CHANGE MANAGEMENT 4 Rollout of a change management initiative. Ulysses Edwards May 23, 2021 Introduction Change refers to the process of an organization moving from one state of affairs to a different one through actions that might interfere with the way of operations (Marshall and Nielsen, 2020). For a chance to be successful, the environment within the organization has to shift from one point to another. Organizations rely on new ideas and strategies for growth and success in their various industries; therefore change is always an important factor within the business. The strategies and methods used by the organization to implement change and ensure success are known as change management. The process is made up of three phases, preparation for the change, implementing the changes then monitoring of the progress. In the process of change management, organizations especially leaders are faced with various challenges and barriers that have to be controlled and minimized. The major stakeholders can use various tools to assist in the process of implementing the defined changes. The main objective of this paper is to evaluate how change management initiatives can be implemented. It will also point out the barriers that organizations are likely to face during the change process. Effective tools that can be used for change management will be recommended. Literature Review Different factors cause change within organizations, they can be categorized as internal and external factors (Kalenda et al., 2018). These changes happen in different ways and they affect both the internal and external environment of a business. There is a relationship between objectives and organizational change which means change management should undergo proper planning to ensure a smooth implementation process as well as attainment of the set goals and objective (Stouten et al., 2018). For a better competitive advantage, the stakeholders involved should be well-coordinated to ensure an effective and efficient transformation. Changes that have been planned for the long term are more likely to contribute positively to the organization through success and a better organizational culture. Management and the employees should coordinate which means it is important for the different types of change to be understood (Saludung, 2017). Human behavior is an important component in the implementation process which means the change practitioners should align the goals, individuals’ perspectives and the employees’ perspectives with the change to be implemented. Organizations should on maximizing resources and minimizing costs in their implementation plans to bring a positive impact. Change Management Process Organizations should have internal processes and structures that encourage change since it is an essential component for growth. Adaptation is therefore important for a ...

1. CHANGE MANAGEMENT
4
Rollout of a change management initiative.
Ulysses Edwards
May 23, 2021
Introduction
Change refers to the process of an organization moving from
one state of affairs to a different one through actions that might
interfere with the way of operations (Marshall and Nielsen,
2020). For a chance to be successful, the environment within
the organization has to shift from one point to another.
Organizations rely on new ideas and strategies for growth and
success in their various industries; therefore change is always
an important factor within the business.
The strategies and methods used by the organization to
implement change and ensure success are known as change
management. The process is made up of three phases,

2. preparation for the change, implementing the changes then
monitoring of the progress. In the process of change
management, organizations especially leaders are faced with
various challenges and barriers that have to be controlled and
minimized. The major stakeholders can use various tools to
assist in the process of implementing the defined changes. The
main objective of this paper is to evaluate how change
management initiatives can be implemented. It will also point
out the barriers that organizations are likely to face during the
change process. Effective tools that can be used for change
management will be recommended.
Literature Review
Different factors cause change within organizations, they can be
categorized as internal and external factors (Kalenda et al.,
2018). These changes happen in different ways and they affect
both the internal and external environment of a business. There
is a relationship between objectives and organizational change
which means change management should undergo proper
planning to ensure a smooth implementation process as well as
attainment of the set goals and objective (Stouten et al., 2018).
For a better competitive advantage, the stakeholders involved
should be well-coordinated to ensure an effective and efficient
transformation.
Changes that have been planned for the long term are more
likely to contribute positively to the organization through
success and a better organizational culture. Management and the
employees should coordinate which means it is important for
the different types of change to be understood (Saludung, 2017).
Human behavior is an important component in the
implementation process which means the change practitioners
should align the goals, individuals’ perspectives and the
employees’ perspectives with the change to be implemented.
Organizations should on maximizing resources and minimizing
costs in their implementation plans to bring a positive impact.
Change Management Process
Organizations should have internal processes and structures that

