In an organization, change are very frequent to happen and there are cases in which management have to take immediate decisions or some times a systematic process is required in making any change possible. When a change is adopted in a structure or in an systematic way, then it is said to be planned change. On the other hand, when changes takes place naturally within the organization or changes taken because of immediate need, then it is known as emergent change. All the changes which are planned in the firm are based on assumptions which the management has already thought of. In this change all the staff members are already aware of the change which will be taken place in determined time period. In contrast, emergent changes takes place because of immediate requirement of the organization. Members of the business entity get to know about the change slowly and issues arises as most of the employees may not adjust with the change which took place. So workers need time to adjust with the change and emergent change causes issues or problems among members. In addition to this, the changes which are done very carefully or are structured highly may also have elements of emergent change. Present essay will cover the outline of traditional approach on planning changes. Further, it covers the outline of emergent change approach. Moreover, it covers the use and importance of both the changes necessary for success of organizational change. Lastly, it also includes the best strategy which can be used by firms in adopting change.
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a) Traditional approaches to planned change
Change in the organization takes place frequently and it is very important for the management to make employees to accept the change easily. In planned change, all member of the firm know about the changes which are to be taken place (Brown and Osborne, 2012). Changes are very difficult task which management goes through. In planned change the time in which the change will be adopted is already decided and the step by step process is also planned with the help of which organization achieve their desired goals. In a sense it can be state as effective as employees already know the changes which are to be taken place, worker adjust accordingly and it becomes easy for management to apply the change effectively. In this context, main role id played by manager or leader who understand the need and requirement of the change and accordingly develops a systematic plan so that change could be adopted. All required precautions are taken so that change may not affect the organization negatively. In other words, it can be stated that planned changes are foreseeing the gap among present and desired state. In this context, the best example for planned change is iPod which aimed at changing or revolutionise the way of listening to music and this types of change was only possible with the help of planned change. There are many models which are being used in order to make changes easily work among the organization. One of the best model for change management was given by Kurt Lewin. He developed a model named Lewin's three step model which was developed in the year 1940. This model is based on there concepts which are as follows:
According to this concept, management focus on changing the current mind set of employees and they to convey them importance and impact of the change which has to be adopted.
In this concept, management develop new technique, values, structure, attitude through which they focus on achieving the desired goals and objectives of the organization. There may be many arguments of questions which may be raised by other members of the firm related to the need and requirement of adopting the change. In this stage it is very essential for the firm to make their member realize requirement of adopting the change.
In this stage the change has been adopted and organization make their operations according to the new strategy or technique which has been adopted. Members of the firm easily adjust with the change as all know the important and requirement of the change.
Another plan which was used by organizations in order to adapt to change are as follows. This model includes eight steps which will help change management possible, eight steps are as follows:
Need of change
This step mainly takes place at the top level where all the leaders and managers discuss regarding the change which has to be adopted (uettner, Diehl and Schubert, 2013).
Aim for change
It is very essential for the management to take determine aim or the goad which has to be achieved for which changes had to be implemented. This step takes place after the need of change has been discussed. Through this member of the organization will be able to understand the requirement and importance of the change.
Selection of agents
Management selects capable employees who would be able to implement the plan effectively. Qualities like openness towards new suggestions or ideas, supportive, etc. should be possessed by the selected employee.
Analysing the current situation
According to this step, the select agents would collect information regarding the current situation and ways through which change will be implemented.
Method for implementation
Agent lists out various ways through which change can be implemented. Among the prepared list, the best alternative way will be selected so that change could be applied effectively.
According to this step proper plan is developed with the help of which change will be adopted in an systematic way. This plan also includes the time period in which the change will be fully implemented.
After completing all the above given steps, the developed plan is then implemented. All the member of the firm will be aware for the changes which has to be taken place (McGarry, Cashin and Fowler, 2012). The change process should be slow and should be done properly.
Follow up and evaluation of plan
In this step, management should focus on way by which plan developed is going on the right path or not. In addition to this, the change should be monitored so that change could be effectively implemented.
Above given are the traditional approaches to planned management. Which has helped the firm to adapt to change in an effective and systematic manner.
B) Evolving emergent change approach
Emergent change: As it was stated above, that the changes in organizations are frequent and it is very important for the firm to make adapt to change effectively (Addis, Quardokus and Powell-Coffman, 2013). Changes which has to be taken instantly or with developing a proper plan is known as emergent change. There are many reasons because of which emergent changes take place with the organization. It has negative impacts like stress, lack in coordination, etc. because of emergent change. There are cases in which management has to apply actions in accordance with the situations which occurs. Workers of the firm have difficulty in adapting to change as the decision adopted are sudden and instant. It becomes some of the employees to take adapt to change easily. This also results in de-motivation and even affects the performance level. Few of the reason of because of which emergent changes adopted are breakdowns, disputes among employees or management, unforeseen events, etc. In this context, management of the organization do not even get time to convey regarding the changes which has been adopted. Employees get to know about the change which they perform their job or through word of mouth. The best example for emergent change are social websites. They have frequent change on their appearance or they add additional features.
