conclusion on change management essay

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Management of change: conclusion.

We started our series defining crucial concepts, i.e. change includes anything that takes a company from its current state to a new, desired state and that it takes the buy-in and adoption of the people in the company in order for change to be successful.

This statement encompasses several ideas and focused areas, each of which we explored during this series.

The executive piece focused on the leadership required as company change agents – establishing goals, creating clear direction and modeling the new, desired behaviors.
Our financial commentary focused on the numbers of change: establishing numerical baselines, checkpoints, and the financial ranges indicating success.
The project management information recognized your company’s project managers as those best suited to manage and evaluate the change process, since that’s what they already do for your clients.
The marketing article acknowledged the multifaceted role marketing plays: the industry researcher who sees the need for change; the communicator/positioner for your company, your clients and your employees; and an area that needs to embrace the change themselves.
Our final focused blog piece from the human resources perspective really explored the people – the most important part – of change. If the people in your company aren’t clear on change, all the spreadsheets and tools in the world won’t make it work.

Information Technology – yet another key aspect of change

We investigated, at a high level, about each area and their responsibility toward change and the adoption of that change. We also made reference to some of the tools that can contribute to this change process. For example, in the executive focus we made reference to an executive dashboard to help leaders keep abreast of their company changes. Furthermore, project managers are very technically savvy with their project management software. Marketing, also, has technology that they have to employ to keep abreast of changes in their jobs. The common denominator to all this and more is … technology. Partnering with your IT department allows for smoother change . And, like all the other roles, technology plays a dual role offering technology that empowers employees in potentially two ways:

1) As a new technology that companies can now use, changing the way they do their work.

In Aaron Jones’ article, “ Change Management: 8 Tips to Successfully Implement a New Technology ” he states “Companies that have been through successful implementations of new technology understood employee concerns and addressed those concerns early in the process” and offers the following steps for successfully integrating a new technology.

Select the Right Technology
Check References
Involve Employees
Get all Personnel Involved Once a New Technology is
Focus on Training
Document Everything
Create Short Terms Wins
Demonstrate No Fear

2) As a technology that helps manage the change process itself.

In Henry Hornstein’s article, “Using A Change Management Approach To Implement IT Programs” he explains, “The importance of managing organizational change effectively has compelled a growing number of organizations to incorporate the discipline into major initiatives of all sorts, from the introduction of IT software packages to business process and organizational structure changes. The contribution of effective change management/leadership to the achievement of positive results cannot be ignored … when combining high usage of innovative Human Resource Management (HRM) practices with high usage of information and communication technologies (ICT), in change initiatives. ”

The single most important thing to keep in mind when implementing change is to understand why the change must happen. There are three steps to implementing change:

Un-Paralyze your Organization - Develop a persuasive reason both why the change must happen and if it weren’t to happen, what would the negative impacts be. This creates a motivating reason why the change must happen.
Show Benefits to Individuals - Individuals that are impacted by the change need to understand how it will benefit them. People want to be in the know. So communication and managing expectations are key.
Re-establish Standards – When employees feel they are constantly in flux and don’t know what to do, it creates uncertainty. Implementing change in a phased approach with continued reinforcement of those expectations helps people feel they know what is expected. Change will happen once you have a good QC process and a well-established protocol of what is expected.

Change in the end

It all leads to one conclusion. Change is never done alone. It takes the interactivity of every aspect of an organization (leaders, individual contributors, tools) to make change management successful.

Gone are the days of five year plans. Today’s speed of business requires an agile organization who can change even as frequently as 12 – 18 months. Having a comprehensive and thorough management of change process is the only way businesses can survive … and flourish.

And remember that friend who asked about the investment return from the beginning of our series? After reading each blog piece and taking the time to process each area’s responsibility toward the success of change, you can now tell your friend that the initial investment may indeed be huge, but because you have been given the necessary information for effective change management, we will ALL be able to prove enormous returns!

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Essay on Change Management

Introduction .

Change management is an integral part of every firm as organisational change is inevitable. Improper application of strategies during the process can lead to eventual failure or closure of a firm, as has been witnessed in the business world. Consequently, it is critical for the management of any firm to follow the proper process in implementing change to avoid dire consequences. Diverse models have been propagated to decode the appropriate change process, including Lewin’s change management model and Kottler’s change models. Both of these models recognise that change in any firm is met with resistance owing to several reasons that are explained in this study. Change management follows three stages according to Lewin’s change management model: freeze, change, and refreeze.

Cameron & Green (2015) assert that change in any organisation is faced with resistance from the workers. This calls the managers to embrace the psychodynamic approach to change in the event of managing change. The Kubler-Ross model is the best example of the process that individuals face when faced with change. The model states that if workers envision a change as unfavourable, they undergo a grief process in the order of denial, anger, bargaining, depression, and acceptance. In the denial stage, the employees or workers deny the recommended change, and they tend to stick to the status quo (McGuinn, 2019). They proceed to the anger stage where they realise that they cannot continue denying the change as it is inevitable. Consequently, they mostly exhibit frustrations and anger. They then go to the bargaining stage, whereby they gain a false hope that the incumbent change can be evaded as they look for trade-offs to remain at the status quo. The individual may then sink onto depression in the fourth stage, whereby they familiarise themselves with the change taking note of the downside it causes them while trying to accept the advantage the change brings. The final and firth stage is acceptance, where the workers show stamina emotionally, and they become more retrospective. Cameron & Green (2015) recommend change leadership whereby leaders must be aware of the different phases that individuals working under them face so that they use the right strategies to manage change effectively.

Change Management Strategies

According to Lewin’s change management model, the change process should be done in three main stages, which are: unfreeze, change and refreeze. The process helps in remodelling a firm to accommodate all the required changes. Unfreezing involves recognition or the creation of the need for change. In this stage, the management is concerned with preparing the firm to accept the need for change at whatever level it is needed. Creation of awareness among workers is essential so that nothing eventually comes to them abruptly as that would yield more resistance. The leaders in this stage are expected to manage the doubts and concerns of the workers regarding the change as change is naturally met with resistance, as shown in the Kubler Ross model above Cameron & Green (2015). Unfreezing stage entails preparing the workers to see and accept the need for the change. This stage requires the upper management to fully engage in supporting the workers to understand and see the need for change. Some of the information which may need to be communicated and made clear at this stage includes low sales, poor financial achievements, negative surveys from clients, or data that is clear to all that a change is needed. At this point, the aspect of questioning the current culture, values, behaviours, and attitudes is vital to modify the foundation to ensure that the firm does not collapse (McGuinn, 2019). The second stage of the Lewin’s change management model is called change. This is the stage in which the management begins to resolve any uncertainty that was created in the first stage of the change process. The management also looks into new strategies in which they can do things in the firm. People begin coming on board as they envision the change, albeit this happens gradually. The gradual nature of the process could be explained by the Kubler-Ross grief process model, whereby employees are still getting used to the change while still trying to figure it out. Burke (2021) states that the process of transition is not flawless since most people take time to embrace the changes, and this leadership must be patient and supportive while ensuring the workers take part in the process positively. Communication is highlighted as one of the key tools that the leadership should use in this stage, whereby they often reassure the people, empower them to take positive action, and dissipate all negative rumours. This stage allows the leadership to use their experiences and learn from them, as described in the Kolb’s learning theory. The final stage of the change process, as per the Lewin’s change management model, is the refreeze stage, which only begins when all parties involved are actively involved in attaining the new desired structure. Some of the significant signals that this process has taken shape are a stable working environment and constant understanding of the job descriptions and specifications in attaining the new vision. Clearly, the clear engagement of all workers shows that they understand the vision and are willing to work towards its attainment for the betterment of the economy. The leadership is faced with the need to offer ample support, mainly in terms of training to the workers. It’s impossible to attain the new state with the old mindset, thus the need for new skills and strategies to the workers. The changes are then sustained in the firm only via the deliberate effort of all workers. After a while, these are incorporated into the corporate culture making these embedded in the fabric of the organisation even in later times.

Change management is a process that can be explained using several theories and models. However, most of these all indicate that change is a process that is faced with resistance requiring the management to actively involve and communicate with the workers for an easy transition. As described in the Lewin’s change management model, the process takes three stages which are: unfreeze, change, and refreeze, respectively. Taking time in the first two stages helps the workers get through the grief process of change that is explained in the Kubler-Ross model.

Reference List

Burke, L., (2021). Restructuring: the game change . American Enterprise Institute.

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to organisational change models, tools, and techniques (4th Ed. ). Philadelphia, PA: Kogan Page.

McGuinn, P., (2019). Leading Change . Centre for American Progress.

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Change Management, Essay Example

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We live in an increasingly competitive world because globalization has increased trade between countries, opened more markets to the market players, and human and capital resources have become more mobile than they were in the past. Thus, it has become even more important to successfully manage change so that organizations continue to learn and evolve in order to remain competitive and maintain profitability. Different change process theories have been proposed over the last few decades such as Lewin’s Change Management Model, ADKAR Model for Change Management (ADKAR), and Kotter’s 8-Step Change Model.

