Thesis on Management and Organisational Change

For dealing with the change, one of the systematic application and approach of resources, tools, and knowledge is change management. It includes adoption and description of corporate technologies, procedures, structures, and strategies for handling changes in the business environment and the external conditions. To enact the organisational changes, efficient change management goes way beyond the technical tasks and project management. Successful implementation of new business strategies, products, and processes along with the minimization of negative outputs is the key objective of change management.

For an international organisation, such as Ericsson one of the imperative roles played by and elements in the organisational change is the management of such change. The management of change is related to the manner in which the individuals and their mindset, culture, attitude, motivation and behaviour are managed by the organisations. It is quite difficult to get these factors right. Throughout the course of change, the change agents performed a various number of actions. The change was sanctioned and initiated by them and they designed the change. In addition, they created the informal change legitimacy with the final implementation of the change at the local level.

In addition to this, the managers also tackled a different number of change hurdles. These were changing the culturally and nationally ingrained procedures, regulations, and rules and their replacement along with the new international ones and their integration too into the international ERP system. It also encountered the changes of culturally and national ingrained rules by the employees and replacement of the old information systems with a single international system. Moreover, the new processes and roles were created for international networks along with the loss of certain jobs too.

Although the transformation organisational changes were not stopping, the line manager played a significant role in the continuity of change. To keep the change ongoing and manage it effectively, the line managers conducted frequent meetings that were full of intensive training courses and full of energy. This helped the employees by staying motivated about the change. The line managers were aware of the fact that for effective change management, it is necessary to make sure that reverse effects are not created.