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These types of changes are not planned and takes places according to requirements. Another example which could be stated is about telephones invented by Graham Bell. In today's world the evaluation has bought up mobile phones which could be taken to anywhere and can be used to speak with anyone around the world. In addition to this, emergent change is only possible when management has vast information and support with the help of which firm can accept change easily. All such decision are consequently taken, or are based on assumptions. There are situation which arises in the organization in which management face difficulty and in order to solve the issue emergent change are taken. In this context, few of the reasons for making immediate changes may be because of losses which firm may be facing, quick growth or employee turnover, etc. These types of change help the organization to know more closely regarding the areas in which they lack and accordingly they can take proper steps through which they can overcome them.
There are many ways through which emergent change can be adopted in the organization. Among which following are the summarized form of different authors on emergent change:
- All the emergent changes takes place on an open system. Open can be determined as the process in which there is a regular supply of information, energy, etc. In this context, it is very essential within the management to have vast knowledge regarding the change which has to be taken place immediately (Haslam, van Knippenberg and Ellemers, 2014).
- With this respect, adopt the change is possible only when all the member of the firm are conveyed regarding the change but in this scenario it becomes difficult to inform all the members within the organization. Disruption is created within the system.
- System, then goes through a differentiation process where distinction and innovations takes place (Nordin, Deros and Rahman, 2012). This differentiation is very helpful in developing high complexity.
- With this process new stage is developed which is known as coherence. This become an effective change which can be adopted effectively.
- This enable to have a new pattern of interaction which develops new behaviours. The change adopted may have many negatives as well as positive impacts. But all the efforts are determined after a certain period of time.
From this it can be stated that, changes which are taken place instantly has are types of risk which the organization takes. There are many negative impacts like employees feel stress and demotivated. Most of the employees do not get adjust with the changes which has been adopted. Only if they are conveyed regarding the change, then they feel free to accept the strategy or the change effectively. There are many other issues like performance level of the employee's comes down and this negatively affects the organization. On the other hand, if the change is implemented effectively and the response for the workers are positively, then it helps in increasing the profitability and contributes effectively towards the growth of the firm.
c) Arguments for both change management for the success of organizations
According to Van der Voet, Groeneveld and Kuipers, 2014 “planned changes can be determined as a process through which management within the organization make changes in an systematic manner” (Van der Voet, Groeneveld and Kuipers, 2014). On the other hand, Neugebauer, Figge and Hahn, 2015 stated that “emergent change can be determine as a decision which are taken instantly depending upon the situation” . Both the changes have their own importance and limitations. As per Kuipers, Higgs and Van der Voet, 2014 “both planned and emergent change have their own importance within the firm” (Kuipers, Higgs and Van der Voet, 2014). Brown and Osborne, 2012 sates that “emergent change is a type of risk which is taken by the top management” (Brown and Osborne, 2012). But according to Howarth, Campbell and Mannell, 2013 “planned change is a step by step process with an estimation of time period in which they will implement the change” (Howarth, Campbell and Mannell, 2013). In a firm both types of situations takes place in which they have to take immediate decisions or changes which could be adopted slowly. One of the main disadvantage because of emergent change is that there will be employees in the organization who take time in adopting to change. On the other hand, in planned change employees of the organization already know about the changes which has to be implemented. Accordingly, understand the requirements and workers make up their mind that any how they have to make accept the change and when the actual time of implementing the change comes, these employees easily accept the change.
d) Justification of alternative change strategy
As it was discussed above that one of the traditional strategies which can be adopted is the strategy given by Kurt Lewin. It is the most preferred strategy as it help the firm to take appropriate steps through which management will be able to adopt change effectively (Lundy and Morin, 2013). It covers all the essential areas through which organization can adopt change easily. Similarly, other model is also very helpful in adopting the other model in which it includes eight steps. It is one of the strategies in which firm will be able have a systematic process through which management will be able to follow systematic process in which change can be adopted effectively. Through this strategy firm will be able to use their ideas or plans in a well defined manner. This types of plan will be helpful in making members of the organization to adapt to change easily and effectively. Further, employees will be able to make up their mind that they have to make up their mind in the given time span and have to adjust with the change.
Form this essay, it can be concluded that both planned and emergent change have their own importance and limitations. Planned change have many benefits like employees get time to adapt change and worker already know that the change will take place within given period of time. Organization faces different types of situations and accordingly they have to make changes within their business operations. Further, there are many theories which are given by different authors, among which one of the best traditional theory used is Kurt Lewin model which has three stages. This model help the firm in making changes effectively and efficiently. On the other hand, emergent change is a type of risk which management as it becomes difficult for most of the member within the firm to adapt to change easily.
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