Lewin’s Change Management Model proposes that change be bought in three steps which have been called Unfreeze, Change , and Refreeze in the model. The first step is Unfreeze which means that the organization should challenge the existing culture and work practices and prepare everyone for an impending change. The management also explains why a change has become inevitable and how it will benefit the organization and all the stakeholders involved in order to secure everyone’s support. The second step is Change where the actual steps are taken to implement change and new behaviors and work practices are adopted. The third step and the final step is Refreeze when people have started embracing the changes. Thus, it is time to establish the new changes as the norm (MindTools).

ADKAR is a goal-oriented change management model. ADKAR breaks down the change process into multiple steps and the results are evaluated at the completion of each step to determine whether the stated objectives were achieved or not. The benefit of ADKAR is that it helps to identify specific factors that may be working against the overall change process and address those specific factors. ADKAR model is composed of two dimensions which are Business dimension of change and People dimension of change. Business dimension of change includes elements such as business need or opportunity, project definition, business solution, proposed processes and systems, and implementation of the solution. People dimension of change includes elements such as awareness of the need to change, desire to participate, knowledge of the final form of change, ability to implement the change, and reinforcement to keep the change in place (Prosci).

Kotter’s 8-Step Change Model as the name suggests, consists of 8 steps which are establishing a sense of urgency, creating the guiding coalition, developing a chance vision, communicating the vision for buy-in, empowering broad-based action, generating short term wins, never letting up, and Incorporating changes into the culture(Kotter International). In short, Kotter’s model provides a step by step guidance to implement change and is more specific than other models which is not surprising since it is relatively new. Thus, it has the added benefit of taking into account the challenges being faced by most organizations in their quest to introduce flexibility. The model introduces a step-by-step guidance to successfully pave the way for a flexible culture within the organization.

People usually resist change because it means learning new skills and doing things different from what they are used to. Some fear their performance will be negatively affected. People are also interested in as to how the changes may impact them and behave accordingly. Because change is often adapting to new way of doing things, the fear of unknown also results in resistance (Peter Barron Stark Companies). If the change is expected to make the organization lean, some people would oppose it especially if it means loss of power and authority. The paste experience may also result in opposition especially if the previous experience resulted in disappointing outcomes. Some think that because the organization seems to be doing fine, there is no reason for change. Moreover, change always carries some risk and different people have different attitude towards risk. The people may also resist change if they feel the decisions are being imposed on them without taking into account their concerns and opinions.

The managers/leaders can take several steps in order to secure the support of the subordinates and other stakeholders. First of all, the management should communicate to the stakeholders as to why the change is being implemented. People are more likely to support change if they can see the relationship between the desired change as well as the organizations’ overall objectives. Second, the management should involve subordinates in the discussions and seek their opinions/feedback. When people feel their opinions are being listened to, they will be more willing to cooperate.

The management should communicate how the change will impact/benefit the subordinates in order to ease their concerns as well as make them aware of the benefits that will flow to them from the change. The management may also tie a portion of the employees’ overall compensation plan to the progress in organizational change. This will give the employees an incentive to contribute towards the success of the overall change process. The management should also take efforts to keep the employees informed of the progress because this will help build trust between the management and the subordinates. Some employees may be skeptical of their ability to adapt to change so the management should provide training wherever needed in order to help employees feel comfortable in the new working environment.

Kotter International. (n.d.). The 8-Step Process for Leading Change . Retrieved September 28, 2011, from http://www.kotterinternational.com/kotterprinciples/changesteps

MindTools. (n.d.). Lewin’s Change Management Model . Retrieved September 28, 2011, from http://www.mindtools.com/pages/article/newPPM_94.htm

Peter Barron Stark Companies. (n.d.). Why Employees Resist Change . Retrieved September 28, 2011, from http://www.peterstark.com/why-employees-resist-change/

Prosci. (n.d.). “ADKAR” – a model for change management . Retrieved September 28, 2011, from http://www.change-management.com/tutorial-adkar-overview.htm

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Conclusion and Recommendations

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Change and Change management: A Business Essay

Introduction

Change and change management are two common terms used in organizations today. In some instances, it has been noted that they are used interchangeably though they have different meaning. Change is movement from the current position to a future position through a transition state while change management is supporting the individuals affected by the change during the transition state and adapt to the new organizational paradigm (Burnes, 2014, 9-10). The industrial revolution which started in Britain and spread to other parts of the now developed world initiated the scientific management which saw a shift from the traditional way of business to the new approach. It was realized that the traditional management was no longer relevant in achieving the objectives that came as a result of the capitalist economy. Large companies and the governmental institutions started to shift to a better management approach that was viewed as more ideal. In the modern world, change is perceived as a continuous process and both the employers and labour force have to catch up in order to remain competitive in the market. This synopsis is meant to establish change and how it has evolved with time, how change is managed in an organization, and the challenges that face change and change management. This will be done through review of available literature on the topic of change and managing change.

Background information

During the industrial revolution, it was realized that the approaches to labour that were used were not enough to steer companies to the realization of the new goals and objectives. Excessive research was carried by several people who wanted to have the optimum productive of the employees. Leading the pack were Weber, Taylor and Fayol who coined scientific management in the 19 th century. Though they were writing form different environments and constraints, the idea was behind the approach and the proponents were the same. Classical approach as is commonly referred to changed the whole perception on labour and that organizations were just made of individuals. It came into being as managers realized that the methods used then were inconsistent to responding to new challenges and opportunities. However, the classical approach soon became obsolete. Critics argued that it was limited to a single dimension of the human motivation (Burnes, 2009, 15-30: 2014, 15).

The classical approach began to face opposition both at an intellectual and practical level in the 1930s. Human needs were viewed as dynamic and money was not the only thing that gave motivation to the labour force. This bore the human relationship approach which was the new paradigm that companies and individual were required to adopt. As expected, it faced opposition from the traditionalists who viewed it a radical system to the already established code of operation (Burnes, 2014, 33-40). A new approach come into being, the contingency theory, which viewed organizations as open ended system each having a unique way that works best for it. It was favoured since it came at a time when technology was increasingly finding applications and being incorporated into management. Many viewed a simple approach to understand compared to the previously developed ways. A company will have good performance if it adopts a structure than aligns their environment, technology and size (Burnes, 2014 74-80).

Research questions
What is change and change management as used in the business organizations and governmental institutions?
How has the approach to change and change managed evolved since the dawn of the new thought during the industrial revolutions?
What are the barriers to change and what are the mandates given to the management team during the execution of the different strategies?
Literature review

Competition and globalisation are constantly increasing in the modern world hence change management becoming increasingly important. A systematic view of change management has been proposed that provides a characterization of change management from the viewpoint of modernism. The approach to changes should be logical and executed in an orderly manner and takes it classification and relationships as alternatives to managing change. The systematic view has three approaches to change management; modernism, post modernism and structuration, which all provide a framework for the developing and an improved understanding of the problem situation which is characterized by diversity and interactions of the organizational change (Cao & McHugh, 2005, 480-488). Managing change is one of the critical parts during the implementation of the new strategies that will make the organization remain relevant in the otherwise competitive markets (Burnes, 2009, 188).

There are several reasons why organizations opt to adopting a new system or structure of doing business. Whether for corrective measures, matching up with the prevailing market trends or even for steering the company ahead, the management at one time will have to make the some decisions that alter the normal approach of doing business (Porras and Silver, 1991, 51). Both the internal and external environments significantly influence how businesses operate and the changes that they can make. Organizational politics, power and culture have significant influence on the process of change since they are key factors to the final decision and implementation process (Burnes, 2009, 250).

The magnitude of change varies which demand different action to be taken by those in authority. Change or success does not require people to do dramatic action but just ordinary things done by the ordinary people in a competent way. Managers have the ability to influence on the course of events and steer people to achieving the desired goals and objectives. In the same way, they are able to lead the subordinate staff into adopting the new set rules and guidelines that are deemed necessarily by the change. Understanding the group dynamics is very vital while dealing with change. In any society, there are the ring leader and the less subtle section that tend to follow the majority side. Discovering these connections is very vital since the reception of the new ideology, structure or technology will be greatly influenced by these forces within the organization (March, 1981, 563-577).

To have a better approach to the change management, the change process has been characterised as either planned or emergent. The planned change approach was developed prior to the 1980’s(Porras and Silver, 1991, 52-55). According to Lewis Kurt, planned change aims at resolving conflicts by bringing together the various parties; managers, employees and change consultants. During the planned change process, self esteem and performance are significantly affected. The coping cycle was developed to show how people in an organization responded to the implementation of the planned changes. In the initial stages, there is a lot of denial which is followed by defence as people feel threatened by the new approach. The management and the organization as whole then enter the discarding stage where the traditional ways are dropped, adaptation and finally internalization of the changes. This method has been categorically being called the three steps model which include unfreezing, moving and refreezing. It relation to the five stage and effects on both performance and self esteem are shown below.

