action item 7 - Change Management Activity

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Sheridan College *

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HRMT59120

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Management

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Feb 20, 2024

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docx

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Uploaded by DeanLemur4070

HR Planning 58815 – Week 6 – Change Management Activity Introduction: If you think about it, we have been discussing the topic of “change” from our very first lecture in week 1. We certainly recognized how companies such as The Bay and McDonalds have had to make changes in their strategy, based on various external factors. So “change” is not a new phenomenon for us. It is because we know that “change” is inevitable, that we recognize that there is an important role for HRM. Some change can be planned: at other times, change is “thrust” upon us….it “emerges”. Regardless, it seems that, for change to be implemented successfully, there needs to be some structured format. The Generic Model of Change The “steps” in the generic model of change are: 1. recognise the need for change 2. diagnose what needs to be change 3.plan and prepare for change 4. implement the change 5. sustain the change Planned change. The text provides information on an interrelated approach to change, but we will go directly to Kurt Lewin’s Three-Step Model of Change – p.235 and slides 22 – 28. a. Using single words, summarize the steps in Lewin’s model. Answer a . unfreeze, change, and refreeze. b. Which do you think is the hardest step and why? Answer b . the hardest step in Lewin’s model is “change” because it involves new procedures, behaviours and structures into place which might face a challenge and uncertainty from individuals working within the organisation. c. What is the most challenging part of Step 3 for us in HRM? Answer c . the most challenging part of step 3 for us in HRM is “freeze” because it lies in sustaining the change, as it involves new systems, new behaviours, or structures into the organisation culture and to ensure that the changes made will be maintained in organisation for the long term.

As we mentioned earlier, sometimes change that is not planned, occurs. This is referred to as: Emergent change It is said that emergent change results from contingencies . Can you explain why? This includes the market shift, technological change, political change, or changes within organisation for example sudden change of leadership. These changes are unplanned, and it is often difficult to predict or control. So why is all this relevant to HRM? HRM must be front and center in any organizational change effort. HRM must support the change effort at the macro level (organizational change), and by incorporating the elements and outcomes of change, within the functions of HRM. Answer - Being concerned with the management of an organization's most important resource is its people. HRM plays a critical role in transformation initiatives. HRM is responsible for easing the transition during times of change by attending to the human aspect of change and making sure staff members are encouraged, assisted, and taught in adjusting to new procedures or organizational structures. To promote an organizational culture that welcomes and encourages change, HRM is also in charge of coordinating HR strategies with the organizational change plan.

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