CHANGE AGENT

Change agents are catalysts to manage changes. They

are any persons who manage the organizational
changes. The change agents are specialized in the
theory and practices of managing changes. Experts
outside the organization are not well versed with the
internal environment. So, they are not in position to
manage changes effectively. The second order
changes suggested by the external consultants are
resisted by the employees, because they are not
qualified to suggest changes. Moreover, external
experts are not well aware of the attitudes and desires
of the employees. A first order change is beneficial
in many cases, as it takes place gradually and the
employees get opportunities to adjust themselves
according to the changing situations. Internal
members of change management or internal change
agents have ability, knowledge and experience of
directing people for change and development.
The
basic objectives of change agents are increasing
effectiveness, individual performance and satisfaction
irrespective of whether change agents are internal or
external. There are four subject matters which are
changed by the change agents. They are people,
physical setting, technology and structure.
People :-
The change agents inspire the employees to
change to adapt the environment. The employees are
motivated to adopt effective changes in an
organization. The changes can give fruitful results if
the employees have developed a positive attitude and
behaviour to make the changes a success. Change
agents focus on the employees change attitude. It is
the foremost factor of change. Unless the employees
accept the changes, the change agents cannot ensure
the process of change. If there is a lack of agreement
with the employees, stress or tension occurs.

Physical setting :-
Change managers or change
agents decide space configurations, interior design,
equipment placement, plant layout and tool
arrangement under a physical setting. The changes
made in these settings considers information, flow
process, flow and outcome. The smoothness of the
flow increases the effectiveness of changes. working
conditions are changed, designed and redesigned to
mobilize effectiveness of the settings. People prefer a
particular setting and are motivated to adopt more
useful techniques.
Technology :-
Technological change is done under
change management. The introduction of new
equipment and work process is technological
innovation. Automation and computerization have
become common change process at the beginning of
the twenty-first century. Change agents introduce
new tools and techniques. Efficient handling of
equipment and machine is invented by technology.
Computerization has changed the work culture in the
new century.

Structure :-
An organization develops its structure
according to new changes. The environment demands
structural changes. Attitudinal change, change in
plant layout and new techniques can succeed only
when the structure, mechanic and organic structures
and bureaucratic and democratic structures are
adjusted according to the changes in the environment.
Authority, responsibility, functions and performance
are changed according to needs of changes. The
matrix design is used for absorbing the changes.