Article -1

Managing and Leading Changes

Introduction
As mentioned by Josiah(2008), in current business environment business
have to transform to deal with the changing scenarios. It is important to
manage change and lead it in order to survive and control the business
operations. This deal with analyzing the changes, implementing policies and
maintaining it to operations. It is implementing changes by applying
vital methods in work functions to get the preferred results. Change
occurs in an organization either intentionally or unplanned whether
people agree or not agree. Several cases the change is resisted by
people due to various reason but a well-planned organization can
manage and lead the change effectively by changing from "resist to
change" to " assist to change".

Article Overview
The given article by reflect a condition where people are having
feeling of fear about the probable changes that may occur in
workplace. This is a type os resistance to change which may be
purposeful or unintentional. Author thinks that this feeling of anxiety
and fear can bring damaging effects to organization and employees
in terms of loss in improvement or motivations. In spite of this an
organization can effectively apply and lead change management
with appropriate strategies without invoking the concern among
people. It is required to focus on interactions, behavior patterns and
training to relive this fear of change. The management should come
up with proper strategies to lead the change to avoid and impact to
employees or development.
It can be seen that author shows deep and sympathetic insight that
how people behave during change process and fear or resistance to

change will cause unpleasant outcomes. But it is observed that the

author shows more about fear of change. However many people
wish and favor the change in workplace.
As cited by Filicetti(2009) various people have different perception to
cope with change. If the change is put forward to them in
appropriate way many individuals will accept it with ease. However
there might be resistance if someone feels it will effect socio-culture
status but it can be resolved and may not impact the change
process. In fact maximum people take change as a better way to
develop and grow and not much fear.
According to Levin (2011), one of the fears and concerns that people
come across is social behavior issues. This is usually happening if
the managers are not communicating and supporting employees
about the reasons of change required. This may also result in stress
at workplace. It is better to have more participation from managers
and employees to reduce the resistance to change and take out the
fear.
Theories Applicable
The case given in article shows a possible resistance to change due
to fear. For this situation the suitable model will be McKinsey 7-S
Model. This model offers an approach to analyze and know an
organization. This model has logical and personal parts that are
combined to facilitate change
As per Marquis(2012) each element of McKinsey 7-S Model says;

Strategy: is the outline strategy to sustain and carry logical

benefits of change.

Structure: is the structure of the business and hierarchy of

plan and persons.

Systems: are the activities that will take place as part of

business.

Shared Values: are the standards or values set up at the

beginning, these things are reflected in the culture and the
general work policy of company.

Style: is the approach the organization is controlling the

business.

Staff: are the individuals working for the organization and

their usual abilities.

Skills: are suitable skills and proficiencies of the staff

Recommendations
In the light of above details it can be recommended that ;
Effective and early communication should take place from the
management to bring awareness about the changes. Detailed
message should be conveyed about the reason for change.
Organization in particular has to communicate to staff who are
directly or indirectly affected by the change. The reason and
advantage of change should be informed. This action from
management will bring down the fear and resistance in employees
making the employees to understand

the change and react

appropriately.( Weerd, 2012)

It is better to have a consultant for change management from
internal team or external one. This will ensure employees have
understanding and ready support available.
Organization should be able to answer all the queries by employees
pertaining to change. Anything not in detail or hidden will bring
adverse effects and cause unnecessary assumption. (Huang, 2013)

Conclusion

Every change management move usually get varied reaction from

the participants. Some feel fear while others welcome it. It is better
that change is brought if there is an actual requirements and
expectation gap. Employees who are communicated properly about
a possible change will be less concerned and accept the change.
Company has to play important role in communicating and assisting
change.

References
1. Josiah H O(2008),

Implementing and Integrating change

process, London: Artech House

2. Filicetti
G.(2009),
Advanced

Strategies

for

Todays

Transformational Leaders, Journal of Business Management V.

(22), 5
3. Levin H. & Borton P (2011), "Why Do People In Business Resist
Change?" International Journal of Operations & Production
Management, 39(1),
4. Marquis(2012), Beyond Change Management :Asian Market ,
Singapore; VTT Publications
5. Weerd S Jr, (2012), Process management: a guide for the
design of business processes. The Academy of Management
Journal. Vol. 48, No.4
6. Huang, (2013), Global Project Management Handbook, NY:
McGraw-Hill
7. Velagapudi, Mridula. "Why You Cannot Avoid Virtual Project
Management 2012 Onwards" Accessed on 2 Dec 2015