Nutritional Time Frames and Trial Periods in Change Management 189714767 \h 109 The Role of Human Resource Management in Change 189714768 \h 110 Collins’ Model – Linking Leadership with Change Management 189714769 \h 111 Field Titles Change in Content Management 189714770 \h 112 Definition of Change Management Presented Using the ADKAR Model 189714771 \h 114 Choosing the Model of Change Management in your Organization 189714772 \h 116 Documenting Change Management 189714773 \h 118 Enhancing Productivity by Change Management – Keeping Motivation Alive in the Workplace 189714774 \h 119 Huse Change Model Management: The Basic Principles 189714775 \h 120 The Importance of Change Management in Organizations 189714776 \h 121 What is the ITIL Change Management Scheme? 189714777 \h 122 The Journal for Organizational Change Management 189714778 \h 123 Large or Small Firms Experienced Change Management 189714779 \h 125 Change Management of Large Businesses versus Small Businesses 189714780 \h 127 The Book of Making Sense about Change Management 189714781 \h 128 Technology Change Management: Keeping IT Up To Date 189714782 \h 129 GE: Organizational Change Management 189714783 \h 131 The Basics of Management: People, Performance, Change 189714784 \h 133 The Meaning of Management Change 189714785 \h 134 Microsoft Organizational Change Management 189714786 \h 135 Models of Change Management – Devising Standards for Business Success 189714787 \h 136 Keyword: CHANGE – Objectives of Change Management Training 189714788 \h 138 Organizational Change Management Program – Providing Solutions for Transition 189714789 \h 139 Tips on Carrying Out Organizational Development Change Management 189714790 \h 141 PowerPoint Presentation of Change Management – Getting a Glimpse of Change Management Concepts 189714791 \h 143 Project Management Software Issues – Change Requests from Customers 189714792 \h 145 — There are several models, illustrated by business experts, to help companies transition from one level to the next.
One is called the Cummings and Huse eight-phase model of planned change.
It shares the same principle as the other models, which is that ‘planned change indicates that a business organization can exist in different states, at varying times – and planned movement can therefore occur from one state to another’.
Basically, this change management model just goes to show that change can be handled efficiently by having a deeper understanding of the organization’s current state, and planning on exactly what to do to transition from one phase to another.
Changes can occur in the organizational level, or they can also involve business processes.
At the end of the day, you need to keep in mind that it’s crucial to have a set of steps or phases to follow before any changes within the organization can take place.
This is so there will be less downtime, the operations can smoothly transcend from one phase to another, and the service delivered is not affected at all. The Importance of Change Management in Organizations It is indeed true that change management plays a very important role in any organization.
With a great demand for new technologies and innovations, the public is getting smarter as to what brands to purchase.
They now go for quality goods and services.
Truly, competition is getting stiffer, so small companies need to think of ways to keep up with the changing trends to survive in the market jungle.
So, how can one company gain leverage in such a fast changing environment? The answer is to change as well. Change can be implemented in an organization as a result of both internal and external factors.
Internal factors refer to the current structure and processes of the organization.
Is the current structure still feasible? Are the existing processes lean toward business growth? If not, then change has to happen.
This may also refer to the current initiatives that internal employees thought of to introduce new products to the market.
External factors, on the other hand, are brought about by the demands of the customers or changes made in different organizations that were proven successful.
A competitive product from some other manufacturer is an example of external triggers. It is a good thing to note that changes made in the organization should yield positive results as a consequence of joint efforts and great teamwork.
The involvement of all the people concerned is very crucial in change management, that everyone should be committed to meet certain goals.
The roles and responsibilities of each individual should be realized to help the organization and its processes become stable. What is the ITIL Change Management Scheme? ITIL stands for Information Technology Infrastructure Library, and it is a well-established set of techniques, principles and concepts for better IT management.
Originating in the United Kingdom, ITIL is becoming more and more popular because the process framework is extremely advantageous for IT companies around the world.
When it comes to change management, ITIL has also developed a procedure to efficiently handle any type of changes within an IT organization. Basically, the goal of ITIL change management is to ensure that any change implemented within an organization is handled efficiently and systematically.
As a result, there is minimal or no interruption to the business workflow, and less downtime of the service delivered to the customer.
Just like other change management systems, ITIL implements a request for change as the initial step, once the need for change in a particular business procedure has been determined.
To make the transition, there are several workflow options implemented.
First, there is the recursive method wherein part of the procedure is reassigned.
There is also the concurrent and multi-branching option where a series of tasks are performed all at the same time.
There is also an option to automatically close unused paths or workflows, and finally, tasks and approvals can be co-dependent so that they can be completed prior to the implementation of change.
By following these ITIL options for change management, you can rest assured that there will be minimal or no impact to your daily operations as the necessary changes are implemented in your business procedures. The Journal for Organizational Change Management The rate of change in the world today is faster than ever.
Financial limitations, latest developments in technology, expanding of the market, mergers and restructuring, new philosophies, and legislation in the government are all putting pressure on organizations and businesses to stay dynamic and change.
And yet, the change process is not so easy, and the success of its implementation relies considerably on all the managers involved. A journal for Change Management is unique since it sets the agenda for the management and development in the organizational change by evaluating new approaches and theories of research.
The objective of the journal is to give optional philosophies for organizational change and development to accomplish the goal of the journal.
It encourages the search for philosophies that include critical theories, post structuralism and postmodernism, as they are applied to change and development.
It also encourages the qualitative evaluation of change, change practices, and discourse.
The publication of the papers for the journal must offer a very detailed analysis and discussion regarding the philosophies and practices that contribute to the success of the organizational change, thus making a promising future for the organization and particular societies of tomorrow. The coverage of the journal for Change Management includes the adoption of strategic planning to the need for a change.
It also covers research about leadership, and the responsibilities for the implementation of the change to follow through; and lastly, the psychology of the proposed change and all its effects in the workforce.
The benefit of the journal is that it offers many valuable materials for the specific organization that is committed to the choice for a change. Large or Small Firms Experienced Change Management Change management occurs in large and small firms.
A slow down in the business organization performance is a hint that something is not right.
Whether in a large or small firm, one way or the other the effect of the problem will surely be felt.
It may be minimal to large firms, but a big deal with small ones.
When change management is implemented, the impact may also differ to a certain degree, but nevertheless change still needs to be dealt with and managed well. For firms that require delivery of products and services, continuity management should always be made available.
Businesses, whether large or small, need to have ready solutions to interruptions; otherwise the needs of clients won’t be met.
The continuity in the production performance leads to the attainment of large and small firms’ objective of satisfying customers and at the same time achieving profits to the firm.
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