Essay Writing Help on Change Management

Change Management

Change management has always been a complex process that varies depending on individual organization’s needs. Change begins with individuals before proceeding to the organization. However, individuals are normally driven by the customs of the groups that they belong to while the groups are bound by the entire organizational system to undergo change.  A leader is a dynamic individual, who should recognize the necessity for change, and have the capacity to lead change. He/she should encourage feedbacks to assess the response of employees. Therefore, as a leader in AGC, identifying the basic steps to implementing change is essential for the firm’s growth. Equally, anticipating problems and finding ways to handle such problems is paramount in the management of human capital.

After going through several models of change, I came up with the appropriate models for AGC. The Kotter’s 8 Step Change Model that was designed by John Kotter, a change management guru, who introduced the 8-step change process in the book “Leading Change” in 1995 (Cameron & Green, 2012). These steps are:

  1. Create a sense of urgency. A change can only be successful if three-quarters of the management team support it. An extensive dialogue concerning the market and competitors is necessary in examining opportunities and threats.
  2. Institute a powerful guiding coalition. The leader should gather a group of people from diverse expertises who are capable of work together. The leader should request emotional commitment from the group to create momentum for change.
  3. Create a vision. A vision is built to guide on change while strategies are designed to assist in achieving the vision.
  4. Communicate the vision. Kotter highlighted the necessity “to communicate at least 10 times the amount you expect to have to communicate” (Cameron & Green, 2012, p. 126). A good leader should utilize all means of communication to introduce his/her vision, and endeavor to address all concerns from the team.
  5. Empower others to work on the vision. The leader should take quick actions to remove barriers to change by rewarding agents of change and helping those who are opposing change.
  6. Plan and create short-term gains. An early success in the change process enables team members to have an idea of how the vision will be like.
  7. Merge improvements to allow for more change. After every gain, the leader should analyze what was done correctly, and what need s to be improved. Ideas should be kept fresh by introducing new change agents in the team.
  8. Institutionalize new approaches. Continuous efforts have to be made to ensure that change affects all aspects of the organization. The manager should have strategy to replace leaders who are promoted to the next level in career path.

A good manager should be capable of anticipating numerous problems that occur in the change management. One of the problems that Shawn could anticipate is that team members may have little idea about their responsibilities in the change management. This can occur if Shawn decides to pick individuals without allocating them some responsibilities. Another problem is that some of the team members may opt to pull out of the project temporarily or permanently, thus, creating a gap in the change process. Meeting deadlines can create a huge problem in the change management. This can happen when the process become too long or when resources are inadequate to cover the expenses. Poor communication among team members, or between team members and the leader, can be a hindrance in implementing change while lack of knowledge about a potential problem can also affect change management.

I recommend that the above problems, together with unanticipated setbacks to be solved through setting up an effective decision-making structure, where every individual in the team can fit in without feeling marginalized. A team leader should convince the top management not to change or transfer some team members to avoid delay of the change process. The person in charge of the change management should have the capacity to work with the project management system that offers a forecasting tool to assist in re-allocation of resources when unexpected changes occur. Managers should offer extra credit to solutions that can guarantee desired results using a minimum level of change (Umble, M. & Umble, E., 2014). Breaking a project into smaller manageable bits can help in achieving the desired change while effective communication can help in creating trust with team members. A collaborative task tracking software can be utilized to spot potential problems in the change process.   

Human beings are likely to oppose change, especially when it seems like such change does not fit their styles of operations. Optimization involves devising a process to carry out a particular task in an organization, thus, optimization of global human capital management should ensure that all employees are satisfied with the process. My recommendation is that AGC should contemplate on analyzing individual employees’ career paths to ensure that each employee is rewarded according to his/her career direction. Recognizing each employee’s talent can assist in allocating them in the correct tasks, where they can advance their career paths. The firm’s objective to change management should reflect its mission. The manager should work closely with team leaders while addressing the ongoing, as well as strategic business issues.  He should encourage feedbacks to ascertain the employees’ satisfaction. Change management should correspond with the organizational culture so that every employee will understand his/her role in the changing process.


Cameron, E., & Green, M. (2012). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. London: Kogan Page.

Umble, M., & Umble, E. (2014). Overcoming resistance to change. Industrial Management, 56(1), 16-21.