+44 203 318 3300 +61 2 7908 3995 help@nativeassignmenthelp.co.uk

Pages: 9

Words: 2160

Effective Change Management: Strategies for Successful Organisational Transformation

If you want to be successful in your assignments and improve your grades, use our free assignment at Native Assignment Help. Our team of proficient assignment help experts is knowledgeable and experienced enough to produce outstanding papers that meet academic standards. Thus, come together with us at Native Assignment Help for sure success in everything.

Introduction: Effective Change Management: Strategies for Successful Organisational Transformation

This essay aims to discuss change management, which is a systematic approach in an organisation, and how a firm takes this to deal with the transformation of the goals, technologies, and processes of the organisation/business model (Avdeeva, Golovina, and Polyanin, 2021). Change management is the procedure that aims to implement new strategies for managing change, controlling change and effecting change so that people can easily adapt to change (Cameron and Green, 2019). Regarding this, in this essay, how change can be managed in an organisation, how to ensure the change is successful along with the change model, and how to make the change successful will be taken into consideration.


In terms of discussing how change can be managed in an organisation, it can be mentioned that organisational change is a significant procedure with the help of which a business can transform the major components of its operations. In this regard, an organisation can make changes in essential technologies, business models, organisational structure, company culture, etc. To manage change in an organisation, it is important to understand the change process at the very beginning (Acciarini, Brunetta, and Boccardelli, 2021). There are mainly three major stages of understanding the change process: preparation, implementation and follow-through. Thereafter, an organisation needs to understand the change forces, which are the driving factors of implementing the change process in the organisation. Moreover, creating a plan is also important, and in this regard, organisational management needs to define the scope of the change process to its potential stakeholders and should establish a team for the implementation of the change process (Hanelt et al., 2021). Furthermore, communication is a significant aspect, and organisational management has to communicate effectively with the employees to implement change. At the same time, organisational management needs to prepare for roadblocks, which can help them empower their employees so that they can remove all obstacles to start the change process.

To ensure the change is successful in the organisation, the organisational management needs to consider some of the major factors, such as improved communication, increased employee productivity, reduced stress levels, better decision-making, etc. (Li et al., 2021). Change management aims to develop organisational culture and a working environment in an organisation, and due to this, it works to align organisational values and morals. If the organisational management finds that after the implementation of the change procedure, communication and collaboration between the employees have improved and conflicts between employees have been reduced, it can be ensured that the change is successful (Oreg and Berson, 2019). Additionally, if the organisational management finds that employee productivity has increased and employees have become more engaged in accomplishing the organisational goals, then it can also be ensured that the change is successful. Furthermore, if the organisational management finds that stress levels in the workplace have been reduced and the performance of the employees has improved, then it can be mentioned that the change is successful (Binci, Belisari, and Appolloni, 2020). Better decision-making can also ensure the fact that change is successful since effective communication and collaboration among the team members can streamline the organisational process, and the decision-making can be improved (Passmore et al., 2019).

Change behaviour is one of the major factors of modern change management, and regarding this, there is a “three-stage model of change" by Kurt Lewin. Kurt Levin developed this model of change so that he can evaluate two major areas, such as; the change procedure in organisational environments and how the" status quo" can be challenged to realise successful changes (Busari et al., 2020).

The major three stages of change are unfreezing, change, and refreezing. In terms of unfreezing, an organisation needs to determine the major factor that needs to change, and in this regard, the company can survey the business operations and organisational behaviours. This can help the company understand why the change is important for the company. Additionally, organisational management has to ensure support from stakeholders and employees for managing the change procedure effectively (Azizi et al., 2021). Thereafter, though, organisational management has to compel a message to initiate the change vision. The second stage is the change, and in this regard, an organisation needs to communicate effectively with their employees, investors, and shareholders about the benefits of the change procedure so that it can be possible to clarify misunderstandings and rumours. Moreover, an organisation needs to promote and empower their employees so that they can be engaged in the process of change and can support the managers in implementing the change process (Lewis, 2019). The last stage is refreezing, and in this stage, the organisation needs to sustain the change that has already been enacted. In this stage, organisational management needs to identify the major supports and change barriers so that it can develop and promote a long-term change process. An organisation needs to establish feedback processes to enjoy change management successfully and should offer training to employees to make the change effective (Hayes, 2022).

In terms of discussing the major factors to ensure change does not fail in an organisation, it can be mentioned that there are two most important factors, such as the involvement of the top management, the participation of employees, and ownership of change. To ensure the change management procedure in an organisation, the organisational management needs to get the support of the top management officials, and in this regard, the organisational management and change leaders must clarify the change vision and the benefits of the change process to the management so that they can be involved in the process (Bakari et al., 2019). The support of the top management can help a lot to ensure the change process. Additionally, organisational management needs to take the employees into consideration and should communicate effectively with them to make them understand the change management procedure and why the change is required. The change leaders have to motivate employees to seek their support and the owners of the organisation to participate in the change process. It can help the company sustain the change without any failure (Toanoglou, Chemli, and Valeri, 2022. ).

Furthermore, some other factors can help to sustain a change in an organisation, such as effective decision-making, developing training and support programmes for the employees, establishing an effective vision, and effective communication and motivation (Deszca, Ingols, and Cawsey, 2019). To sustain change without any failure, an organisation needs to make decisions effectively, and in this regard, the organisational management should offer proper training and support programmes to their employees to improve their productivity. Additionally, if the company can establish a great vision, it will be possible to achieve organisational goals with the support of the employees (Anderson, 2019). Moreover, effective communication can make organisational operations effective and develop motivation to work.

