Under change management [] (English CHANGE management) can be subsummieren all tasks, measures and activities, which a comprehensive, range-spreading and contentwise far handing change - for the conversion of new strategies, structures, systems, processes or behaviors - in an organization to cause to be supposed.

Development of the change management

The origin of the change management goes on the organizational development in the USA of the thirties 20. Century back. The scientists Roethlisberger and Mayo accomplished experiments in the context from research to the increase in output in the works of the Western Electric. They discovered that the observed efficiency of the coworkers was affected more strongly by the attention for the coworkers, as by changes of the conditions of work.

By Kurt Lewin in the forties of far going investigations were accomplished. The pioneer theory of Lewin (1947, 1958) concerns itself in the context of the organizational theory with the phases of changes.

Phases of the change process

Unfreezing

Starting point of the first phase is the insight that expectations do not correspond to no more the reality. The necessity for a change steps slowly as possibility into consciousness and old behavior into question is placed. If one adds now the certain and necessary flexibility in addition, the readiness for changes can develop. The general goal of this phase consists of strengthening and supporting the forces striving for change and such a change consciousness inducing. Unfreezing stands thereby figurativy for thawing the existing (= frozen) equilibrium out.

Moving

In the second phase, which becomes Moving or change phase, solutions generated, new behavior tried out and the problem is solved in subprojects. Status quo and is left a changing movement is carried out to a new equilibrium.

Freezing

A goal of the third phase, freezing, is the implementation of found problem solutions and thus at least provisional conclusion of the change process. According to the episode pattern of Lewin accomplished changes require stabilization and must be frozen for durable integration into the overall system again. The new equilibrium is to be protected and stabilized in such a way against the power of the habit.

Organizational basic conditions

This change process - in former times more regular than today - was supported by so-called CHANGE Agents in the guidance. These so-called conversion responsible persons were trained within (for the change management) relevant ranges, like conflict management, project management, Coaching or communicationses and were exclusively responsible for change projects. In the advancement changes were then supported by so-called change teams (CHANGE team).

The abilities of the CHANGEs Agents belong today to the authority, which is expected by high-level personnel, so that the installation of special CHANGEs Agents is unnecessary.

Besides it is in enterprises, the Kaizen principle avails itself to observe that the management of changes ever more into the daily field of high-level personnel and coworkers in the business everyday life and CHANGEs Agents are used less or teams is diffused.

Change management is not a mode feature

If one understands the term the mode as temporally limited topicality of a topic and if one examines the management literature of the last decades critically, then one states that in different waves various concepts were publicised there. Key words such as Lean management, Business Reengineering, TQM or core authority management are meanwhile management classical author, who admits somehow is however is partly already again forgotten.

Ex post office can be determined today the following four thing in common:

1. the concepts were excellently marketed,
2. at case examples or in material situations verifies,
3. diffused by the majority of the enterprises and became
4. at the end everything of new concepts replaced.

If one regards now the respective fashions simply abstractly as usable methods, or also simply as producible product (service), then one can support the statement that the concepts follow simply the product life cycle model and are replaced therefore the zenith to exceed sometime and.

Change management is regarded often as temporally limited and concomitantly mode underlying model or however as individual - fast lockable - project. Since it is considered however today as hardly contentious that enterprises of a constant change must undergo, in order to be on a long-term basis at the market successful, concerns it itself at the change management evenly not a mode feature, but primarily around the professional conversion of the up-to-date developed and up-to-date marketed concepts. The reproach of the change management as mode can refer thus only to the contentwise arrangement.

Company of change processes

Humans as "„a habit animal "“face usually changes sceptically. Changes are connected with uncertainty by the future and can be noticed as dangers and risks.

In the modern project management is considered to this attitude of humans. The concerning (English Stakeholder) are prepared promptly for the lining up changes by comprehensive and appropriate information (CHANGE Communication). A change management in this sense can contain information and training course measures. Representative of lastingly meant change processes (e.g. Pure hard sprinklers) plead clearly for the earliest possible inclusion of the Stakeholder.

Thus one arranges necessary security for the coworkers concerned into the process. The more strongly security the more largely the readiness for the change. If this readiness is not produced, can bring resistances from the staff the project to the failure.

Management of changes in the life cycle of products

The term change management refers to changes in organizations and not when changes at products is used. In the producing industry (among other things also software) the change department describes the processes of the of products during the development and after their introduction. Arranged one, well-defined operational sequence are to guarantee that the product quality is not impaired by sporadic, uncoordinated changes. This covers the entire process of the admission and permission of change requirements over test runs and introduction support up to the version care.

The change department is of special importance when cooperating contractor and client with the project development and the following care and advancement of software.

See also

• CHANGE agent
• Configuration management
• Shareholder
• Personnel development

Left

• Organization and change - methods, models and theories
• Encyclopedia of the CHANGE management up
• Eight steps of the CHANGE management (Kotter)
• Mailing list fast change - forum for the work with large and very large groups
• Internal communication of enterprise changes
• CHANGE Leaders - guidance in the change

Articles in category "Change management"

We found here 36 articles.

Related Websites

We found here 3 related websites.

• Change management - Wikipedia, the free encyclopedia
  Change management can take many forms and include many change environments. ... Organisational change management is the process of developing a planned ...


• Change Management: A Primer
  A broad overview of change management - from definitions to the change process.


• Welcome to the Change Management Toolbook
  A broad annotated collection of tools and principles that are applied for Change Management. It refers to change in individuals, team, and larger systems ...