Change Management in Collaboration

2010 ◽  
pp. 239-249
Author(s):  
Bhuvan Unhelkar ◽  
Abbass Ghanbary ◽  
Houman Younessi
Keyword(s):  
Change Management ◽  
Change Process ◽  
Senior Management ◽  
Organizational Boundaries ◽  
Management Of Change ◽  
Managing Change ◽  
Technological Level ◽  
To Come ◽  
Electronic Channels

This chapter discusses the importance, relevance and the activities related to managing change in a business as it undergoes transformation to a collaborative business. One of the most significant changes that needs to take place when collaborative business is undertaken is the redefinition of traditional organizational boundaries. Senior management of the organization must understand the upcoming change process and totally support the change that follows the effort to collaborate through electronic channels. Collaborative business, especially through the use of a collaborative webbased system, will find that other participating businesses are able to come ‘inside’ the organization in order to offer as well as consume services. While this initially happens in the electronic domain, large, service-based organizations that depend on their far-flung collaborative partners will also discover that the management of change is not just at a technological level but also at a socio-cultural level.

scholarly journals LINGKUNGAN DAN MANAJEMEN PERUBAHAN DALAM ORGANISASI

2019 ◽  
Vol 8 (1) ◽  
pp. 816-834
Author(s):  
SYAMSURIADI Syamsuriadi
Keyword(s):  
Change Management ◽  
Open System ◽  
Change Process ◽  
Planned Change ◽  
Adverse Impact ◽  
Organizational Environment ◽  
Process Of Change ◽  
Management Of Change ◽  
Managing Change ◽  
Modern Era

Abstract. Every organization in this modern era experiences challenges of change due to the uncertainty of the organization's environment. In the view of an open system, the organizational environment is described as everything that is around the organization that may influence and be influenced by the organization. Organizations cannot live without the environment, because both are inseparable entities. Thus changes in the environment must be followed by appropriate adjustment steps by the organization in order to maintain its effectiveness. One way to make adjustments appropriately is it requires management with planned management of change. A planned change process will be able to minimize the risks that will be caused. Whereas the unplanned process of change will have an adverse impact on the life of the organization. Therefore, in managing change it is necessary to apply various approaches, and change management models, so that organizations are able to lead strategic changes.

scholarly journals Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management

2020 ◽  
Author(s):  
Stephen Cummings ◽  
Todd Bridgman ◽  
KG Brown
Keyword(s):  
Change Management ◽  
Change Process ◽  
Change Theory ◽  
Theory And Practice ◽  
Human Relations ◽  
Managing Change

© 2015, © The Author(s) 2015. Kurt Lewin’s ‘changing as three steps’ (unfreezing → changing → refreezing) is regarded by many as the classic or fundamental approach to managing change. Lewin has been criticized by scholars for over-simplifying the change process and has been defended by others against such charges. However, what has remained unquestioned is the model’s foundational significance. It is sometimes traced (if it is traced at all) to the first article ever published in Human Relations. Based on a comparison of what Lewin wrote about changing as three steps with how this is presented in later works, we argue that he never developed such a model and it took form after his death. We investigate how and why ‘changing as three steps’ came to be understood as the foundation of the fledgling subfield of change management and to influence change theory and practice to this day, and how questioning this supposed foundation can encourage innovation.

A Change Management Framework for E-Business Solutions

2011 ◽  
pp. 54-69 ◽  
Author(s):  
Sushil K. Sharma
Keyword(s):  
Change Management ◽  
Transaction Costs ◽  
Competitive Advantage ◽  
Value Creation ◽  
Change Process ◽  
Change Agents ◽  
Management Framework ◽  
Managing Change

Over the last decade, a significant number of companies have implemented e-business solutions because an investment in e-business technologies provides the promise of a competitive advantage through lower transaction costs and the integration of processes. Many of these companies have experienced failures, a few have closed down, and only a few have succeeded in achieving the objectives. Studies undertaken to examine the reasons for these failures have highlighted that most of these companies could not handle change. One of the major challenges with the implementation of e-business solutions is managing change. A successful e-transformation represents the greatest value-creation potential for any company. In this chapter, I present a change management framework that suggests how firms can manage their transition to e-business and prepare them for e-transformation. The change management framework may provide managers or change agents with structured and measurable implementation tools, techniques and approaches for managing and evaluating the change process.

scholarly journals Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management

2020 ◽  
Author(s):  
Stephen Cummings ◽  
Todd Bridgman ◽  
KG Brown
Keyword(s):  
Change Management ◽  
Change Process ◽  
Change Theory ◽  
Theory And Practice ◽  
Human Relations ◽  
Managing Change