Figure 1: Relation between the five stages and the three steps model (Adopted from Burnes, 2009, 340)

Emergent change approach counteracts the proposition that there are universally accepted rules for change as proposed by the planned approach method. Rather, it outlines five determinants that affect the success levels of change. Organizational structure, organizational culture, organizational learning, power politics and managerial behaviour are listed as the key factors that should be given considerations while managing change. Change is achieved when all the people actions are linked at all levels of business. Some scholars, however, have proposed some flexible and general guidelines that should be followed under this method. The proponents of this approach argue that the operating environment is changing rapidly, radically and in a very unpredictable manner. The internal environment is thus forced to have continuous change so that it matches with the trends in the market (Burnes, 2008, 380-410).

Managing change

The day’s approach and the general views are constantly changing hence the need to adopt the newer systems which lead to a better realization of the set objectives and goals. Dealing with the change is the most challenging part since people are generally resistance and comfortable with the existing methodologies. It has been noted that for people to be more accepting, the end results should be in their favour. Over the last century, there has been varying approaches that companies have used in executions of their mandates. However, it has been pointed out that there has always been a rift between the approaches used by the different parties involved. It becomes crucial that those in power have the know-how on how to deal with the system (individuals) as they undergo through the transition stage and employ the new set code of action. If this is not taken into account, rift and strife will be prominent which will further hinder the process of changes. Understanding change and change management become crucial in order to be in a position to fit in into the new system.

Barriers to change

To overcome the resistance to change, one should first understand the cause (Peter & Kaeufer, 2000, 1). Several qualitative researches have been done to establish the core issues that impede the process of change. Though done by different authors the core issues that influence how the individuals involved accept or reject change were found to be almost identical (Dent & Goldberg, 1999, 28). Peter & Kaeufer (Peter & Kaeufer, 2000, 2) points out that the failure to trust when it matters limits many change initiatives. Some of the key reasons why individuals and organizations resist change include misunderstandings, emotional side effects, lack of trust, fear of failure, personality conflict, uncertainty, fear of outcome, poor training, threat to job and breaking of work group. The weight given to the above factor varies as per individual and the context of application. It is worth noting that throughout the different managerial approaches that have been in force, the factors for the resistance to change have been consistency (Dent & Goldberg, 1999, 28).

Challenging resistance to change

As much as change is expected in any system, people are not always receptive of the new organizational paradigm and in many cases tend to cling on the old methods. The term resistance to change appeared in the 1950’s as authors tried to explain the methods can be used to have a smooth transition. Several authors through research works, speeches and even films in the 1950’s proposed methods that can be used to overcome the resistance to change. They argued that whether it is an administrative, technological or structural change, they will all face some resistance since the problem was psychological at an individual level. Resistance to change is a normal phenomenon that should be expected in any organization. It can be frustrating to managers if their efforts are not implemented by the subordinate staff. It was shown that the management need to draft some strategies which would help implement the new development and managerial approaches (Dent & Goldberg, 1999, 33-35).

The methods that were proposed to be ideal in overcoming change included education, participation by the affected parties, discussion, financial benefit, discussion, facilitation and negotiation and political support (Dent & Goldberg, 1999, 28). In this case, it is assumed the resistance to change is more of a psychological problem and to overcome it, one needs to change the mindset of the affected individuals and make them more receptive. Alternatives to this psychological approach, strategies for overcoming change are offered regardless of the intended change. Changes can results to certain negative effects such as loss of status by employees. However, these difficult situations should not be labelled as resistance to change that that perception will further impeded the process of change (Dent & Goldberg, 1999, 28).

The process of change in an organization

Changes can be termed as episodic or continuous (Quinn & Weick, 1999, 362). Episodic change describes organizational changes that are infrequent, discontinuous, and unintentional while continuous changes is used to group together the organizational changes that are cumulative, evolving and tend to be ongoing (Nutt & Backoff, 1996, 333-340, (Burnes, 2009, 460). Several management practitioners and authors had come up with different approaches to the change process and common cycle that are undertaken for both continuous and episodic change. For example, Mintzberg & Wetsley (1992, 39-59) wrote about detailed cycles of organizational change and how they affect they are affected by internal and external environment of the organization. It is agreeable that the organization should set the right framework for change to be effective. The range of situations that are faced determine to the right approach that should be followed (Burnes, 2009, 432; 2014, 307-8).

The change process can viewed as a triangle with people, objectives/outcomes and planning forming the edges. The process begins with establishing a team that will be involved in planning the change and setting the objectives and the intended outcomes. The people within the organizational are then informed of the new strategy and its implementation process. It is the responsibility f the team to monitor the progress and issue corrective measures to align the progress to the set goals (Burnes, 2009, 460-465).

The driving force behind the change of organizations has been a central and enduring quest by scholars and practitioners in the field of management. It has proved to be hard to find the sequence of events that lead to the unfolding of the events of change. Several theories such as the evolutionary and teleology (Van Den Ven & Poole, 1995, 522) have been developed in attempt to explain the cycles and motor of change. It is the responsibility of the management to steer the organization in achieving the desired change. One of the key problems that the management are facing today is the effects of globalization. The unified market has brought a new edge in sustainability, workforce diversity and business ethics (Hage, 2006, 598-622)

The management is therefore required to devise new ways of approach to and implementation of change (Burnes, 2009, 495-500). They are expected to adapt or shift managerial roles since each single decision they make as far reaching effects and profound implications on within the organization and even in the society. A clear line should be drawn between the role and responsibilities of a manager and a leader and managers meant to understand when and how to act (Burnes, 2014, 430-1).

Change has been described as an inevitable process whether at a personal level or in organization. Since the onset of the industrial revolution, there have been drastic changes in business process as the management of various organizations and corporations try to remain equally competitive in the otherwise stiff market. It has seen the emergence of newer theories and management approaches which were then replaced by newer methods and strategies while in search of the ultimate solution. The systems have been known to be very opposing to changes despite the positive outcome. Individuals as well as the top management have rejected changes that they termed as not in their favour or against their beliefs. This has resulted to a new genre of management that deals with specially managing the change and the change process.

Burnes, B. (2009). Managing Change. Harlow: Pearson Educational Publishers.
Burnes, B. (2014). Managing Change (Sixth ed.). Pearson Educational Publishers.
Cao, G., & McHugh, M. (2005). A S ystemic View of Change Management and Its Conceptual Underpinnings. Systemic Practice and Action Research , 18 (5), 475-491.
Dent, E., & Goldberg, S. (1999). Challenging Resistance to Change. THE JOURNAL OF APPLIED BEHAVIORAL SCIENCE , 35 (1), 25-26.
Frances, W., & Henry, M. (1992). Cycles of Organizational Change. Strategic Management Journal , 13 , 39-59.
Hage, J. T. (2006). Organizational Innovation and Organizational Change . Annual Review of Sociology , 25 , 597-622.
March, J. (1981). Footnotes to Organizational Change. Administrative Science Quarterly , 26 (4), 563-577.
Nutt, P., & Backoff, R. (1996). Fashioning and Sustaining Strategic Change in in Public Organizations . Public Productivty & Management Review , 19 (4), 331-337.
Peter, S., & Kaeufer, K. (2000, October 04). Creating Change. Execurive Excellence , 2.
Porras, J., & Silver, R. (1991). Organizational Development and Transformation. Annual Review. Psychol , 42 , 51-78.
Quinn, R., & Weick, K. (1999). ORGANIZATIONAL CHANGE AND DEVELOPMENT. Review Pyscho. , 50 , 361-386.
VAn De Ven, A., & POOLE, M. S. (1995). EXPLAINING DEVELOPMENT AND CHANGE IN ORGANIZATIONS. The Academy of Management Review , 20 (3), 510-540.

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Organizational Change Management Essay

Managing organizational change.

Change is an ever-present feature that has become a constant in organizational life. This is because change is inevitable for companies that wish to stay competitive and profitable in a shifting environment. However, in employees, organizational change often induces fear and resistance which can have serious damaging organizational consequences. Therefore, it is important to discuss all the ways of how changing work conditions can impact workers and develop coping strategies.

Reactions to organizational change vary from resistance to compliance and the enthusiastic support of the change, though the latter is rather an exception. There are two types of resistance distinguished, active, and passive (Palmer, Dunford, & Buchanan, 2017). Employees engaged in active resistance may sabotage the change efforts, start rumors, undermine the work process, arguing the need for change, and being overly critical about it.

In turn, employees who resist passively seem to agree in person but do not follow what they are told to do. These workers may procrastinate, feign ignorance, and do nothing allowing change to fail. Such passive resistors dislike the change quietly and can even seek a new job without expressing their concerns about the change. Another way of how workers can be impacted by changing work conditions is to become apathetic. In such a case, employees do not resist change but also do not support it; they just serve their time.

