We know that Change Management, by its very name, involves management
of changes. These changes occur within an organizational setting,
meaning changes do not occur within a vacuum.

There are certain elements that come into play when a Change
Management process is introduced into an organization. These elements
are called Functions, Goals, Resources, Environment, and Principles.

Functions refers to the purpose of the project, or what products or
services are expected to be produced by the organization should the
project be successful. Any project has to serve a specific purpose
(function) or else it is a meaningless project.

Goals refers to the specific change or changes that the project aims
to put into play or set in place. It differs from function in that a
function would be the reason the project exists while a goal would be
the objective that the project aims to accomplish.

Resources can be defined as the scalability and the capacity of the
change management project. Will the project succeed as it is
currently designed to do? Or are there other elements that have to be
tweaked around first before the project can accomplish its goals and
fulfill its function?

Environment refers to the elements in the surroundings of the
organization, or perhaps the components of the organization itself,
which may be influenced by the project outcome. Since the change
management project does not exist in a vacuum, the environment may
also affect the project too, in turn.

Principles is concerned with function in a way, since it tries to
foresee whether the functions will be affected in any way. You can
say a basic principle of a change management project is that it
should not hamper the function or functions in any manner, or else we
can say the principle of the project has been violated somehow.

Change Management Theory has its roots from different fields, namely, engineering, business and psychology. That is why change management is applied in different ways in different disciplines.

If we are talking about Individual Change Management, that refers to changing the behavior of an individual (such as when the person needs to stop smoking or drinking.)
Change Management in business pertains to changing technology and/or a business process. When applied on a societal level, Change Management refers to creating new laws or government policies to initiate societal changes. But regardless of how Change Management is to be applied or where, Change Management Theory operates on five key principles.

The first is that people display different reactions to change since each person is a unique individual.

The second is that all people have basic needs that they aim to satisfy, regardless of who they are or what their occupation is.

The third is that for every change that is initiated, the person or entity will have to lose something for the change to be successful.

The fourth is that people have different expectations about change management efforts so all change management programs have to be realistic.

And the last principle of Change Management Theory is that there will always be fear of change and proper change management involves facing those fears in appropriate ways.

When all these five principles are applied well by the person or organization which is undertaking change management, then the odds that change management will be successful go up significantly. This does not mean that failure will never occur, but rather that the odds of failure will go down by a great degree.

Change management will not succeed if it comes from t
he idea of one and not supported by all.  Change
management involves careful planning and implementation. 
]Consultation and involvement of people that are affected
to change should be taken into consideration. If change
is given by forced or pressure to an individual may cause
problems.  Change management should be realistic,
attainable and measurable.

When most businesses are ran  by network computers
and services on demand requires delivery through data
systems, high levels of availability is necessary to quickly
address the change in order to increase profitability and
maintaining edge in the industry.  Tools to help IT managers
and administrators are introduced in the market to simply
the change management process.  The change management
tools  includes downloadable planning templates, readiness
assessments and guidelines for executive sponsorship on
proposing change management as well as how resistance
is managed  when change is implemented.  Tools such as
change management certification templates are available
and to include communication plans, training plans,
sponsor roadmaps, coaching plans and resistance
management plans.  These tools are aimed of providing
guides to assess and implement change management

The change management tools seek to help business
organization to achieve the following:
1.  The ability to manage change in individuals and not
just the business.  Change must not be impose to people.
Change should be clearly explained as for the reason for
2. The ability to develop a change management strategy
3.To be able to formulate a communication plan.
4.To be able to manage actively those people who resist change.

Tools are made to guide and assist, simplify the change
management process and save time and money.

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