WHAT IS CHANGE MANAGEMENT

Change is the law of life. If we talk from the business perspective, today business houses and organizations experience various changes regularly. The main driving force behind all such changes is technological advancement. As technology goes on to improve day by day, the industries and organizations continue to modernize and adapt themselves to the changes. As organizations realign their labor to meet new goals, priorities are also re-established. The workers and employees are introduced to several new changes in the organization. The managers are required to ensure smooth transitions within the organization. It is here, that the change management process begins and comes into play. So, change management is a process of basically overseeing and facilitating any change that occurs at any level. It is entirely the work of the management to address the change and develop a process that they feel is the best for its execution and application. Change management is not a reactive response for any change, instead, it is the preparation for change whenever it occurs. Here, we shall the types of change management.

TYPES OF CHANGE MANAGEMENT

FROM AN INDIVIDUAL’S PERSPECTIVE

EXCEPTIONAL CHANGE MANAGEMENT: At times, an individual may experience some sort of isolated event in life which might also be important and also cause certain differences in his life. Despite being important, it does not spill over into the other parts of life, so, it can be stated that the impact is relatively limited.

INCREMENTAL CHANGE MANAGEMENT: Quite often, this type of change goes unnoticed in the very first instance. But, over time, new factors are gradually introduced which result in the complete replacement of the old state with the fresh one.

PENDULUM CHANGE MANAGEMENT: As the name suggests, this type of change generally denotes change management that an individual experiences when there is a swing, that is too quite sudden from one state to another. This type of change can cause an individual to adopt an extreme perspective that can be the diametrical opposite of the previous point of view.

PARADIGM CHANGE MANAGEMENT: Paradigm change management is more often regarded as proper change. This type of change usually occurs when information, tasks, and behaviors are reintegrated and they lead to the emergence of a new belief, a new value system, and a new gestalt.

FROM AN ORGANIZATION’S PERSPECTIVE

EVOLUTIONARY CHANGE MANAGEMENT: The most common type of change management that is generally experienced by organizations is evolutionary change. It is called so because it is born out of the process of natural selection: it is inevitable when small variations in performance, some sort of alterations, and adjustments in response by people and groups occur in a changing environment.

REVOLUTIONARY CHANGE MANAGEMENT: This type of has also been experienced by organizations for quite a long now. It generally sets in when some external factors force a change on the organization. This type of change is usually accompanied by large power shifts and amounts to a cataclysmic effect.

DIRECTED CHANGE MANAGEMENT: This type of change has become rather common in the past 80 years. It is also known as directed, planned, or managed change because it is designed to achieve a specific performance. The making of this type of change involves moving the management and workforce and the organizational culture into alignment with the structure, processes, systems, and strategies to attain the desired vision. There is a further bifurcation of directed change. There are three different types of directed change management, namely developmental, transitional, transformational. The developmental change encompasses improvement of skills, methods, performance standards, etc. The focus is mainly to improve the current performance. Under transformational change, the outcome of trials and errors is as new information, new boundaries, and new interactions are integrated. The transitional change leads to the replacement of something that is already in existence.

So, most of the changes that an organization goes through are developmental or transitional. Although the other types of changes are also experienced by the organization as well as the individuals. Change is a universal condition of life and is inevitable. Organizations are constantly changing as they grow into new markets, experience loss and gains in terms of personnel, and strategize on their products and services.

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