However, some workers may show grudging or formal compliance, which means that they do not fully embrace the change but do enough of what is asked of them. Workers who show genuine compliance not only do what they are asked to but also understand the benefits of the change. Employees who show enrollment devote their time and energy to the change implementation and are enthusiastic about it.

Special attention should be paid to individual reactions which have to be considered by change management when implementing change. For some people, the organizational change can appear to be rather traumatic, and they need to go through several stages before accepting it. These stages are denial (a person does not perceive new information), resistance (a person actively or passively resists as the stress increases), and exploration (a person reflects on the benefits of the change). The last stage is a commitment when an individual fully embraces change. However, it should be mentioned that while some employees can go through all these stages, others may become stuck at a certain one.

A suitable plan of action is a key thing in managing change. Change implementation and management is an ongoing process that takes not only time but also the dedication and a high level of expertise. Choosing a change management approach is an important step in successful change implementation. The most widely used models are the DICE model, the ADKAR change model, and the model offered by McKinsey.

The DICE model is used to determine whether a change program will succeed or fail by identifying four factors, which are “duration, integrity, commitment, and effort” (Palmer et al., 2017, p. 321). If the duration is short with frequent reviews, duration scores highly. If an organization has a skillful leader and employees are enthusiastic, integrity and commitment score highly. The factor of effort considers the actual effort the staff needs to exert apart from the current workload. The evaluation results are divided into different categories, which are win zone, worry zone, and woe zone, depending on potential risks (Palmer et al., 2017). The DICE framework allows a change manager to create a plan of action based on identified weaknesses.

The ADKAR model is based on five components, which are awareness, desire, knowledge, ability, and reinforcement (Palmer et al., 2017). This framework is a diagnostic and planning change management tool that can be used for several purposes, in particular, to identify why change is difficult and develop communication strategies. This model pays specific attention to individual perceptions of employees whose enthusiasm and support are key to successful organizational change.

The McKinsey checklist includes several tactics that contribute to the success of the change. These tactics are goals, structures, involvement, and leadership, which allows for saying that the model is concentrated mainly on organizational, management, and leadership properties. By evaluating each of the tactics, a change manager can identify weaknesses of the change and gain insight into what should be improved. The checklist highlights that a successful change is possible only when these four powerful components are combined.

However, all three models are only theoretical guidelines that determine factors that should be addressed rather than explaining how. Organizations must always improve their performance to get a competitive advantage and produce greater profits (Anderson, 2017). An indispensable part of all the above-discussed models is the establishment of the need for change with further communication of this need to all the staff. Clear and timely identification of the need for change contributes to the successful process of transformation.

As a system, an organization depends on several factors that influence its functioning. These factors can be both internal and external and act as reasons for the organizational change. Among external factors, there are geopolitics, hyper-competition, reputation, mandate, demography, and fashion (Palmer et al., 2017). Fashion means following trends in organizational change with a low perspective of achieving benefit. Demographic changes are related to the aging of the workforce and the change in its composition. Geopolitical driving forces are associated with the intensification of global business relationships, technological innovations, and international trade.

Among internal organizational drivers, there is growth, new chief executive, integration and coordination, power and politics, and corporate identity (Palmer et al., 2017). Growth generates problems of a required increase in scope and complexity. Integration and coordination are common problems for larger organizations requiring better communication between different departments. A new chief executive can set a new direction and bring new ideas. Corporate identity provides for a shared goal, which is a valuable asset for any kind of organization. Power and politics drive organizational change and depend on the interests of stakeholders.

A comprehensive leadership model should include the following steps:

Identification of the need for change based on both internal and external driving factors.
A clear understanding of the type of driving factors and pressures that trigger organizational change.
The rationale for what a leader wants to achieve as the result of the change.
A clear view of the expected effects of a leader’s actions.
Choosing an appropriate strategy for promoting change.

Depending on the type of change, in particular, the type of pressures driving it, there are different images of a leader. A leader has to act as a director if the change is a result of strategic pressure or low internal efficiency (Anderson, 2017). A leader has to act as a navigator if there are strategic threats. A leader has to act as a caretaker if there is a great number of pressures to an organization that cannot be managed at a time. In such a case, a leader has to care for an organization while it is subject to threats. A leader has to act as a coach if there is a need for coordinated teamwork aimed towards a common purpose. A leader has to act as an interpreter when an organization faces many internal and external pressures and they have to be communicated to the staff.

Any organizational change must be aligned with a clear vision and business idea. In such a case, it will be easier for a change manager to ensure that all the subsequent activities and interventions are coordinated and consistent. Visions help the personnel identify with an organization by motivating people to achieve corporate and personal goals. Whether vision describes a future scenario, the mission is focused on what a company is and what it does (Palmer et al., 2017). Therefore, before reporting a change initiative, it is crucial to do a “revisioning” exercise to determine how well an organization follows its vision and mission.

The plan of an organization’s change initiative thus includes the following components:

Setting the direction (analyzing mission, vision, and strategy).
Establishing a sense of urgency. This step involves the examination of market conditions and competitive realities with the identification of weaknesses and possibilities for improvement.
Applying the opportunities to the vision and mission identified. Developing strategies to achieve that vision by an organization’s resources and capacities.
Forming a powerful team. The members of the team should have the power and dedication to lead the change among employees.
Communicating the vision and mission to employees.
Empowering others to act on the vision. Identifying obstacles to acting on the vision and changing organizational structures that undermine the vision.
Aiming to achieve short-term wins and motivating employees with monetary rewards.
Consolidating gains. This step involves the change of policies and structures that do not correspond to the vision of an organization as well as choosing appropriate employees who can implement the vision.
Shaping the corporate culture following the new vision and mission. Institutionalizing new approaches and linking the behaviors with corporate success.

Speaking of the cultural implications of the proposed plan, it should be mentioned that it includes reshaping corporate culture by the defined vision and mission of an organization. This may entail changes in both the social and cultural values of employees which should be promoted by leaders. If employees lack cultural identity, another component should be added to a plan of organizational change, which is a cultural change program. It should be established to enhance the commitment of staff, improve customer service, and strengthen the identity of an organization.

The selected organization is GE Capital, which is the financial services unit of General Electric. The causes of the organizational change are the following ones: slow decision making, lack of competitive advantage and, as a result, lower than expected profitability of the business, and, finally, lack of internal processes coordination. All the causes should be addressed by planning and implementing a deep organizational change.

The suggested change management model that can be used for summarizing a plan of action is the 7-S framework which considers that successful change depends on several factors (Palmer et al., 2017). They are the structure, strategy, systems, style, staff, skills, and subordinate goals.

In terms of the 7-S framework, the following components of organizational change should be addressed. Speaking of strategy, the product range should be expanded by acquisition. Speaking of structure, there is a need to provide decentralized decision making to give the departments more freedom as well as responsibility for the production processes (Palmer et al., 2017). Speaking of systems, a system of monetary rewards should be established to motivate employees to achieve short-term wins concerning change and thus orient them towards strategic objectives. Speaking of style, a new clear vision has to be created by a change strategy. This vision has to be delivered to employees to promote a performance-oriented focus.

Speaking of staff, the commitment of the personnel should be built to ensure that customers get only the highest-quality services and products. Communication strategies should be elaborated to educate the staff about the importance of quality and efficiency in building the company’s reputation (Palmer et al., 2017). Speaking of skills, special attention should be paid to the training and development of human resources, which is a direct responsibility of the human resources department.

Organization Change Management Essay Conclusion

In some cases, the senior management of the organization should consider hiring specific HR managers to address this component of the 7-S framework. Speaking of subordinate goals, the approach is vision-driven, which means that the organization’s vision has to be regularly communicated to the staff. The expected outcome of the implementation of the given change management model is an increase in profits, a faster decision-making process, improvement of internal processes, and boosted employee morale.

Anderson, D. L. (2017). Organization development: The process of leading organizational change (4th ed.). Los Angeles, CA: SAGE.

Palmer, I., Dunford, R., & Buchanan, D. A. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). New York, NY: Mcgraw-Hill Education.

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17 Essay Conclusion Examples (Copy and Paste)

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essay conclusion examples and definition, explained below

Essay conclusions are not just extra filler. They are important because they tie together your arguments, then give you the chance to forcefully drive your point home.

I created the 5 Cs conclusion method to help you write essay conclusions:

I’ve previously produced the video below on how to write a conclusion that goes over the above image.

The video follows the 5 C’s method ( you can read about it in this post ), which doesn’t perfectly match each of the below copy-and-paste conclusion examples, but the principles are similar, and can help you to write your own strong conclusion:

💡 New! Try this AI Prompt to Generate a Sample 5Cs Conclusion This is my essay: [INSERT ESSAY WITHOUT THE CONCLUSION]. I want you to write a conclusion for this essay. In the first sentence of the conclusion, return to a statement I made in the introduction. In the second sentence, reiterate the thesis statement I have used. In the third sentence, clarify how my final position is relevant to the Essay Question, which is [ESSAY QUESTION]. In the fourth sentence, explain who should be interested in my findings. In the fifth sentence, end by noting in one final, engaging sentence why this topic is of such importance.

