HND Business Management Course

Managing Change
Process
HND Business Management Course
Richard Docc

In this Managing change process assignment, thorough discussion would be carried about on
the company named Info Edge which is into hardware services and venturing into the
software services so that it can gain competitive edge in the market.

Managing Change Process

Introduction
In this Managing change process assignment, thorough discussion would be carried
about on the company named Info Edge which is into hardware services and venturing
into the software services so that it can gain competitive edge in the market. There
would be 5 Tasks. Each task will be contributing to the opportunity for change and its
management. The impact of change on the stakeholders as well as the employees of an
organization would be analyzed. The model or the process of change that Info Edge
should adopt in order to successfully implement it.

TASK 1
LO1. Conduct an analysis on the organization to determine the
organizations position in the sector and market within which it
operates. From your analysis identify an opportunity for change
which will support the organizations objectives. Where possible
identify how this change will give competitive advantage over rival
organizations.
In this Managing change process assignment we will identify the position of the
company in the market and various opportunity of change that could be brought about
in the company for achieving the organizational objectives and gaining a competitive
advantage.

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Managing Change Process

AC1.1 Determine the organizations position in the sector and market within
which it operates
Company Info Edge is in the development of the hardware for the retail and banking
sector. This company is formed around 5 years back. It is owned by a person who earlier
was working with IBM as Vice President Projects. It faces a strong competition from
various other small sized Information Technology companies in the market. It can be
placed at number 25 among all small sized IT companies in this sector. Its position has
been low due to its services that it caters only the hardware for the various companies. It
has not been providing software solutions due to its skills in hardware only. The owner
of the company is into hardware and the team it has employed in terms of a medium
sized organization is also involved in hardware. It does not have skills and necessary
manpower into software solution design and development (Armenakis&Bedeian, 1999).
AC1.2 Identify an opportunity for change, in support of the organizations
objectives
Info Edge is in business for 5 years and has been catering to the needs of the hardware
and various tools and equipments that are being needed in the banking and the retail
sector. It has been observed that company worked for one of the banking and retail
chains that have stopped working with the companies who used to outsource the needs
of their software. The outsourced companies used to develop the software for them.
These companies had been charging more. These banks and retail companies have
asked Info Edge to take up the assignment of software development along with the
hardware that they have been providing. This request has been made by very senior
person working with the bank and retail company. They have told that they are happy
with the hardware services of Info Edge and can take outsourced software solutions
from Info Edge in spite of it being not experienced in Software.
This is an opportunity for change for Info Edge. It has been realized that the companies
which are into software development have been gaining more business volumes and
profitability. Hardware has lesser margins. This opportunity has been given to the
company in spite of the fact that they are only into hardware solutions. They do not have
to prove their credibility or the reliability in the software solutions. In case Info Edge
will open up its software operations along with the hardware services, they will compete
better in the market. They will have competitive advantage in terms of the solution
providers for both hardware and software and companies have been looking forward for
these services. They will get comprehensive packages in terms of IT solutions from their
clients and make up with higher margins. They could meet up the needs by hiring the
people in software skills and deploy them for bank and retail companies which once
proved will act as a tool for competitive edge in the overall market (Morin &Thuiller,
2009).
It could be said that this opportunity means that Info Edge has to change itself in full in
terms of employment of the manpower, setting up of research and development
department and other related information technology services.

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Managing Change Process

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Comments
It could be said that although it is an experiment but this opportunity of change once
converted into strength will result in the success and overall development of Info Edge
giving it a competitive edge in IT industry.

TASK 2
LO2 Select a change process method or model and discuss how it
can be applied to an organizational change. Evaluate this
model/method to establish how it may assist in the change process.
Explain how the communication of this change process would be
undertaken to ensure it is successful.
In this task we will introduce a change method or the model that Info Edge could use in
order to bring about successful organizational change. Communication of the change is
very important task. It would be discussed as how this change would be communicated
successfully.
AC2.1 Discuss a model or method to identify a change process and the
communication of that change process
Info Edge had always been in the hardware services. It has never provided software
services to any of its client since inception. This change opportunity thus has to be
planned from the scratch. The best model that could be used in order to bring about this
change successfully can be explained with the help of Kotters 8 Step Change Model:
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Managing Change Process

Creation of Urgency In this step it is essential that Info Edge should

dedicatedly get involved in the change process. They should identify the potential
opportunities, threats and strengths that exist in the change. Through the means
of suggestions, discussions and planning means should be searched for
converting the threats and weaknesses into opportunities and strengths.

