The practises and process of change management Essay

The practises and performance of budge management - Essay ExampleDue to ease of measurement and adjustment, more concentration is presumptuousness to the hard side and the soft side is ignored as the impacts on the soft side atomic number 18 hard to measure and due to this difficulty, they are even hard to alter. It is clear that the most challenging transgress of change management is the soft side or the side that concerns people. Body A huge surf of change management models and literature is available to help managers in dealing with changes and implementing changes successfully. Theoretical models have provided howling(a) amount of insight about how managers can successfully implement change. But these models are not applicable to every situation and managers need to handle change according to their own situations. The models provided for change by some(prenominal) theorists have been created while keeping in mind that these models are applicable to the general population of the organizations. The freshmanly theory proposed regarding change was done by Kurt Lewin in which he stated that there are a number of factors that influence an individuals perception to change and an individual might go finished three stages in order to accept and implement change. According to Kurt Lewins theory, change does not descend suddenly rather individuals and organization go through a process before they finally demand change. According to him there are three stages that need to be travelled for organizations to change. The first part of this three staged process is unfreezing in which the state of an organism of not being induce to accept changed is altered to being ready and enthusiastic to take the initial qualitys to accept change (MAILICK, 1998, p.15). The unfreezing stage is undoubtedly the most important of all stages because in this change an individual has to first be ready to change. To make an individual ready to accept change, the management of an o rganization has to take several essential steps. These steps include, informing employees about the necessity of changing and the current comfort boundary is no weeklong a viable option. The information about necessity to change result motivate individuals and the higher will be the amount of urgency to change, the higher the level of employee motivation towards change will increase (GILLEY, 2005, p.35). erst the management has been successful in unfreezing the people working within the organization, they next move towards solving the prune of how to continue with the change process. Kurt Lewin states that change is not a one time event it continues to take level in the form of a process and thus has regarded the process of change as a innovation (MAILICK, 1998, p.15). Transition here does not signal the changes that can be witnessed rather these changes include those alterations that take level inside as a reaction of the proposed change. The second stage proposed by Kurt Le win is the changing stage in which the actual change arises and the changes that are desirable take place. In this stage, the employees working within an organization bring up from old ways of doing things to new ways of doing things. The problem with this stage is that it is the most complex stage of the built-in change process as this stage gives rises to the fear of unknown within the people (SENGUPTA, 2006, p.3). This change step is even considered difficult as in