Supporting Change within Organisations

Assignment Brief

Supporting Change within Organisations

Understand why organisations need to change and how change affects organisations.

• 1.1 Explain why organisations need to change with reference to internal and external factors

• 1.2 Explain how change can impact an organisation’s business.

Understand the key factors involved in the change process and different approaches to managing change.

• 2.1 Explain the main factors involved in the change process.

• 2.2 Compare and contrast different approaches to managing change.

Understand the impact of change on employees and the role of HR.

• 3.1 Compare and contrast the different behavioural responses people may demonstrate when an organisation is experiencing change.

• 3.2 Explain the role of HR in supporting individuals during organisational change.

Sample Answer

Supporting Change within Organisations

Introduction

Change is an inevitable part of every organisation’s life cycle. As markets evolve, technologies advance, and customer needs shift, organisations must continuously adapt to survive and grow. Effective change management requires understanding why change is necessary, how it affects operations and employees, and the role of human resource (HR) professionals in supporting people through transitions. This essay examines the key internal and external drivers of organisational change, its impacts, the main factors involved in managing change, and the crucial role of HR in supporting individuals during these processes.

Understanding Why Organisations Need to Change

Organisations are influenced by both internal and external factors that necessitate change. Internal factors often include the adoption of new technologies, leadership transitions, restructuring, or declining performance. For instance, when management introduces a new information system to improve efficiency, employees and workflows must adapt accordingly. Similarly, internal cultural issues, such as low staff morale or poor communication, may require organisational transformation to maintain productivity and engagement.

External factors are typically beyond an organisation’s control but exert significant pressure to adapt. These include economic fluctuations, competitive pressures, legal regulations, and technological innovations. For example, the rise of automation and artificial intelligence has pushed many industries to digitise their operations to remain competitive. Political and social changes, such as Brexit or environmental sustainability movements, have also influenced how organisations operate. In summary, organisations must change to remain relevant, compliant, and competitive in an ever-evolving environment.

The Impact of Change on Organisations

Change can have profound implications for an organisation’s business model, structure, and workforce. When managed effectively, change can lead to improved efficiency, innovation, and market growth. However, poorly managed change can cause confusion, resistance, and performance decline. For example, restructuring or downsizing may reduce operational costs but can also demotivate employees if not communicated transparently. Furthermore, introducing new technologies can enhance productivity but may initially slow processes as employees learn new systems. Therefore, the success of change initiatives largely depends on how well the organisation plans and manages the transition process.

Key Factors in the Change Process

Several critical factors determine whether organisational change is successful. Firstly, leadership commitment is essential. Leaders must not only endorse change but also model the desired behaviours and provide a clear vision. Secondly, communication plays a vital role in ensuring that employees understand the purpose, benefits, and expected outcomes of the change. Thirdly, employee involvement is crucial; when staff are included in decision-making, they are more likely to support the change process. Finally, training and development help employees acquire the skills and confidence needed to adapt effectively.

Change management models such as Lewin’s Change Model and Kotter’s 8-Step Model offer structured approaches. Lewin’s model involves unfreezing existing behaviours, implementing new practices, and refreezing them into the organisational culture. Kotter’s model, meanwhile, emphasises building urgency, forming guiding coalitions, and embedding change through communication and empowerment. Both approaches highlight the importance of leadership, communication, and reinforcement in achieving sustainable change.

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