Forming of Coalition that is powerful In this entire management and the

team of Info Edge should collaborate together to bring about the change
successfully. They should develop a sound and powerful plan for the
implementation.

Creation of a Vision A specific strategy has to be developed which gives a

clear vision to the company making it strong among the competitors through
performance and successful change implementation.

Communication of the Vision Unless the vision is communicated to the

entire team, it will not be successful. Communication should take place in form of
discussions, suggestion sessions, addressing the concerns, doubts and issues of
the people. Communication would be successful in case it is done often in all
kinds of discussions of the quality management and also related to the team so
that they have clear vision and strategy for the change in their minds and hearts
(Garvin, 1985).

Removal of all the obstacles on way When change is brought about there
are various problems and issues that could be encountered on the way. These
obstacles have to be overcome and proactive steps or the measures should be
taken in this regard.

Creation of Wins for short term The long term winning strategy is
achieved through the breaking of long term win into several short term wins.
These will not only break the task but also achieve it easily.

Building of the change This setting of goals and objectives for the
implementation of successful change. This will also comprise of the checking,
auditing and proper tracking of the movement of the plan for the change.

Anchoring of the change in corporate culture The change once

implemented has to be anchored in the corporate culture. The achievements,
defects and scenarios that have to be overcome have to be discussed and spoken
with various team members so that change is successful.

Comments
Kotters change model is very crucial for the correct implementation in the company. It
will help in successful implementation of change. Communication should be often done
among the team members and the management so that the change is accepted as a
process. It even gets modified as per the requirements.
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Managing Change Process

TASK 3
LO3Evaluate the positive and negative impact of this change
process and how this is monitored. Write a summary to assess the
impact of the change on organizational stakeholders
In this task the positive and negative impact of the change would be discussed. An
analysis on the impact of the change on the organizational stakeholders would also be
done.
AC3.1Evaluate the impact of change process on individuals in the
organization
Whenever any change is brought about in the organization, it leaves positive as well as
the negative impact on the employees. These are employees only who are linked with the
change. The positive impact of the change on employees would be:

They will learn new skills and competencies. When they would have to work on
different projects, they would get training and gain new skills and competencies.
This helps them grow with the company.

They will grow and succeed along with the success of the company. When the
software implementation change in Info Edge would be successful and the
company will grow then employees working in it who has also contributed will
also grow with it.

They will be able to prove their credibility and realize their potential for the
development of the company. This change implementation is actually the time
when the employees have to show their performance, potential and reliability
with support to the organization. This way these employees get an opportunity to
show their credibility to the company.

The negative impact of the change on the employees would be:

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Managing Change Process

The employees who could not change and show their performance will not get
growth and may not remain consistent with the company. The company will not
keep unsuccessful people in it. In case it has to grow it has to keep highly skilled
and competent manpower with it (Damanpour, 1991).

These employees who could change themselves with the change implementation
would become frustrated and unsatisfied. They will also act as a hindrance in
other employees path thatis performing.

It is usually said that change happens for the positive only. Unless the employees accept
it with full spirits and clear vision, they will not be able to implement it successfully.
AC3.2 Assess the impact of the change on organizational stakeholders
Change will definitely impact the organizational stakeholders. They are the people who
have profits and loses linked with the success of the company. They are really and
completely terrified till the change proves out to be a success for the company. They
sometimes fight also in case they feel that change would take away their profit and
investment margins. These stakeholders will become happy and satisfied when the
change brings volumes of business, competitive edge and profit margins to the
company. This is because they will also have share in it that would be increased from
previous times and vice versa (Van de Ven& Poole, 1995).
Comments
Change brings positive as well as negative impacts with it. This impact leaves an
impression not only on the employees working for the company but also its
stakeholders. It is important that change is brought about after thorough analysis and
evaluation.

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Managing Change Process

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