Task 1

A) Why is change management different than other recent management fads? Is it necessary to
create a "burning platform" in order to create awareness of the need to change?

Change management is necessary because organizational change - moving from an
organizational current state to an organizational future state. Change management is an important tool
for an organisation to manage its business outcome, it helps to realize and adapt to the change of the
organisational culture. It is a burning platform as there might be changes in the following parts of the
organisation - Processes, Systems, Organisation Structure and Job Roles. While there are
numerous approaches and tools that can be used to improve the organization, all of them ultimately
prescribe adjustments to one or more of the four parts of the organization. If there is a specific problem
or reaction or opportunity for the organisation where the word CHANGE comes into picture. If the
organisation wants to become more competitive or become customer friendly or Effective and efficient
there is a need for change management. To improve the organization in some fashion - for instance
reducing costs, improving revenues, solving problems, seizing opportunities, aligning work and
strategy, streamlining information flow within the organization the change management is important
tool.
Change Management can be compared with some of the management styles.
Management by Coaching and Development:
Each organisation plays an important nurturing role in learning / Coaching
Each Personnel gets their learning curve started in the organisation

Management by Competitive Edge:
All management faces the competitive edge in the industry.
Change management implies the personnel to work in a healthy and competitive
environment.
Management by Performance :
Being profitable is the derivative of the success for the organisation
Motivating the employees to achieve more targets

These management styles need change management as the important tool for the growth of the
organisation in a wide range.

Change implementedChanges the learning curveIncreases the productivity

B) Give samples of strategic interventions in an organisation of your choice. Give importance to
HRM Interventions and Organizational Strategic Interventions

Strategic interventions include shaping up the basic human needs in both positive and negative
aspect. They use these interventions depending upon the need or requirement. Some of the
interventions are Employee strength, Growth of the organisation, Training and development, Survey
feedback, Process consultation, Team Building, Goal setting, Job Enrichment.
Human Resource Intervention

Employee strength: The Organisation depends on the employee strength and its values. There
are some essential employee strengths that are sought after by employers, regardless of
industry. Finding and developing these essential strengths employers desire can drastically
increase the growth of the organisation.
Growth of the organisation: The interventions are more important for the growth of the
organisation.
Training and development: One of the important interventions is training and development
wherein the training initiated among the employees will enrich the development of the
organisation.
Organizational Strategic Interventions


Survey feedback: The intervention provides data and information to the managers.
Information on Attitudes of employees about wage level, and structure, hours of work,
working conditions and relations are collected and the results are supplied to the top executive
teams.

Process Consultation : The process consultant meets the members of the department and
work teams observes the interaction, problem identification skills, solving procedures etc.,

Team Building: Team building is an application of various techniques of Sensitivity training
to the actual work groups in various departments. These work groups consist of peers and a
supervisor.
Sensitivity training is called a laboratory as it is conducted by creating an experimental
laboratory situation in which employees are brought together. The Team building technique
and training is designed to improve the ability of the employees to work together as teams.

Goal setting: Each division in an organization sets the goals or formulates the plans for
profitability. These goals are sent to the top management which in turn sends them back to
the divisions after modification.

Job Enrichment: Job enrichment is currently practiced all over the world. It is based on the
assumption in order to motivate worker, job itself must provide opportunities for achievement,
recognition, responsibility, advancement and growth.

Task 2
C) Describe any two leadership theories required for proper execution of change in IT industry.
What would be your style? Support your view.
Leadership is where the leader is someone that has influence over others. It can be confusing
because there are managers and leaders. Not all managers are leaders and not all leaders are
managers. The most inspiring theories which require the proper execution in IT industry are Trait
Leadership Theories and Behavioural Leadership Theories
Trait Leadership Theories: Individual qualities is been defined in trait theories. And it is
believed that certain traits or characteristics are been with their personalitys right from
their birth. Some of the characteristics which are been required in all management aspects
for their growth of organisation. Each individual when understands their own traits or their
skills can be an added advantage for the industrys growth. Some of the characteristics are:










Personal Views about Trait theory: The trait leadership theories assumes there are certain
traits that all leaders need to have whether in a war, a company or in a classroom. Also, one situation
might require a leader to have a group of traits that might differ from varied situations.
Behavioural Leadership Theories: Behavioural theories tell us how each person develops
their leadership skills through their learnings or through their experience. It is not that they
are born with.