© 2015, © The Author(s) 2015. Kurt Lewin’s ‘changing as three steps’ (unfreezing → changing → refreezing) is regarded by many as the classic or fundamental approach to managing change. Lewin has been criticized by scholars for over-simplifying the change process and has been defended by others against such charges. However, what has remained unquestioned is the model’s foundational significance. It is sometimes traced (if it is traced at all) to the first article ever published in Human Relations. Based on a comparison of what Lewin wrote about changing as three steps with how this is presented in later works, we argue that he never developed such a model and it took form after his death. We investigate how and why ‘changing as three steps’ came to be understood as the foundation of the fledgling subfield of change management and to influence change theory and practice to this day, and how questioning this supposed foundation can encourage innovation.

scholarly journals The degree of awareness of the principals of the government high schools in the governorate of Irbid for the management of change and its relation to the effectiveness of these schools

2019 ◽  
Vol 3 (11) ◽  
Author(s):  
Iman Mohamed Ibrahim El-Taj
Keyword(s):  
High School ◽  
Change Management ◽  
High School Principals ◽  
School Principals ◽  
Secondary School Principals ◽  
Management Of Change ◽  
Public Secondary School ◽  
Regulatory Climate ◽  
Descriptive Approach ◽  
The Government

    The study aimed at revealing the degree of awareness of the principals of the governmental secondary schools in Irbid Governorate for the management of change and their relation to the effectiveness of these schools. The researcher used the descriptive approach. In order to achieve the objective of the study, the researcher constructed a questionnaire, , And the results showed that the degree of awareness of high school principals in the governorate of Irbid for change management is high and with a mean (4.01). The order of the fields ranked in descending order according to the level of fields: the field of school administration, reached (4.15) Teaching, Reached (3.96), the regulatory climate field, and was (3.92).obaha grade (high), also showed a strong correlation by (0.86), the degree of awareness of public secondary school principals in the governorate of Irbid to manage change effectively and their relationship to those schools. In the light of the results, a number of recommendations and proposals were presented to raise the level of awareness of change management among high school principals.

scholarly journals STANDARDIZATION OF PROJECT MANAGEMENT SOFTWARE USING CHANGE MANAGEMENT

2012 ◽  
Vol 7 (2) ◽  
pp. 126
Author(s):  
Henry Chong ◽  
Violitta Yesmaya ◽  
Ardian Eko Y.P. ◽  
Novita Sariand ◽  
Zakharia Yudistia Malino
Keyword(s):  
Information Technology ◽  
Project Management ◽  
Software Development ◽  
Change Management ◽  
Management Of Change ◽  
Management Software ◽  
The World ◽  
Project Management Software ◽  
Business Needs ◽  
Current Business

There is nothing in this world that do not change unless the change itself. Almost every aspect of the world, particularly the world of IT, can changed. In project management software, for instance, people have to work on software that frequently subject to change. That is why the greatest challenge faced by the company within today's competitive world is how to deal with those changes. In relation with the previous explanation, the objective of this research is to standardize project management in software development by using change management. Objective will finally help project developer to ensure that the management of project has a need of standardization that essential for reflecting the current business needs. To achieve the objectives, this research will also attempt to show why does the standardization using the change management is essential task, which is almost inevitable. This research directed for discussing about the management of change as a common way to reduce risks, costs and maximizing the benefit from major changes in business and information technology. The result showed that the project can determined as success because it delivered on time, on budged and have a standardized quality. Tidak ada di dunia ini yang tidak berubah kecuali perubahan itu sendiri. Hampir setiap aspek dunia, khususnya dunia IT, dapat berubah. Dalam perangkat lunak manajemen proyek, misalnya, orang harus bekerja pada perangkat lunak yang sering mengalami perubahan. Itu sebabnya tantangan terbesar yang dihadapi perusahaan dalam dunia yang kompetitif saat ini adalah bagaimana menghadapi perubahan tersebut. Sehubungan dengan penjelasan sebelumnya, tujuan dari penelitian ini adalah untuk standarisasi manajemen proyek dalam pengembangan perangkat lunak dengan menggunakan manajemen perubahan. Tujuan akhirnya akan membantu pengembang proyek untuk memastikan bahwa manajemen proyek memiliki kebutuhan standarisasi yang penting untuk mencerminkan kebutuhan bisnis saat ini. Untuk mencapai tujuan tersebut, penelitian ini juga akan mencoba menunjukkan mengapa standarisasi menggunakan manajemen perubahan adalah tugas penting yang tidak dapat dihindari. Penelitian ini diarahkan untuk membahas tentang manajemen perubahan sebagai cara umum untuk mengurangi risiko, biaya dan memaksimalkan manfaat dari perubahan besar dalam bisnis teknologi dan informasi. Hasil penelitian menunjukkan bahwa proyek tersebut dapat dinyatakan sukses karena disampaikan tepat waktu, sesuai budget dan memiliki kualitas standar.

