of the most discussed topics in the field of management. These discussions are vital as they help in improving and supporting the change process in a better manner. The results of the study reveal that the employee turnover intention is observed to be positively correlated to the human resource process, strategic intervention, techno structural and human process. It is evident that human resource management should try to adopt strategies that will help them in maintaining employee’s behaviour and assist them in motivating and encouraging the employees. Maintaining employee attitude is important for successful change management as employee support is required to ensure a strong and successful change.

Conclusion: This study of change management assignment has highlighted the importance of human resource strategies and intervention for maintaining employee performance and confidence. During change management communicating and interaction with employees is important as employees are stressed regarding the new changes and the job profiles. Therefore HRM should encourage the employees to remain positive and help them in understanding the changes in an appositive manner. The employee’s turnover rate increases due to the stress of the employees and the HRM is experiencing a significant challenge in this field. Employee performance is vital for the outcome of the firm and therefore, HRM team will have to take the initiative of interacting with the employee and making them aware regarding the importance of the change so that their stress levels can be reduced and the turnover rate of the firm can be controlled.

References: Raza, M. A., Khan, M. M., & Mujtaba, B. G. (2018). The Impact of Organizational Change on Employee Turnover Intention: Does Stress Play a Mediating Role?. Public Organization Review, 18(3), 313-327.

Article 5 Title: Day, A., Crown, S. N., & Ivany, M. (2017). Organisational change and employee burnout: The moderating effects of support and job control. Safety science, 100, 4-12.

Summary: With the advent in technology and globalisation organisations are experiencing rapid changes are having increased the concern towards the health and well-being of the employees as it is an important issue. It is observed that organisational changes often result in physical and psychological stress among employees however, providing employees with positive job control and organisational support can assist in reducing employee burnout. It is important to ensure that the employees are not overstressed and is not experiencing any issues due to change or 5

this can have an impact on their performance. Therefore, this paper explored within the present study of change management assignment is aimed at exploring the impact of organisational change on the health and well being of the employees and the issues that are contributing towards increased turnover rate. The health care sector of Canada has been considered in order to gain information regarding the burnout issues of employees due to organisational changes and the way these issues can be addressed in order to improve performance.

Critique: It is evident that organisational changes are important for competitive edges and changes such as merger and restructuring can cause a huge amount of job stress and demand psychological uncertainty regarding how these changes will affect the positions of the employees, impact their role ambiguity and increase their workload that results in increasing the employees level of burnout. Organisational changes have often been associated with low employee health and well being in the context of a low self relate heath and increased usage of stress-related medicines. The author used a sample of the Canadian health care staffs who were experiencing large scale organisational change were considered for the investigation to find out if the organisational changes were contributing towards the stress and burnout. The study explores the extent to which the job controls strategies and supervisor support helps in the burnout situation. It was observed that adequate and positive support from the supervisors helped in reducing the negative impact of organisational stress and reduced employee burnout rates. This study helps in analysing the significance of strong leadership qualities and their way managerial support helps in successful change implementation.

Conclusion: This study of change management assignment helps in understanding about the way stressors associated with change is related to the burnout among the employees and the resources of the organisation that may be directly or indirectly associated with the burnout during organisational changes. The managers play a vital role in encouraging employees and motivating them to remain positive during the changes. Results of this research help in understanding the factors in an organisation in a detailed manner. The different factors in an organisation that can help in improving the health and well-being of the employees and assist the employees in gaining opportunities to ensure that they receive the required support during organisational changes have been discussed. Therefore, it is evident that focusing on the leadership qualities is important in order to enhance employee performance so that the outcome of the organisation can be maintained and the change implementation is successful.

References: Day, A., Crown, S. N., & Ivany, M. (2017). Organisational change and employee burnout: The moderating effects of support and job control. Safety science, 100, 4-12.

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