Intelligence
Accepts responsibility easily
Understands the needs of followers
Able to motivate people
Trustworthy
Good Decision maker
Self Confident
Assertive
Flexible
Need of power
Focus on work
Focus on people
Direct Leader
Focus on work


Personal Views about Behavioural theory: This theory helps the leaders to organise the people to
do their job in an efficient manner, make sure that their needs are been met and get the work done, they can
make the decisions done and make the others to follow the same, the other way that even the leader get the
participation of other people and decision is been made. So these kinds of leadership attitudes should be
followed or assisted in the IT industry for the betterment or growth or to touch the heights of the goals of
organisation.

D) i) What are the main reasons for strategic change within an organisation? List out the reasons
you think. Also support your answer with your comments.
Strategic change are been experienced by various organisations. These changes are been
arising from management fads such as cultural change, business process engineering, empowerment and total
quality. The main reasons for the strategic change within an organisation are as follows
The speed of change in the organisation depends upon the way it is been implemented.
Organisational change requires individual change.
To change the culture of an organisation, it is necessary to change the way in which
individuals behave and think about their work, and individuals take time to change.
To increase the productivity and growth of the organisation there should be a change
adapted in the management.
Varied changes can be made when there is a need for the cultural changes in the industry.
The certain thing is organisation of today is there will be more not less change.
All professionals have to have an ability to manage such change and follow those towards
the industry growth.
Every personnel need to have analytical skills so that it will be helpful for the objective of
the operation.
Judgment skill is also necessary to determine what is important about their context of
operation.
Interpersonal skills are a necessary thing so that they can sell their change ideas to others.
Change intervention is quite difficult to change the part of the organisation.
The interdependency of the varied sub systems becomes a hectic for a sudden change in the
organisational setup.
The transition curve highlights the change in a slow process abs it results in the decrease of
confidence and performance.

ii) What would be your role as change management sponsor at each phase of the project?
Role towards the change management is to engage employees and encourage their
adoption of new ways in doing their job, whether it is the process, role or the organisational
structure. Mobilizing the individual change necessary for an initiative to be successful and
deliver value to the organisation. The system of people in the organisation responsible for
supporting the employees in making the transition happens. From the highest level of leaders to
the managers who effectively manage the change which requires a system of fulfilling their
particular role based on their unique relationship. There are various management key
management roles that may be the change resource team or resource, executives or managers,
middle managers, project team and its support functions. Employees can make their own
transition when each of these factors are been fulfilled.


Task 3

E) Business Process re-engineering is the main way in which organizations become more effective
and modern. Give an instance of re-engineering within an organization, outlining the processes;
also include your own views about the value of the process in your instance.

Business Process Reengineering is the important tool for both industrial as well as academic
consulting. It is agreed that BPR is important but also a problematic one. BPR eventually means that
focusing on integrating both business process redesigning and deploying IT to support the engineering
work.BPR seeks to break from current processes and interpret new ways of organising tasks,
organising people and making use of IT Systems so the process will support the goals of the
organisation. This has to be done by finding out the critical requirements about the company and
analysing and restructuring it so that it benefits the company.
Most of the current business processes with their functional structures were designed to enable
efficient management by breaking up the process into small tasks which can be easily done by less
skilled workers. Other way the efficient decisions and ideas are given and done by the high skilled
workers wherein the competency level of the employee can be identified and tasks can be separated
accordingly. The process is been explained below:

Business Strategy- The strategy of planning is been done for the reengineering
Business Structure- Restructuring tactics must be identified and sketched
Process Allotment- Allotting the strategy among the workers
Implementation- Implementing the strategy with the IT is been done.

