Changes management

Course Overview

• Course Title: Change Management

• Code: EBCM1139

• Credits: 03

• Department: General Management

• Institution: NEU Business School

• Academic Year: 2024

Instructor Details

• Name: Bùi Đức Tuân

• Position: Assoc. Prof., PhD

• Contact:

  • Phone: 0933023323

  • Email: bdtuan@bsneu.edu.vn

  • Office: R.103, Building 12, NEU Business School

Course Contents

Course Structure

• Total Teaching Hours: 45

  • Lectures: 27 hours

  • Discussions/Exercises/Group Works: 18 hours

Lesson Breakdown

1. Introduction to Change Management

   • Total: 3 hours (3 Lectures)

2. Recognizing Need for Change and Starting the Change Process

   • Total: 9 hours (6 Lectures, 3 Discussions)

3. Diagnosing What Needs to be Changed

   • Total: 9 hours (6 Lectures, 3 Discussions)

4. Planning and Preparing for Change

   • Total: 12 hours (6 Lectures, 6 Discussions)

5. Leading and Managing People Issues

   • Total: 6 hours (3 Lectures, 3 Discussions)

6. Implementing Change and Reviewing Progress

   • Total: 6 hours (3 Lectures, 3 Discussions)

Learning Objectives

• Acquire knowledge about the concepts, nature, and roles of change management in organizations.

• Apply methods for analyzing and planning the change process in alignment with business contexts and strategy.

• Examine change management practices through case studies from organizations both domestically and internationally.

Main Content Areas

• Introduction to Change Management in Organizations

• Recognizing and Starting Change

• Diagnosing What Needs to be Changed

• Planning and Implementing Changes

• Leading Change and Managing People Issues

• Reviewing and Sustaining Changes

Teaching Methods

• Lectures

• Discussions

• Group Work

• Case Studies

Assessment Criteria

• Participation: 10%

• Group Work: 30%

• Examinations: 60%

  • Midterm Exam: 10%

  • Final Exam: 50%

Group Assignment

• Group formation for studying real cases, with step-by-step approach including discussion, report writing, and presentation.

Required Reading

• Main Text: John Hayes. (2018). The Theory and Practice of Change Management (5th ed.). MacMillan International.

• Additional materials as provided.

Quotes on Change

• "The only constant in life is change." — Heraclitus

• "To improve is to change; to be perfect is to change often." — Winston Churchill

Introduction to Change Management

Context of Change

• Reasons for change and the related causes.

• Importance of managing changes.

• Basic theories and models related to change management.

Organizational Characteristics

• Organized Activity:

  • Involves multiple people, common goals, responsibilities, and coordination.

• Characteristics of Organizations:

  • Division of Work

  • Leading and Coordinating

  • Formal Structure

  • Internal and External Environment

Why Change?

• Statistics:

  • 80% of enterprises “die” within 10 years.

  • 40% of financially strong businesses disappear after 10 years.

  • 30% of top 500 companies fail within the first 7 years.

Failure to Adapt Examples

• Companies like Nokia, Daewoo, Polaroid that failed to adapt to changes.

Successful Adaptation Examples

• Companies like HP, Sony that embraced change effectively.

Sources of Change

PEST Factors

1. Political: Legislation, market regulations, fiscal policies.

2. Economic: Credit crunch impacts, currency exchange rates, disposable income variations.

3. Sociocultural: Demographic trends, attitudes toward work, and cultural business practices.

4. Technological: Innovations in products, processes, and the rate of obsolescence.

Internal Factors Driving Change

• Strategic changes, workforce changes, business operational evolutions, and shifts in organizational culture.

Definition of Change Management

• Change management is the discipline that guides how to prepare, equip, and support individuals to successfully adopt change to drive organizational success and outcomes.

Importance of Change Management

• Managing transitions and changes in response to strategies, competitive environments, and technological advancements while reinforcing organizational structures, procedures, and culture.

Challenges in Change Implementation

• High failure rates in transformation programs:

  • Only 30% are successful (John Kotter, 1996)

  • 12% of firms remain on the Fortune 500 list between 1955 and 2016.

Types of Change

• Reactive Change: Responds to crises or significant events.

• Planned Change: Proactive strategies aimed at improved future operations.

• Transformational Change: Major shifts affecting organizational structure and strategy.

Additional Type of Changes

• Incremental Change, Operational Change, Strategic Change, Directional Change, Fundamental Change, Total Change

Theoretical Frameworks

• Teleological, dialectical, life cycle, and evolutionary theories that frame organizational change processes.

Models of Change Management

• Kotter's model, Lewin’s model, McKinsey 7S model, ADKAR model, Burke-Litwin model.

People vs. Process Focus

• Differentiating between leading and managing during change.

Key Components of Leadership in Change Management

• Decide on needed changes, develop organizational capacity, and ensure execution of changes.

Managing Change: Key Steps

1. Recognizing the need for change.

2. Diagnosing what needs to change.

3. Planning change interventions.

4. Implementing changes.

5. Sustaining the change process.

Effective Leadership in Change

• Engage others, build commitment, communicate about the change, and align direction.

Establishing Change Relationships

• Building trust, defining roles, and providing support to facilitate meaningful engagement during change initiatives.

Diagnosing Change Requirements

• Steps include assessing the current state, categorizing information, and mapping causal relationships associated with the need for change.

Action Research as Diagnostic Tool

• A structured methodology for gathering data, diagnosing issues, and implementing solutions based on findings.

Planning for Change Implementation

• Developing detailed plans, identifying necessary resources, and employing structured frameworks for effective change management.

The Role of Communication in Change

• Establishing a clear communication strategy to manage stakeholder perceptions and mitigate resistance against change initiatives.