Change Management

The Systems must be changed with the law of continuing change, or those will be useless, as they can’t meet the needs of the present or future.The field of production and services nowadays take enormous changes.

Advance techniques and demands of the customers put organizational hierarchies into more computerized environment. Whatever the changes made in the organizational level should be channeled into a main computer system to trace the changes as well as to put the controlling machine into effect.

Change Management of people is changing people, teams, organizations or societies into present situation to desirable targeted stage. Donald Alan Schon (1930-1997,) a philosopher born in England, showed the inherent desire of organizations to protect from changing. He put the urgent need for changing as a vital sign of development, and emphasized on changing.

Kurt Zadek Lewin (1890-1947) an eminent German psychologist saw the process of changing in three stages. The first is “Unfreezing” where leafing of present “mind set” to suit new condition is taking place. The second phase is where the change actually occurs. The final stage is “refreezing” where the changes are complemented and agreed with. In 1991 Judson showed five stages of changing process namely analyzing, and planning the change, communicating the change, gaining acceptance of new behaviours, Changing from the status quo to a desired state, and consolidating and institutionalizing the new state. Gleicher’s Formula, developed by Richard Beckhard and David Gleicher illustrate the meaning of full change with three stages. The dissatisfaction of the present situation, imagination of better future, and space of quick tactics to overcome the present situation are the main stages of so called Gleicher’s Formula. The ADKAR of Prosci is widely used in the world. This model of changing is based on five elements. Awareness- reason for changing; Desire - Corporation with changing; Knowledge - to know the way of changing; Ability – implement of modern skills or actions; and finally Reinforcement- to live with the change. After knowing these trends of people changing, an organizational changing should be taken place. A successful change management asks for understanding the impact on people it can make as well as of the potentiality of resistance against the change within the organization.