Impact of Changes and Transformations in Organizations - Samples

Question: Discuss about the Impact of Changes and Transformations in Organizations. Answer: The topic of this assignment is to discuss about the impact of changes and transformations in organizations and on people. In our daily a life, a lot of changes can be observed by us that takes place around us. These changes include changes in technologies, changes in the society as well as changes in our personal lives. The lives of human beings are always extremely uncertain, but the one thing that is constant in this uncertain life is change. To people, changes are scary. People always like to have an extremely certain life with no risks. Changes can bring risks to the lives of people. Thus, it is scary. On the other hand, changes do come along with a lot of opportunities which is always overlooked by the people and the thought only restricts to the risks that can be brought forward by these changes. In order to move forward, it is important for the people to accept the changes by coming out of their comfort zone. A lot of energy is required to come out of the comfort zone and move forward. This energy has to be found from somewhere around the person who is trying to accept the changes. Emotions play the most important role in the search of this energy. At times, emotions get the better out of people when they are confronting the dramatic transformational changes around themselves (Huy, Corley and Kraatz 2014). There is a theory of transition, which explains this emotional rollercoaster while accepting the transformational changes. When a person faces a radical change, the first thing that pops into the head of the person is denial. There is constant fight within the person himself in accepting the fact that this has actually happened to him or her. They do not want to accept the fact this change has actually come into their lives. This phase of denial will continue for some time followed by fear and anxiety. This phase of fear and anxiety comes after a person gets over the denial phase and accepts the fact that this change has actually taken place. They start thinking of the matters like how they will be able to cope up with this situation and what consequences can be faced by them if they cannot cope up. They might even lose the capability to afford for daily food and their house rents. Thus, fear and anxiety of getting accustomed to the situation becomes a huge issue. All these thoughts put a person into a lot of stress but this is not long lasting. Eventually a person will find a way to live life in a prope r manner by identifying the opportunities that the changes have brought to their lives (Norman and Verganti 2014). As soon as a person is successful in identifying the opportunities brought forward by the changes, they have a huge excitement about changing the people around him, changing everybody in the whole world. The person who have successfully went through the changes would want to make others aware of the changes and make the see the matter the way the successful person is seeing it. This will in turn help the people who are still under depression and stress come out of the situation and step in the world of enthusiasm (Hayes 2014). This is the way in which a radical change is accepted by a person in an emotional rollercoaster. This whole phase of transition can happen in a few seconds and sometimes it can take up to a year. There has also been a situation where a lot of people and organizations could not make it to the other side of the transition and got lost in the phase of depression and fear of predictivity (Dawson and Andriopoulos 2014). An example of radical change has been experienced by us in our family. My father has always worked for a company as an IT Procurement Manager, with the specialization of Statistical Analysis and Data Reconfiguration. He had always hated his job but he never really had the strength to leave the job. Thus he kept on working for a company with a job that he never really liked to do. The company started suffering from huge losses every financial year all of a sudden and went bankrupt. Thus, the company was closed and he lost the job. There really was that phase of denial where he took time to make himself believe that he had actually lost his job and he had nothing to do in order to support his family. Thus came the fear and anxiety of the facts that when he is not earning, how is he going to provide his family with food and proper shelter. However, he could not sit idle and just think about all these factors. He had to get out and look for a new job but he was not interested to do Stati stical Analysis and Data Reconfiguration any more. So he found a job in advertising which he actually liked and after an initial struggle, our lives are now better than before. Professor Muellers successful change management had five different steps. At first, a clear vision of the problem is necessary. Secondly, the impact of the event on people should be clarified. Communication with the people suffering from the issue is necessary to pull them out of the situation. This should not be dealt alone but performed in a team. Always, it has to be felt that a person owns the change and thus celebration is necessary for that. The 8-step change model described by professor Kotter describes us the same methods as given by Professor Mueller. Instead of five steps, there are 8 steps in this theory, establishing a sense of urgency, forming a coalition, creating a vision, communication of the vision, influencing others to react on the vision, planning for improvements in the performances, consolidating the improvements and hoping for more changes and finally establishing new approaches (Ceptureanu 2015). References Ceptureanu, E.G., 2015. Research regarding change management tools on EU SMEs.Business Excellence and Management Review,5(2), pp.28-32. Dawson, P. and Andriopoulos, C., 2014.Managing change, creativity and innovation. Sage. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Huy, Q.N., Corley, K.G. and Kraatz, M.S., 2014. From support to mutiny: Shifting legitimacy judgments and emotional reactions impacting the implementation of radical change.Academy of Management Journal,57(6), pp.1650-1680. Norman, D.A. and Verganti, R., 2014. Incremental and radical innovation: Design research vs. technology and meaning change.Design issues,30(1), pp.78-96.