scholarly journals The Impact of Change Management on the Efficiency of Organizations: An Applied Study on the DAL Dairy Factory - Sudan 2019 - 2020

2021 ◽  
Vol 12 (4) ◽  
pp. 1
Author(s):  
Malak S. Hussain
Keyword(s):  
Statistical Analysis ◽  
Change Management ◽  
Organizational Structure ◽  
Significant Relationship ◽  
Chi Square ◽  
Managing Change ◽  
Applied Study ◽  
Research Questions ◽  
The Impact ◽  
Scientific Hypotheses

Objectives: This study aims to know the effect of change in culture and technology on efficiency in Dairy Factory - Sudan, 2019-2020 and to know the views of managers on the impact of change management on efficiency, to identify the positive aspects that help in improving this efficiency as well as to identify the negatives Which limit the company's efficiency in this field, by answering the following research questions: - Is there an impact of changing culture and technology on increasing the efficiency of institutions? To answer these questions on which the problem is centered around, the following scientific hypotheses were put forward: - There is a statistically significant relationship between changing the organization's culture and increasing the efficiency of organizations, as well as the existence of a statistically significant relationship between changing technology in the organization and increasing the efficiency of organizations. Methods: The descriptive and analytical approach was used to describe the phenomenon under study, and the questionnaire was used to collect various data. The questionnaire was distributed to the sample members who numbered (55) employees to conduct the statistical analysis for this study, through the program used for the statistical analysis of social sciences, the hypotheses were tested by Median and chi-square. Finding: inflating the culture of the departments and divisions of the company, the stagnation and inflexibility of the society's culture, and the inadequacy of that culture to the requirements of work within the community, which led to an overlap in the powers and responsibilities? The most important recommendations: The necessity of changing the organizational structure to comply with the requirements of work, after carefully studying the internal and external environment, and for the change to take place based on the recommendations of specialists in administrative sciences. So that it is not random and does not lead to an inflation of the organizational structure without success. Value: The importance of the study stems from the fact that it addresses an important topic in business administration, which is managing change in organizations, which is the only way for these organizations to develop and continue to exist. It also studies the reality of change management in the DAL Dairy Factory - Sudan.

Change Management in the Academic Library

2018 ◽  
pp. 19-40
Author(s):  
Oyeronke Adebayo ◽  
Michael Opeoluwa Fagbohun ◽  
Ugwunwa Chinyere Esse ◽  
Nwanne Mary Nwokeoma
Keyword(s):  
Change Management ◽  
Digital Library ◽  
Health Problem ◽  
Academic Libraries ◽  
Academic Library ◽  
Health And Safety ◽  
Digital Collections ◽  
Digital Resources ◽  
Management Of Change ◽  
Access Mode

The introduction of ICT has no doubt changed and redefined the way and manner in which library operations are carried out. In this chapter, the phenomenon of change management was discussed and Unfreeze-Change-Refreeze model was adopted. The chapter also delved into the management of change in academic libraries, types of Digital library collections, access mode to digital collections, the need for transition from print to digital collections, the need to reposition library tools, resources and expertise, need for accessibility of collections by user, the need and benefits for preservation of digital resources, health and safety policies and prospect of change management. Despite the great achievements recorded in academic libraries due to change in operations, there is still another side to the coin. Issues such as techno stress which is a technology related health problem came to the fore. Other challenges such as increase in expenditure, staffing issues, etc. also surfaced.

Contemporary Change Management and Leadership in Local and International Businesses

2019 ◽  
pp. 405-430
Author(s):  
Aytaç Gökmen
Keyword(s):  
Organizational Change ◽  
Change Management ◽  
Labor Force ◽  
Change Process ◽  
Status Quo ◽  
Technological Changes ◽  
Current Position ◽  
Openness To Change ◽  
Effective Change ◽  
Future State

Organizational change is to transfer the organization from its current position to the desired future state. This process involves the differentiation of the activities, processes, structure, and targets of the organization. It is significant for an organization to decide where it is supposed to be in the future and to comprehend how to get to that new status-quo. Increasing globalization, fast technological changes, necessity of a well-trained labor force, changing social and demographic structures have intensified the competition and organizational change has become inevitable. The elements of an effective change process are openness to change, willingness of the personnel, flexibility, adjustment capacity of the business, optimism, and effective planning of change. The change process affects the organizations at structural, managerial, and individual basis as a result of the success of the change process.

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