Remember: The prompt can help you generate samples but you can’t submit AI text for assessment. Make sure you write your conclusion in your own words.

Essay Conclusion Examples

Below is a range of copy-and-paste essay conclusions with gaps for you to fill-in your topic and key arguments. Browse through for one you like (there are 17 for argumentative, expository, compare and contrast, and critical essays). Once you’ve found one you like, copy it and add-in the key points to make it your own.

1. Argumentative Essay Conclusions

The arguments presented in this essay demonstrate the significant importance of _____________. While there are some strong counterarguments, such as ____________, it remains clear that the benefits/merits of _____________ far outweigh the potential downsides. The evidence presented throughout the essay strongly support _____________. In the coming years, _____________ will be increasingly important. Therefore, continual advocacy for the position presented in this essay will be necessary, especially due to its significant implications for _____________.

Version 1 Filled-In

The arguments presented in this essay demonstrate the significant importance of fighting climate change. While there are some strong counterarguments, such as the claim that it is too late to stop catastrophic change, it remains clear that the merits of taking drastic action far outweigh the potential downsides. The evidence presented throughout the essay strongly support the claim that we can at least mitigate the worst effects. In the coming years, intergovernmental worldwide agreements will be increasingly important. Therefore, continual advocacy for the position presented in this essay will be necessary, especially due to its significant implications for humankind.

As this essay has shown, it is clear that the debate surrounding _____________ is multifaceted and highly complex. While there are strong arguments opposing the position that _____________, there remains overwhelming evidence to support the claim that _____________. A careful analysis of the empirical evidence suggests that _____________ not only leads to ____________, but it may also be a necessity for _____________. Moving forward, _____________ should be a priority for all stakeholders involved, as it promises a better future for _____________. The focus should now shift towards how best to integrate _____________ more effectively into society.

Version 2 Filled-In

As this essay has shown, it is clear that the debate surrounding climate change is multifaceted and highly complex. While there are strong arguments opposing the position that we should fight climate change, there remains overwhelming evidence to support the claim that action can mitigate the worst effects. A careful analysis of the empirical evidence suggests that strong action not only leads to better economic outcomes in the long term, but it may also be a necessity for preventing climate-related deaths. Moving forward, carbon emission mitigation should be a priority for all stakeholders involved, as it promises a better future for all. The focus should now shift towards how best to integrate smart climate policies more effectively into society.

Based upon the preponderance of evidence, it is evident that _____________ holds the potential to significantly alter/improve _____________. The counterarguments, while noteworthy, fail to diminish the compelling case for _____________. Following an examination of both sides of the argument, it has become clear that _____________ presents the most effective solution/approach to _____________. Consequently, it is imperative that society acknowledge the value of _____________ for developing a better _____________. Failing to address this topic could lead to negative outcomes, including _____________.

Version 3 Filled-In

Based upon the preponderance of evidence, it is evident that addressing climate change holds the potential to significantly improve the future of society. The counterarguments, while noteworthy, fail to diminish the compelling case for immediate climate action. Following an examination of both sides of the argument, it has become clear that widespread and urgent social action presents the most effective solution to this pressing problem. Consequently, it is imperative that society acknowledge the value of taking immediate action for developing a better environment for future generations. Failing to address this topic could lead to negative outcomes, including more extreme climate events and greater economic externalities.

2. Expository Essay Conclusions

Overall, it is evident that _____________ plays a crucial role in _____________. The analysis presented in this essay demonstrates the clear impact of _____________ on _____________. By understanding the key facts about _____________, practitioners/society are better equipped to navigate _____________. Moving forward, further exploration of _____________ will yield additional insights and information about _____________. As such, _____________ should remain a focal point for further discussions and studies on _____________.

Overall, it is evident that social media plays a crucial role in harming teenagers’ mental health. The analysis presented in this essay demonstrates the clear impact of social media on young people. By understanding the key facts about the ways social media cause young people to experience body dysmorphia, teachers and parents are better equipped to help young people navigate online spaces. Moving forward, further exploration of the ways social media cause harm will yield additional insights and information about how it can be more sufficiently regulated. As such, the effects of social media on youth should remain a focal point for further discussions and studies on youth mental health.

To conclude, this essay has explored the multi-faceted aspects of _____________. Through a careful examination of _____________, this essay has illuminated its significant influence on _____________. This understanding allows society to appreciate the idea that _____________. As research continues to emerge, the importance of _____________ will only continue to grow. Therefore, an understanding of _____________ is not merely desirable, but imperative for _____________.

To conclude, this essay has explored the multi-faceted aspects of globalization. Through a careful examination of globalization, this essay has illuminated its significant influence on the economy, cultures, and society. This understanding allows society to appreciate the idea that globalization has both positive and negative effects. As research continues to emerge, the importance of studying globalization will only continue to grow. Therefore, an understanding of globalization’s effects is not merely desirable, but imperative for judging whether it is good or bad.

Reflecting on the discussion, it is clear that _____________ serves a pivotal role in _____________. By delving into the intricacies of _____________, we have gained valuable insights into its impact and significance. This knowledge will undoubtedly serve as a guiding principle in _____________. Moving forward, it is paramount to remain open to further explorations and studies on _____________. In this way, our understanding and appreciation of _____________ can only deepen and expand.

Reflecting on the discussion, it is clear that mass media serves a pivotal role in shaping public opinion. By delving into the intricacies of mass media, we have gained valuable insights into its impact and significance. This knowledge will undoubtedly serve as a guiding principle in shaping the media landscape. Moving forward, it is paramount to remain open to further explorations and studies on how mass media impacts society. In this way, our understanding and appreciation of mass media’s impacts can only deepen and expand.

In conclusion, this essay has shed light on the importance of _____________ in the context of _____________. The evidence and analysis provided underscore the profound effect _____________ has on _____________. The knowledge gained from exploring _____________ will undoubtedly contribute to more informed and effective decisions in _____________. As we continue to progress, the significance of understanding _____________ will remain paramount. Hence, we should strive to deepen our knowledge of _____________ to better navigate and influence _____________.

In conclusion, this essay has shed light on the importance of bedside manner in the context of nursing. The evidence and analysis provided underscore the profound effect compassionate bedside manner has on patient outcome. The knowledge gained from exploring nurses’ bedside manner will undoubtedly contribute to more informed and effective decisions in nursing practice. As we continue to progress, the significance of understanding nurses’ bedside manner will remain paramount. Hence, we should strive to deepen our knowledge of this topic to better navigate and influence patient outcomes.

See More: How to Write an Expository Essay

3. Compare and Contrast Essay Conclusion

While both _____________ and _____________ have similarities such as _____________, they also have some very important differences in areas like _____________. Through this comparative analysis, a broader understanding of _____________ and _____________ has been attained. The choice between the two will largely depend on _____________. For example, as highlighted in the essay, ____________. Despite their differences, both _____________ and _____________ have value in different situations.

While both macrosociology and microsociology have similarities such as their foci on how society is structured, they also have some very important differences in areas like their differing approaches to research methodologies. Through this comparative analysis, a broader understanding of macrosociology and microsociology has been attained. The choice between the two will largely depend on the researcher’s perspective on how society works. For example, as highlighted in the essay, microsociology is much more concerned with individuals’ experiences while macrosociology is more concerned with social structures. Despite their differences, both macrosociology and microsociology have value in different situations.

It is clear that _____________ and _____________, while seeming to be different, have shared characteristics in _____________. On the other hand, their contrasts in _____________ shed light on their unique features. The analysis provides a more nuanced comprehension of these subjects. In choosing between the two, consideration should be given to _____________. Despite their disparities, it’s crucial to acknowledge the importance of both when it comes to _____________.

It is clear that behaviorism and consructivism, while seeming to be different, have shared characteristics in their foci on knowledge acquisition over time. On the other hand, their contrasts in ideas about the role of experience in learning shed light on their unique features. The analysis provides a more nuanced comprehension of these subjects. In choosing between the two, consideration should be given to which approach works best in which situation. Despite their disparities, it’s crucial to acknowledge the importance of both when it comes to student education.

Reflecting on the points discussed, it’s evident that _____________ and _____________ share similarities such as _____________, while also demonstrating unique differences, particularly in _____________. The preference for one over the other would typically depend on factors such as _____________. Yet, regardless of their distinctions, both _____________ and _____________ play integral roles in their respective areas, significantly contributing to _____________.

Reflecting on the points discussed, it’s evident that red and orange share similarities such as the fact they are both ‘hot colors’, while also demonstrating unique differences, particularly in their social meaning (red meaning danger and orange warmth). The preference for one over the other would typically depend on factors such as personal taste. Yet, regardless of their distinctions, both red and orange play integral roles in their respective areas, significantly contributing to color theory.