In terms of discussing how to make change successful in an organisation, it can be mentioned that some significant factors might help to make a change successful. First of all, identifying the major concerns that require a change in an organisation is extremely important (Afuah, 2020). It will help the organisation create a solid foundation for successful change implementation. Secondly, presenting a solid business case to get the support of top management and stakeholders can also ensure that change is successful. Creating a roadmap is also a great aspect of making change successful, and in this regard, the organisational management and the change leaders need to identify the major objectives and scope of the change procedure. Additionally, they can use a "work management platform" to create a roadmap for the better implementation of change (Gigliotti et al., 2019). Moreover, gathering data for better evaluation is also helpful in making change successful in an organisation. In this regard, change leaders must implement that change management plan, and they have to consider analysing data to monitor progress.

Communication is the most significant aspect of change management, and it can ensure the change is successful. Monitoring and managing risk is a significant step to making change successful, and in this regard, change leaders need to consider adopting a change management plan effectively and continuously monitor the procedure to find out if there is any risk (Olafsen et al., 2021). Celebrating success is also important for motivating the team members who are involved in managing and implementing change procedures in the organisation. Lastly, continuous reviewing is important, and the change management leaders, as well as the organisational management, need to review the entire procedure they require to improve the process if they find any obstacles (Yue, Men, and Ferguson, 2019). It can help the organisation to sustain the change successfully.


From the above communication, it can be concluded that change management has great significance in developing organisational culture, employee productivity, and business operations. Communication can help the change leaders interact with the employees as well as the top management to seek their support. Open communication can help make the change procedure easy, and thereby the working environment can be improved. Successful change management can help an organisation understand the need and the effect of change, and at the same time, aligning business resources can support the business's success.


Acciarini, C., Brunetta, F. and Boccardelli, P., 2021. Cognitive biases and decision-making strategies in times of change: a systematic literature review.Management Decision,59(3), pp.638-652.

Afuah, A., 2020. Innovation management-strategies, implementation, and profits.

Anderson, D.L., 2019.Organization development: The process of leading organizational change. Sage Publications.

Avdeeva, I., Golovina, T. and Polyanin, A., 2021. Change management strategy for the activities of business organizations. InSHS Web of Conferences(Vol. 90, p. 01003). EDP Sciences.

Azizi, M.R., Atlasi, R., Ziapour, A., Abbas, J. and Naemi, R., 2021. Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach.Heliyon,7(6), p.e07233.

Bakari, H., Hunjra, A.I., Jaros, S. and Khoso, I., 2019. Moderating role of cynicism about organizational change between authentic leadership and commitment to change in Pakistani public sector hospitals.Leadership in Health Services,32(3), pp.387-404.

Binci, D., Belisari, S. and Appolloni, A., 2020. BPM and change management: An ambidextrous perspective.Business Process Management Journal,26(1), pp.1-23.

Busari, A.H., Khan, S.N., Abdullah, S.M. and Mughal, Y.H., 2020. Transformational leadership style, followership, and factors of employees’ reactions towards organizational change.Journal of Asia Business Studies,14(2), pp.181-209.

Cameron, E. and Green, M., 2019.Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Deszca, G., Ingols, C. and Cawsey, T.F., 2019.Organizational change: An action-oriented toolkit. Sage Publications.

Gigliotti, R., Vardaman, J., Marshall, D.R. and Gonzalez, K., 2019. The role of perceived organizational support in individual change readiness.Journal of Change Management,19(2), pp.86-100.

Hanelt, A., Bohnsack, R., Marz, D. and Antunes Marante, C., 2021. A systematic review of the literature on digital transformation: Insights and implications for strategy and organizational change.Journal of Management Studies,58(5), pp.1159-1197.

Hayes, J., 2022.The theory and practice of change management. Bloomsbury Publishing.

Lewis, L., 2019. Organizational change. InOrigins and traditions of organizational communication(pp. 406-423). Routledge.

Li, J.Y., Sun, R., Tao, W. and Lee, Y., 2021. Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication.Public Relations Review,47(1), p.101984.

Olafsen, A.H., Nilsen, E.R., Smedsrud, S. and Kamaric, D., 2021. Sustainable development through commitment to organizational change: The implications of organizational culture and individual readiness for change.Journal of Workplace Learning,33(3), pp.180-196.

Oreg, S. and Berson, Y., 2019. Leaders’ impact on organizational change: Bridging theoretical and methodological chasms.Academy of Management Annals,13(1), pp.272-307.

Pasmore, W., Winby, S., Mohrman, S.A. and Vanasse, R., 2019. Reflections: sociotechnical systems design and organization change.Journal of Change Management,19(2), pp.67-85.

Toanoglou, M., Chemli, S. and Valeri, M., 2022. The organizational impact of COVID-19 crisis on travel perceived risk across four continents.Journal of Organizational Change Management,35(2), pp.293-307.

Yue, C.A., Men, L.R. and Ferguson, M.A., 2019. Bridging transformational leadership, transparent communication, and employee openness to change: The mediating role of trust.Public relations review,45(3), p.101779.

Recently Download Samples by Customers
Our Exceptional Advantages
Complete your order here
54000+ Project Delivered
Get best price for your work

Ph.D. Writers For Best Assistance

Plagiarism Free

No AI Generated Content

offer valid for limited time only*