3. encourage change since it is an essential component for growth.
Adaptation is therefore important for a successful
implementation plan (Dzwigol et al., 2019).
(i) Planning and Preparation
In planning it should be logistically and culturally. The
managers and involved leaders should help employees
understand why change is important through awareness (Fusch
et al., 2020). They can start by pointing out the problems or
challenges the organization might go through should change fail
to be implemented. An effective change management team
should be selected to oversee the entire process and monitor the
progress.
(ii) Implementation Plan
Important stakeholders like the top management and the
investors should also be put on board then an implementation
plan is drafted. The plan should clearly indicate the strategies
that will be used to arrive at the desired results with the
provided resources at the anticipated time frame. The steps
should be clearly defined and the goals should be measurable
and attainable. Every plan should be followed to the last point.
(iii) Resources and Data
The availability of the needed resources and funds should be
confirmed. They can be in form of money or in form of
equipment, infrastructure, or software. Tools needed for the
implementation process like training or education should also
be evaluated, Important data on change and its components
should be gathered and analyzed to gather the important
information.
(iv) Identification of Gaps and Resistance
In the plan, there might be gaps that were missed which could
risk the process of change. Resistance can also be a threat to the
process. It is therefore important to identify these factors in
advance and address them to ensure a smooth lifecycle.
Feedback from employees will help in getting more information
on potential resistance. Gaps include challenges and barriers
that might be faced (Lyke-Ho-Gland, 2019).

4. (v) Modification and Implementation
After the gaps and resistance have been handled the change
process can start. The implementation process is a process that
has to be integrated into the organization gradually.
Mechanisms should be used to help integrate the changes in the
activities and culture within the organization. They should also
help in monitoring the change progress.
Barriers to Change Management
Lack of employee involvement or cooperation is one of the main
barriers to change management. Employees fear change
especially if they are not involved in the process. Resistance
might also be caused by the fact that disruption will be made
internally and not everyone is open to that idea. Poor
communication might fail to motivate the employees to embrace
change and this slows down the entire process (Neill, 2018).
The absence of an effective communication strategy within the
organization also adds to the barriers.
The organization might also lack a better cultural shift on
changes. This means the effects of changes are not factored in
and their impact on the team is not considered. This overlooks
how people feel and the feedback they have on change which
becomes a challenge during implementation because not every
member is on board. Resources allocated for the change proces s
can be inadequate to sustain the whole process. This interferes
with the implementation plan because more actions need to be
done with fewer resources and this is a difficult approach.
A good governance structure is important in the implementation
plan for clear directions on the strategies. Lack of it will cause
confusion that will cause misunderstandings between the
employees and the management slowing the whole process.
When the leadership is not involved fully in the projects there
will be no direction on what to do and lack of accountability.
Past failures experienced in the change management process are
likely to discourage the team within the organization because
they will be anticipating failure.
Tools for Change Management Initiatives

5. Process maps and flowcharts can be used to put the processes in
a visual form so that everyone involved in the change
management can easily understand (Creately,2021) Flowcharts
help in pinning down the current state of the organization.
Changes can be added to them for future use and reference.
Culture mapping involves representing the organization’s
culture in a visual form to help determine important factors for
the change initiatives.
Aids and barrier analysis which is also known as field analysis
is used to determine potential forces that might be against the
changes and their appropriate solutions. Stakeholder analysis
helps in categorizing the stakeholders based on different factors
than using the information to decide which stakeholder will be
affected by changes and who to include in the process.
The organization should have approval processes that are
smooth to allow changes to get through the different workflow
stages. For smooth change operations, the approval status
should be incorporated. Governance tools include the internal
policies and directions that the team can use for guidance on
what needs to be done and how to do it (SunView, 2014). The
right data for the change operations should be provided and
access should be given to everyone involved. For a better
communication strategy to be in place effective tools should be
used to sustain it. Communication tools and processes should be
incorporated into the organizational culture so that by the time
change is introduced, the internal stakeholders are already
familiar with the tools.
Conclusion
Change is an important factor in the organization. It is an
indicator of growth therefore organizations need to have the
best strategies in place. A change management plan is a step-by-
step process. Planning and preparations are the first steps.
Shareholders must be involved in the implementation plan
because they finance the projects. It is important to anticipate
resistance from the employees and find ways to tackle that.
Gaps should also be identified and potential solutions found.

6. The implementation can then happen and it should be done
gradually and the progress monitored closely. There are various
barriers that might hinder the change implementation initiatives.
Employees who are used to ways of doing their work might
resist any form of change that might disrupt their operations.
Lack of leadership involvement is also a barrier. Ineffective
communication also contributes to the challenges. There are
various tools that can be used to make the implementation
process a success.
References
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Dzwigol, H., Shcherbak, S., Semikina, M., Vinichenko, O., &
Vasiuta, V. (2019). Formation of Strategic Change Management
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7. www. ijsr. net Licensed Under Creative Commons Attribution
CC BY Development Result of Kecombrang Fruit Become
Various Products for Home Industry Jokebet Saludung
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