Ultimately, the comparison and contrast of _____________ and _____________ have revealed intriguing similarities and notable differences. Differences such as _____________ give deeper insights into their unique and shared qualities. When it comes to choosing between them, _____________ will likely be a deciding factor. Despite these differences, it is important to remember that both _____________ and _____________ hold significant value within the context of _____________, and each contributes to _____________ in its own unique way.

Ultimately, the comparison and contrast of driving and flying have revealed intriguing similarities and notable differences. Differences such as their differing speed to destination give deeper insights into their unique and shared qualities. When it comes to choosing between them, urgency to arrive at the destination will likely be a deciding factor. Despite these differences, it is important to remember that both driving and flying hold significant value within the context of air transit, and each contributes to facilitating movement in its own unique way.

See Here for More Compare and Contrast Essay Examples

4. Critical Essay Conclusion

In conclusion, the analysis of _____________ has unveiled critical aspects related to _____________. While there are strengths in _____________, its limitations are equally telling. This critique provides a more informed perspective on _____________, revealing that there is much more beneath the surface. Moving forward, the understanding of _____________ should evolve, considering both its merits and flaws.

In conclusion, the analysis of flow theory has unveiled critical aspects related to motivation and focus. While there are strengths in achieving a flow state, its limitations are equally telling. This critique provides a more informed perspective on how humans achieve motivation, revealing that there is much more beneath the surface. Moving forward, the understanding of flow theory of motivation should evolve, considering both its merits and flaws.

To conclude, this critical examination of _____________ sheds light on its multi-dimensional nature. While _____________ presents notable advantages, it is not without its drawbacks. This in-depth critique offers a comprehensive understanding of _____________. Therefore, future engagements with _____________ should involve a balanced consideration of its strengths and weaknesses.

To conclude, this critical examination of postmodern art sheds light on its multi-dimensional nature. While postmodernism presents notable advantages, it is not without its drawbacks. This in-depth critique offers a comprehensive understanding of how it has contributed to the arts over the past 50 years. Therefore, future engagements with postmodern art should involve a balanced consideration of its strengths and weaknesses.

Upon reflection, the critique of _____________ uncovers profound insights into its underlying intricacies. Despite its positive aspects such as ________, it’s impossible to overlook its shortcomings. This analysis provides a nuanced understanding of _____________, highlighting the necessity for a balanced approach in future interactions. Indeed, both the strengths and weaknesses of _____________ should be taken into account when considering ____________.

Upon reflection, the critique of marxism uncovers profound insights into its underlying intricacies. Despite its positive aspects such as its ability to critique exploitation of labor, it’s impossible to overlook its shortcomings. This analysis provides a nuanced understanding of marxism’s harmful effects when used as an economic theory, highlighting the necessity for a balanced approach in future interactions. Indeed, both the strengths and weaknesses of marxism should be taken into account when considering the use of its ideas in real life.

Ultimately, this critique of _____________ offers a detailed look into its advantages and disadvantages. The strengths of _____________ such as __________ are significant, yet its limitations such as _________ are not insignificant. This balanced analysis not only offers a deeper understanding of _____________ but also underscores the importance of critical evaluation. Hence, it’s crucial that future discussions around _____________ continue to embrace this balanced approach.

Ultimately, this critique of artificial intelligence offers a detailed look into its advantages and disadvantages. The strengths of artificial intelligence, such as its ability to improve productivity are significant, yet its limitations such as the possibility of mass job losses are not insignificant. This balanced analysis not only offers a deeper understanding of artificial intelligence but also underscores the importance of critical evaluation. Hence, it’s crucial that future discussions around the regulation of artificial intelligence continue to embrace this balanced approach.

This article promised 17 essay conclusions, and this one you are reading now is the twenty-first. This last conclusion demonstrates that the very best essay conclusions are written uniquely, from scratch, in order to perfectly cater the conclusion to the topic. A good conclusion will tie together all the key points you made in your essay and forcefully drive home the importance or relevance of your argument, thesis statement, or simply your topic so the reader is left with one strong final point to ponder.

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Management Notes

Conclusion for Management – Explanation in Detail | Management Notes

Conclusion for management.

Table of Contents

The management function is the backbone of any organization, guiding and coordinating resources in order to achieve its goals. In a dynamic and complex business environment, effective management is essential for organizations to remain competitive, adapt to change, and drive innovation.

An in-depth analysis of management is presented here, covering its core principles, functions, and theoretical frameworks.

Key Concepts and Functions of Management:

An organization’s success depends on several key concepts and functions within management. As part of planning, goals are set, strategies are defined, and actions are mapped out to reach them. It serves as a roadmap and guides resource allocation.

To optimize efficiency and effectiveness in an organization, it is important to organize its resources, tasks, and responsibilities. Organizational structures are designed, reporting relationships are established, and resources are allocated appropriately.

Effective leadership involves effective communication, motivation, and the development of strong relationships between managers and employees to inspire and influence others to work towards shared goals.

Employee engagement and a positive work environment are fostered by leaders who provide guidance, support, and direction to their teams.

In controlling, performance is monitored, compared, and corrected as necessary based on predetermined standards. Establishing performance metrics, gathering and analyzing data, and ensuring that organizational activities are aligned with objectives are all important components.

By implementing effective control mechanisms, managers can assess progress, identify areas of improvement, and ensure that the organization remains on track.

Management Theories:

Management theories help you understand and practice management by providing frameworks and perspectives. A variety of classical management theories emerged during the early 20th century, including scientific management (Taylorism) and administrative management (Fayolism).

The goal of scientific management was to improve efficiency through systematic analysis of work processes and the application of standard methods.

The concept of administrative management emphasizes the importance of managerial functions, coordination, and management principles.

Employee satisfaction and motivation were recognized as important by humanistic management theories, such as Hawthorne studies and Maslow’s hierarchy of needs.

A conducive work environment, supportive social relationships, and addressing employees’ psychological needs were all emphasized in these theories.

In response to the complexity and interdependence of organizations, modern management theories emerged later, such as the systems theory and contingency theory.

According to systems theory, organizations are interconnected systems, and understanding how their components interact and interact is crucial. In contingency theory, management practices are determined by the organization’s size, industry, and external environment.

Leadership Styles and Approaches:

Leadership styles are defined as the characteristic behaviors and approaches of leaders. In autocratic leadership, decisions are made independently, without input from subordinates.

When dealing with inexperienced employees or situations requiring quick decision-making, this style is effective. However, it may stifle creativity and limit employee autonomy.

Leadership that is democratic encourages employees to participate in decision-making processes. This style fosters collaboration, creativity, and ownership among employees. Laissez-faire management provides employees with a high degree of autonomy and freedom.

Despite its effectiveness when dealing with highly skilled and self-motivated individuals, it can lead to a lack of direction or coordination if not properly managed.

In today’s leadership world, empowerment and fostering positive organizational cultures are at the forefront. In transformational leadership, individuals are motivated and inspired to exceed their own self-interests for the benefit of the organization.

As part of transactional leadership, clear expectations are set, rewards are given based on performance, and accountability is maintained. Leadership as a servant emphasizes serving and supporting employees’ needs, promoting their growth and development.

Effective Management Strategies:

Organizations need effective management strategies to achieve their goals and stay competitive. The strategic planning process involves setting long-term goals, developing strategies, and allocating resources to achieve those goals.

To achieve this, it is necessary to identify opportunities and potential challenges within the organization as well as its internal and external environments.

A change management strategy focuses on successfully navigating organizational changes, such as mergers, acquisitions, and changes in market conditions. A smooth transition and minimal resistance can be achieved by planning, communicating, and engaging stakeholders throughout the change process.

Innovating within an organization fosters creativity, encourages experimentation, and drives continuous improvement. In addition to establishing processes for idea generation and evaluation, innovative ideas must also be implemented and scaled by creating a culture that supports and rewards innovation.

Management of talent involves attracting, developing, and retaining skilled workers. In addition to recruiting and selecting effectively, creating a supportive work environment that recognizes and rewards high performance, it also involves providing opportunities for growth and development.

The Evolving Landscape of Management:

As globalization, technological advancements, and societal shifts continue to influence management, it is constantly evolving. Due to globalization, markets have increased and competition has increased, requiring managers to adapt to diverse cultural contexts and develop a global mindset.

Organizations are forced to adapt to new tools and technologies due to technological advancements, such as digitization, automation, and artificial intelligence.

Corporate social responsibility and ethical management practices have become increasingly important due to changing demographics, increased social consciousness, and evolving consumer preferences.

Additionally, the rise of remote work and virtual teams has necessitated new approaches to communication, collaboration, and employee engagement.

Management Trends for the Future:

Several trends are expected to shape management’s future. Sustainable management focuses on integrating environmental, social, and governance aspects into business operations.

It is becoming increasingly apparent to organizations that addressing environmental challenges, promoting social well-being, and practicing responsible governance can build long-term value.

In response to changing market conditions, agile management emphasizes adaptability, flexibility, and rapid decision-making. The agile methodology was originally developed for software development, but is now being adopted in a variety of industries to improve organizational responsiveness and innovation.

