Organisational change management Essay Example | Topics and Well Written Essays - 3000 words - 1

Organisational change management - Essay Example Firstly, the nature of change is highly problematic. Forces that are responsible for change are economic conditions due to business cycle (external force) and changes in business strategy (internal force). Such change requires modifications in organisational processes. The change being introduced is transformative which may appear abrupt and highly random to the workforce (Bovey and Hede, 2001). Such implementation of the desired cost-cutting regime can introduce panic and anxiety in the existing workforce. The main challenge is to keep the existing workforce after the shutdown motivated and willing to be on job for a longer period as employee turnover can add to more costs. Secondly, the product development team is basically responsible for innovation in D2’s products that have been the main competitive edge of the workforce. Therefore, it is important for D2 to retain this talent. However, relocating this whole team may not be viable as team members may resist it. Forced rel ocation would not provide steady developmental progress (Baker, 1989). The given scenario presents resistance from employees be the central challenge faced by the management. Where cost-cutting is the intended objective, heavy employee turnover can add to HRM costs. ... Another challenge faced by the management is the manner in which change is lead by the key managers. Since employees are highly vulnerable whenever change is introduced, therefore being authoritative and forceful instead of providing support and open communication channels can initiate change failure (Bovey and Hede, 2001; Yuh-shy, 2011). All these factors are dependent on employees’ resistance that may take place due to multiple reasons. Theoretically speaking, it can be seen that there are environmental, perceptual, cognitive, emotional and cultural blocks that may hamper effectiveness of the change management process (Piderit, 2006). Detailed analysis of main factors behind employees’ resistance can be lack of job security, loss of autonomy and career growth, social factors and lack of support from management (Bryant, 2006; Dent and Goldberg, 1999; Robbins and Judge, 2009). Jobs have tendency of affecting personal and professional needs of the employees. Once a porti on of a workforce is laid off, rest is likely to feel threat to their own economic stability. In addition to that, some of the employees resist change not for only specific reason but to display their power and influence when a threat to their authority is perceived. These changes are also perceived to bring alterations in organisational culture and policy model that may not be welcomed by the workforce. In the given scenario, position of B2 team is of specific importance. This is so because this team is responsible to provide D2 with products that provide management an edge over other market players. This team greatly benefits from its strategic location. It is present amidst of region where major product development activities of auto industry take