Personal View of Change:
The people in business either employees or re-designers take a very
personal view of the change in the BPR. For Example the BPR designers design the process according the
perception, explanation and the understanding about the company. The rectifications or the solutions for the
problems may be arrived from the BPR literature or it might vary according to the BPR designers perceives.
This might sometime cause conflicts among the process where they might not fit the old experiences and
processes. To avoid this both the designers and the business people should be involved in designing the
strategies. It should work must to obtain the support of people affected by the changes for successful
implementation.

F) What is meant by individual change management and organizational change management?

Change management is a very important aspect in the organisational point of view, the processes
procedures and the varied strategies is been implemented only because of the change management. If that is
been properly identified and restructures then that shoots up the business growth.
Individual Change Management:
Successful change in the organisation results only when individuals are successful at the change made.
There are a number of risks to attempt the change management without a solid foundation in how individuals
go through the change. We have to focus n how each individual is moving towards their own personal traits
for change management to be successful. The individual change model defines the outcome we are trying to
achieve when we implement change.
Since the individual change model describes the desired outcomes, it also establishes a
framework to know if we have been successful. Without the individual change model, it is impossible
to tell whether or not change management activities are achieving their desired results. It provides
focus to organizational change management activities. It gives direction measuring effectiveness and
for corrective actions.

Organisational Change Management:
It is not uncommon for an organization to choose to conduct a project that
will have impact on the organization itself. Upper level Management undertakes these projects
because they believe that there is sufficient gain to the organization to warrant the expense. And Upper
level Management usually moves forward on the basis that since it is in everyones best interest, those
individuals affected will of course endorse the project and work to make it a success. It can be very
difficult to introduce change to an organization. Failure to recognize and deal with this fact has been
the cause of many project failures.
Organizational Change Management can be of serious concern to any
organization whose projects will require change either in its customers or within the organization
itself. So we will focus on Organizational Change here, in an effort to give you some insight on how to
more effectively manage the People side of technology projects. Organizations go through four stages
on the way to achieving their strategic objective: Denial, Resistance, Exploration, and Renewal.
Enterprise Transformation is driven by an underlying strategy that organizes and energizes People to
understand, embrace and make full use of new Process and Technology. Degree of success of this
endeavor is measured by the level and nature of the Business Impact achieved.
Task 4
G) Describe the consequences of economic depressions on markets from your own personal
understanding. Give a few instances of organisation affected by the recent depression and their
survival.

Economic depression towards the markets are been very drastically changed
towards the market conditions. The market initiation towards the economic aspect can be portrayed in
the varied implications. The most devastating impact of the Great Depression was poor market
conditions. In a short period of time, world output and standards of the market dropped precipitously.
As much as one-fourth of the labour force in industrialized countries was unable to find work in the
earlier period. While conditions began to improve after that period, total recovery was not
accomplished until the end of the decade.
People will always summon up images of breadlines, shuttered factories,
rural poverty, where homeless families sought refuge in shelters cobbled together from salvaged wood,
cardboard, and tin. It was a time when thousands of teens became drifters; birth rates declined; and
children grew up quickly, often taking on adult responsibilities if not the role of comforter to their
despondent parents. There were poverty range in the economy wherein the labourers were been hired
without any age factor and been developing lot of new strategies to overcome the depression. Then
they implemented lot of policies towards the improvement of the organisational sectors.
Current depression is far more serious than the Great Depression. All
major sectors of the global economy are affected. Factories keep closing down. Assembly lines are
coming to a standstill. Unemployment is rampant. Wages have collapsed. Much attention has rightly
been paid to the techniques whereby mortgages were packaged together and then sliced and diced and
sold to institutional investors around the worl

H) Design a change management monitoring system for your chosen organization.



These steps can be helpful to monitor the change or to change the process towards the development of
the organisation. After implementation there might be changes towards the process and again it can be
restructured by researching on the system.
Change Management
Identifying the old process by learning and understanding the business
process
Planning the process with the authority and the
decision makers
separation of the work or breaking up the work
structure
Identifying the competency pattern of the employee
Implementing the changes according to the decision
and the above criteria