A culture of inclusive leadership emphasizes diversity, equity, and inclusion in order to drive organizational performance. A culture of inclusive leadership fosters a sense of belonging throughout the organization, embracing diverse perspectives, ensuring equal opportunities, and fostering a sense of diversity.

In conclusion, effective management is essential for the success of an organization. Organizations can navigate the complexities of the modern business landscape by adopting appropriate strategies and leadership styles if they understand key management concepts, theories, and functions.

In order to thrive and make a positive impact on society, organizations will need to embrace sustainable practices, agile methodologies, and inclusive leadership as the field of management continues to evolve.

It is imperative that organizations constantly adapt and innovate in order to be successful in a world that is constantly changing.

Coordination is the Essence of Management – POM | Management Notes
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Change Management Models Descriptive Essay

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As a template for you assignment

Implementing the Lewin’s change management model in an organization

The significance of lewin’s model in an healthcare organization.

Change management models refer to those methods, which guide the process of managing change in different organizations (Cameron & Green, 2009, p. 109). Over the years, the successful application of these methods has led to the adaptation of the models as guidelines for change management. The most common examples include Lewin’s change management model, the 7 s model, and the 5 P’s model among others.

The idea in Lewin’s model revolves around a cube of ice in that if one desires to have a different shape of the ice cube, the best thing to do is to melt it, shape the liquid into the desired shape, and finally refreeze it. Accordingly, if one expects to see change in an organization, the first step towards experiencing change entails breaking down the existing organizational structures and restructuring them into desired structures (Cameron & Green, 2009).

Here, the first step or the unfreezing step brings the people involved into understanding the need for change, and subsequently, prepare themselves to forego the current organizational values, behavior, attitudes, and culture. The second stage or the ‘change’ stage starts immediately after the people have acknowledged the need for change.

Finally, the third stage or the refreeze stage commences when change has been comfortably accepted. On the other hand, the 7 s model proposes adoption of complete change regarding the core systems/values of the organization.

Thus, the change process affects; the share values (the organization’s mission and vision statements), strategy (management, production, sales, and marketing), structure (both physical and value structures), systems (communication), style (production and leadership), staff (employees affected by the change), and skills (changing the entire organizational skill set).

This is the most effective way of managing change considering that the model affects the basic systems of the organization right from core values through training and recruiting new skills (Cameron & Green, 2009, pp. 109-115).

Relative to the 7 s model, the 5 P’s model developed by Dr. Leslie Toombs, Dr. Mildred Pryor, and Chris white, suggests that the first step in change management should entail changing the mission statement. Therefore, change management involves identifying organizational weaknesses, which should form the right candidates for change. Subsequently, the second step should involve identification and description of various organizational processes whose change will result into desirable outcomes.

This step is then followed by reviewing all the 7 s values described in the foregoing discussions. The change process should also include re-organization of the skills and job descriptions of the people involved. Finally, there is the need to evaluate the performance of the change processes in order to single out processes that may require additional change (Cameron & Green, 2009).

As noted earlier, the Lewin’s model follows three major steps, which include unfreeze, change, and refreeze in that order. Therefore, these distinct stages of change management enable one to adequately plan to manage it. As a result, Lewin’s model suggests that the first step in change management involves preparing the organizational processes and the people for the forthcoming change through breaking down the existing culture, values, attitudes, and behavior.

Here, the most practical steps that an organization needs to take is first to determine the processes that need to change. This can be achieved through understanding the current status of the said processes and the reasons why change is necessary. Secondly, there is the need to seek full support of the top management including key persons in the organization and framing the change process in such a way that reflects its importance across the whole organization.

Thirdly, one should create the need for change by emphasizing why change is necessary and communicating a compelling message, vision, and strategy that capture the need for organizational change. Finally, one should consider understanding and managing the doubts and concerns of the people involved by remaining open and responsive to their questions (Cameron & Green, 2009).

Having addressed the above issues accordingly, the ‘change’ stage entails guiding the people to overcome various uncertainties and to transition from the old ways to the new era. Accordingly, the most practical steps in this stage should include communicating the planning and implementation of the change process, and explaining the benefits and effects of the change to everyone.

Moreover, the change manager should dispel rumors by answering questions regarding the change in an open and honest manner. Additionally, the implementation of change should involve the proactive participation of the people through providing them with the day-to-day directions and short-term successes regarding the change process.

Finally, the refreeze stage, which is also the final stage according to Lewin’s model, is marked by the people embracing the change, existence of a stable organization chart, internalization of the change processes, and availability of consistent job/skill descriptions among other changes (Cameron & Green, 2009).

Therefore, the refreeze stage should be managed by anchoring the new changes into the organizational culture besides addressing the factors supporting the change and the barriers to change sustainability.

Furthermore, change managers should ensure that change is sustained through maintaining leadership support, a reward system, feedback systems, and adaptation of suitable organizational structures. Conversely, the refreeze stage can be maintained through establishing support and training for the people involved and communicating the success stories achieved to reinforce the change process.

It is no doubt that healthcare organizations are complex in terms of managing change because they incorporate many heterogeneous groups of people coupled with the existence of many organizational areas within the same organization.

Therefore, consider an instance where such an organization intends to implement the use of informatics systems to increase efficiency and time management. Studies note that in most cases, such technological changes are met with not only technical challenges, but also behavioral ones (Lorenzi & Riley, 1999, p. 116).

As a result many are the instances whereby the implementation of the most technically-advanced technologies is met by resistance from all angles of the healthcare organization. Perhaps, the most suitable method to guide the implementation of medical informatics systems in the healthcare organizations should be designed around the Lewin’s model.

The healthcare sector stands to benefit from the implementation of the Lewin’s model when introducing new information technologies because most information system failures have been attributed to people and organizational issues. This implies that during the process of implementing the changes, the contribution of the people involved and the organizational structures is not considered.

Furthermore, there is the notion that human beings will naturally resist change, and many psychologists have gone as far as showing the psychological basis of change resistance. As a result, people tend to perceive change as a threat to their job security or something that will disrupt their comfort zone (Lorenzi & Riley, 1999).

However, through careful consideration and identification of all processes in the healthcare organization that require change in terms of implementing new informatics systems, the people affected by the change can be given the chance to acknowledge the need for change and review their attitudes, culture, values, and behavior.

Having achieved this, the change manager can then move forward and initiate the first stages of change management in terms of encouraging the re-organization of organizational culture, behavior, attitudes, and values. Subsequently, change can be implemented and sustained using the practical steps described in the foregoing discussions. Overall, there is the need to realize that in order to manage change in a healthcare organization; one should have excellent technical, people-oriented, and organizational skills.

Cameron, E., & Green, M. (2009). Making sense of change management: A complete guide to models, tools & techniques of organizational change (2 nd ed.). Philadelphia, PA: Kogan Page Limited.

Lorenzi, N.M., & Riley, R.T. (1999). Managing change: An overview. J Am Med Inform Assoc., 7(2), 116-124.

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How to conclude an essay | Interactive example

How to Conclude an Essay | Interactive Example

Published on January 24, 2019 by Shona McCombes . Revised on July 23, 2023.

The conclusion is the final paragraph of your essay . A strong conclusion aims to:

Tie together the essay’s main points
Show why your argument matters
Leave the reader with a strong impression

Your conclusion should give a sense of closure and completion to your argument, but also show what new questions or possibilities it has opened up.

This conclusion is taken from our annotated essay example , which discusses the history of the Braille system. Hover over each part to see why it’s effective.

Braille paved the way for dramatic cultural changes in the way blind people were treated and the opportunities available to them. Louis Braille’s innovation was to reimagine existing reading systems from a blind perspective, and the success of this invention required sighted teachers to adapt to their students’ reality instead of the other way around. In this sense, Braille helped drive broader social changes in the status of blindness. New accessibility tools provide practical advantages to those who need them, but they can also change the perspectives and attitudes of those who do not.

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Step 1: return to your thesis, step 2: review your main points, step 3: show why it matters, what shouldn’t go in the conclusion, more examples of essay conclusions, other interesting articles, frequently asked questions about writing an essay conclusion.

To begin your conclusion, signal that the essay is coming to an end by returning to your overall argument.

Don’t just repeat your thesis statement —instead, try to rephrase your argument in a way that shows how it has been developed since the introduction.

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Next, remind the reader of the main points that you used to support your argument.

Avoid simply summarizing each paragraph or repeating each point in order; try to bring your points together in a way that makes the connections between them clear. The conclusion is your final chance to show how all the paragraphs of your essay add up to a coherent whole.

To wrap up your conclusion, zoom out to a broader view of the topic and consider the implications of your argument. For example:

Does it contribute a new understanding of your topic?
Does it raise new questions for future study?
Does it lead to practical suggestions or predictions?
Can it be applied to different contexts?
Can it be connected to a broader debate or theme?

Whatever your essay is about, the conclusion should aim to emphasize the significance of your argument, whether that’s within your academic subject or in the wider world.

