"Change management is not a matter of simply following steps. No two changes are
exactly alike, nor are any two organizations. Following a recipe for change management
is insufficient to drive business results. The right approach will be specific to the
situation. If you do not understand the why behind your actions as a change management
practitioner, changes can fail even when reputable change management processes are
followed" The question of "why" these activities or strategies are used, such as the
following, are worth investigating.
1. Why do business leaders need to communicate directly with employees instead of
using the normal chain of command?
2. Why are change management practitioners not the best people to manage
resistance with employees?
3. Why are the "designers" of the change often the worst at managing the people
side of that same change?
4. Why are supervisors and managers preferred communicators, even more so than
the project team?
5. Why do background conversations and the rumor mill sometimes carry more
weight with employees than the "official" communications?
6.Why do employees resist change, even when the change is a "good" idea for
everyone?
The seven guiding principles that can impact the change management activities are
shown in Figure 1."
Figure 1 - Seven guiding principles of effectively managing change
(Adaptated from Prosci Change Management, www.change-management.com)
Requirement:
Using any five of the principles highlighted in the figure above, justify and illustrate
"why" the principles are important for effectively managing change.
Your answer should as far as possible show practical applications that you have
encountered in the organization that you are attached to or you are familiar with.
Evidences of arguments with proper referencing will earn additional marks, though
referencing in-text and at the end of the assignment is a compulsory requirement.
REPORT FORMAT
1. Cover page
2. Executive Summary (summarize the assignment and not exceeding 1 page)
3. Table of content
4. Introduction to the subject matter of Change management
5. Body The answer to the question set
6. Conclusions and Recommendations The summary of the main points covered in
the introduction and body, together with recommendations for further studies.
7. References (following the Harvard format and alphabetically arranged).
FORMAT REQUIREMENTS
1. The word count, which does not include the figures or charts used, for the
Introduction, Body and Conclusion, should be approximately 3500 words +/- 10%
1.5 line spacing, Times New Roman font type, font size 12, fully justified.
2. Reference sources should be appropriately cited in the text and in the reference
list by using the Harvard referencing style.
