Managing change Making Sense of Sense Making Essay

Managing Change 1

Making Sense of Sense Making

An IT organization has long been aiming to proceed with their business operations through the application of internet systems, after all, they are first and foremost and IT organization.  However, because of some situational difficulties, coming up with the necessary changes needed to adjust the system of management within the said company would not be an easy task to complete. Moreover, it involves serious decision making on the part of the management administration of the organization. Among the elements of change management to consider though are as follows:

• Identity construction

This section of the change management is involved in the process by which the organization has to accept the fact that the identity of the organization itself would need to change. Jumping up to another level of business systems operation is something that would certainly change the reputation of the organization within the community that they are particularly involved with. The preparedness of the organization in adjusting towards a new identity is necessary in the process of change management applications.

• Social sense-making

Whatever the impact of the adjustments would be on the society is a very important factor that needs consideration on the part of the company’s administration. The balance of both the negative and the positive effects of the adjustments upon the society that the company is particularly influencing should be well attended to by the coordinators of the change.

• Extracted cues

As there are several things to put into special consideration for the application of the change, there are also those that must be set aside. These elements are usually those that are important yet ware less-likely to affect the change, hence, they are to be given attention in the latter part of the changing procedure.

• Ongoing sense-making

It is very vital that the adjustments to be made make sense not only to the organization itself but also for the people that it serve as well as the people that serve it. By giving this particular factor ample attention that it needs, it could be expected that the organization would have better results of business operations from the changes that they are to make.

• Retrospection

Issues on how the traditional process of business operation would be affected by the change as cited herein are also an important element to consider on the part of the administrating authorities. The idea that everything is to go smoothly, the planned procedures of change should be able to support the transition between the old systems of operation towards the new set of systems.

• Plausibility

Every change is expected to be based on factual reasons. The application of the needed changes should be successfully commenced through the idealism that the changes are for the better and that they are to handle better operations on the part of the organizations’ growth in business.

• Enactment

The application of the plan should be well researched and carefully mandated by the coordinators. Everything is supposed to increase the competence of the company rather that fail is system. Hence, cooperation between members is a high concern above all.

• Projection

Whatever is expected from the change must be reasonable enough to support the strengths and the weaknesses of the new program being applied. Constant consideration on the possible failures shall regulate the expectation into a more realistic projection.

Through the procedures presented herein, it could be noted that undergoing organizational change management is a great deal to be serious of especially on the part of the coordinators and the company authorities. The main purpose is to increase the capability of the organization to function well within its business operations. It is however important to consider that failures may occur, making it possible for the administration to realize that alternative procedures should always be ready to support any shortcomings on the application of the first or the master plan of organizational change.

References:

Palmer I, Dunford R, & Akin G, (2006), Managing Organizational Change; a Multiple Perspectives Approach, McGraw-Hill.

Michael Beitler. (2006). Strategic Organizational Change, Second Edition. Practitioner Press International; 2 edition.

Esther Cameron. (2004). Making Sense of Change Management: A Complete Guide to the Models, Tools & Techniques of Organizational Change. Kogan Page.

Graeme Salaman. (2003). Strategy and Capability: Sustaining Organizational Change (Management, Organizations, and Business Series). Blackwell Publishing Limited.