Try to end with a strong, decisive sentence, leaving the reader with a lingering sense of interest in your topic.

The easiest way to improve your conclusion is to eliminate these common mistakes.

Don’t include new evidence

Any evidence or analysis that is essential to supporting your thesis statement should appear in the main body of the essay.

The conclusion might include minor pieces of new information—for example, a sentence or two discussing broader implications, or a quotation that nicely summarizes your central point. But it shouldn’t introduce any major new sources or ideas that need further explanation to understand.

Don’t use “concluding phrases”

Avoid using obvious stock phrases to tell the reader what you’re doing:

“In conclusion…”
“To sum up…”

These phrases aren’t forbidden, but they can make your writing sound weak. By returning to your main argument, it will quickly become clear that you are concluding the essay—you shouldn’t have to spell it out.

Don’t undermine your argument

Avoid using apologetic phrases that sound uncertain or confused:

“This is just one approach among many.”
“There are good arguments on both sides of this issue.”
“There is no clear answer to this problem.”

Even if your essay has explored different points of view, your own position should be clear. There may be many possible approaches to the topic, but you want to leave the reader convinced that yours is the best one!

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Argumentative
Literary analysis

This conclusion is taken from an argumentative essay about the internet’s impact on education. It acknowledges the opposing arguments while taking a clear, decisive position.

The internet has had a major positive impact on the world of education; occasional pitfalls aside, its value is evident in numerous applications. The future of teaching lies in the possibilities the internet opens up for communication, research, and interactivity. As the popularity of distance learning shows, students value the flexibility and accessibility offered by digital education, and educators should fully embrace these advantages. The internet’s dangers, real and imaginary, have been documented exhaustively by skeptics, but the internet is here to stay; it is time to focus seriously on its potential for good.

This conclusion is taken from a short expository essay that explains the invention of the printing press and its effects on European society. It focuses on giving a clear, concise overview of what was covered in the essay.

The invention of the printing press was important not only in terms of its immediate cultural and economic effects, but also in terms of its major impact on politics and religion across Europe. In the century following the invention of the printing press, the relatively stationary intellectual atmosphere of the Middle Ages gave way to the social upheavals of the Reformation and the Renaissance. A single technological innovation had contributed to the total reshaping of the continent.

This conclusion is taken from a literary analysis essay about Mary Shelley’s Frankenstein . It summarizes what the essay’s analysis achieved and emphasizes its originality.

By tracing the depiction of Frankenstein through the novel’s three volumes, I have demonstrated how the narrative structure shifts our perception of the character. While the Frankenstein of the first volume is depicted as having innocent intentions, the second and third volumes—first in the creature’s accusatory voice, and then in his own voice—increasingly undermine him, causing him to appear alternately ridiculous and vindictive. Far from the one-dimensional villain he is often taken to be, the character of Frankenstein is compelling because of the dynamic narrative frame in which he is placed. In this frame, Frankenstein’s narrative self-presentation responds to the images of him we see from others’ perspectives. This conclusion sheds new light on the novel, foregrounding Shelley’s unique layering of narrative perspectives and its importance for the depiction of character.

If you want to know more about AI tools , college essays , or fallacies make sure to check out some of our other articles with explanations and examples or go directly to our tools!

Ad hominem fallacy
Post hoc fallacy
Appeal to authority fallacy
False cause fallacy
Sunk cost fallacy

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Your essay’s conclusion should contain:

A rephrased version of your overall thesis
A brief review of the key points you made in the main body
An indication of why your argument matters

The conclusion may also reflect on the broader implications of your argument, showing how your ideas could applied to other contexts or debates.

For a stronger conclusion paragraph, avoid including:

Important evidence or analysis that wasn’t mentioned in the main body
Generic concluding phrases (e.g. “In conclusion…”)
Weak statements that undermine your argument (e.g. “There are good points on both sides of this issue.”)

Your conclusion should leave the reader with a strong, decisive impression of your work.

The conclusion paragraph of an essay is usually shorter than the introduction . As a rule, it shouldn’t take up more than 10–15% of the text.

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If you want to cite this source, you can copy and paste the citation or click the “Cite this Scribbr article” button to automatically add the citation to our free Citation Generator.

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Conclusion and Recommendations. December 2014. DOI: 10.1007/978-3-658-04549-4_6. In book: Critical Success Factors of Change Management (pp.111-114) Authors: Tim Fritzenschaft. To read the full ...
Different Models of Change Management
Step 3: Get the Right Vision: that clearly articulates what the change is, why it is needed and how it will be achieved. Step 4: Communicate Buy In: by telling all key stakeholders in a range of different ways the what, why and how of the change, so that they understand and support the change initiative.
Implementing And Leading Change Management Essay
This model of change management given below (Kottes, 2006): Step 1: Establishing a Sense of Urgency. First step of the change management is help other to understand the need for change and act immediately, Do SOWT analysis to identify competitive realities and then identify and discuses possible dangers. (Kottes, 2006).
Change and Change management: A Business Essay
Change is movement from the current position to a future position through a transition state while change management is supporting the individuals affected by the change during the transition state and adapt to the new organizational paradigm (Burnes, 2014, 9-10). The industrial revolution which started in Britain and spread to other parts of ...
Essays About Change Management ️ Free Examples & Essay Topic Ideas
Free essays on Change Management are educational documents that provide insights into the theories, strategies, and best practices behind managing organizational change. These essays typically cover various topics in change management, such as the stages of change, roles and responsibilities of change agents, implementation frameworks ...
Organizational Change Management Essay
Organization Change Management Essay Conclusion. In some cases, the senior management of the organization should consider hiring specific HR managers to address this component of the 7-S framework. Speaking of subordinate goals, the approach is vision-driven, which means that the organization's vision has to be regularly communicated to the ...
The determinants of organizational change management success
Several studies have highlighted that most organizational change initiatives fail, with an estimated failure rate of 60-70%. 1,5,6 High failure rate raises the sustained concern and interest about the factors that can decrease failure and increase the success of organizational change. 7 Researchers and consultancy firms have developed several change management models that can improve the ...
How to Carry a Successful Organizational Change Expository Essay
Change management refers to a strategy applied by organizations in order to modulate people and cooperative units from their current state to a desired state (Balogun 2006). Change management also refers to an administration framework used by organizations to implement new processes, revise structural design, and reorient corporate culture.
Managing organizational change
This paper studies the need for change in organizations. It first examines the external and internal environments that affect change. It examines the driving forces of change by focusing on stakeholder analysis, SWOT analysis, and Kotter's vision on organizational change. It studies the types of change and the major elements of change ...
Change Management
10 essay samples found. An essay on change management can explore strategies and principles for guiding organizations through transitions and transformations. It can discuss change models, leadership's role in change initiatives, and the challenges of resistance and adaptation within organizations, emphasizing the importance of effective ...
17 Essay Conclusion Examples (Copy and Paste)
Essay Conclusion Examples. Below is a range of copy-and-paste essay conclusions with gaps for you to fill-in your topic and key arguments. Browse through for one you like (there are 17 for argumentative, expository, compare and contrast, and critical essays). Once you've found one you like, copy it and add-in the key points to make it your own.
Example Essay on CHANGE MANAGEMENT
Lewin's model. There three steps of change management in the Lewin's model. Unfreezing. Change. Refreezing. Unfreezing is a starting process in an organization in which we determine the need of the change, understand and explain why the change is going on and communicate the vision in order to handle change in an organization. In this ...
Conclusion for Management
The management function is the backbone of any organization, guiding and coordinating resources in order to achieve its goals. In a dynamic and complex business environment, effective management is essential for organizations to remain competitive, adapt to change, and drive innovation. An in-depth analysis of management is presented here ...
Change Management Essay
The Change Of Change Management. Change management is tedious and excruciating task, essentially affecting an association 's drive towards their goal achievement. What 's more shaking is that majority of the change management initiatives drastically fail. We all know that nothing is constant but change and change is inevitable, so in light of ...
Change Management Strategy Report
Managing change is seen as a matter of moving from one state to another, specifically, from the problem state to the solved state therefore diagnosis of problems at each stage and coming out with a solution to those problems plays a big part in the change management process (Champy, 2005). Implementation difficulties.
Change Management Models
Over the years, the successful application of these methods has led to the adaptation of the models as guidelines for change management. The most common examples include Lewin's change management model, the 7 s model, and the 5 P's model among others. Get a custom essay on Change Management Models. 185 writers online.
How to Conclude an Essay
Step 1: Return to your thesis. To begin your conclusion, signal that the essay is coming to an end by returning to your overall argument. Don't just repeat your thesis statement —instead, try to rephrase your argument in a way that shows how it has been developed since the introduction. Example: Returning to the thesis.
Managing Change In The Workplace Management Essay
Cost saving, quality improvement, increased management control, increased employee empowerment, introduction of novel technology, service expansion and improvements to health in addition to safety are some of the goals that may be sought through workplace change. The impact of any change depends a great deal on how it is implemented.