Organizational Change Management Project Management Profession

Question: Define the Organizational Change Management for Project Management Profession. Answer: Topic of the Article The topic of the article authored by Brian J. Weiner in the Journal, Implementation Science, Volume 4 and Issue 67 during 2009 is A theory of organizational readiness for change(Weiner, 2009). Objective of the Article The objectives of the article are outlined as follows. To understand the concept of organizational readiness for the change process. To focus on the development of a theory that would help in analyzing the determinants and outcomes for organizational readiness. To understand the manner of increasing the level of organizational readiness for implementing changes. To focus on the incorporation of empirical models like social cognitive theory and motivation theory in understanding the manner in which organizational readiness helps in implementing the change process. Methodology and Means of Analysis The analysis is conducted by Weiner through the use of secondary research tools mainly journals and books associated with organizational psychology and healthcare. The use of secondary research activities potentially help in retrieving large scale of information pertaining to the research topic from authentic literary sources documented by experts (Jones, 2014). Inferences gained from the use of secondary research tools are qualitative in nature such that the same contributes in generating elucidatory information for addressing the research objectives (Rubin, 2008). The analysis is further carried out in the article based on the incorporation of empirical models like social cognitive theory and implementation theory that help in conducting in-depth analysis and thereby in testing the theoretical models in the healthcare setting (Bynner Stribley, 2010). Argument Conducted The article argues that increasing the level of organizational readiness for change ideally motivate the organizational members for initiating the change process, display greater effort in implementing the change and also of greater persistence in countering the challenges imposed in implementing the changes and also in reflecting increased collaboration and cooperation amongst each other in making the changes happen as desired and planned. Thus, increase in the level of organizational readiness is argued to be directly proportional to the level of effectiveness in implementing the changes(Weiner, 2009). Different types of strategies are there that help in enhancing the level of organizational readiness for implementing changes however it is argued that the strategies for increasing the level of organizational readiness are equifinal in nature and thus one best strategy cannot be easily identified that would help in increasing organizational readiness (Lee, 2004). Conclusions/Findings The inferences gained from the article effectively reflect that organizational readiness is a shared psychological condition among different organizational members in a specific organizational or institutional setting (Weiner, 2009). The degree of shared behavior among organizational members contribute in enhancing the level of commitment in implementing the change process and also in increasing the level of internal collaboration for helping them operate in a collective fashion to effect the changes planned and introduced (Lussier, 2011). The analysis also reflected Organizational Readiness as a potential function of the manner the organizational members tend to value the change process and also the readiness of the people in appraising the determinants of the implementation phase like demand for the tasks, availability of needed resources and finally the development of the situational factors(Weiner, 2009). The level of organizational readiness measured based on the above determina nts and factors rightly help in influencing the behavioral outcomes of the organizational members in implementing and effecting the changes (Heldman, 2013). Implications for Managers Organizational managers for readying the organization to effectively comply with the change process are required to focus on sharing needed information with the concerned stakeholders for making them understand the consequences, benefits and challenges that would emanate in approving the change. Further, the organizational managers are also required to generate training and collaborative sessions where effective knowledge is imparted to the organizational members in the form of conducting induction and on-the-job training programs. The higher organizational authority is required to focus on the allocation of needed resources in the form of information technology and human resources that would contribute in enhancing the expertise and confidence level of the staffs to work in changed settings (West Turner, 2010). The organizational managers are also required to encourage the growth of staff involvement and internal collaboration along different levels such that the same contributes i n the generation of new ideas and also increases the level of accountability and responsibility of the organizational members. Changes brought along in the organizational structure like the generation of horizontal organizational structure from vertical organizational structure further contributes in transmission of information along different levels and departments in an effective fashion. Organizational managers are also required to continually motivate the staffs through informing the potential advantages or benefits they would be entitled with in terms of collaborating with the change process. The above implications effectively made would contribute in enhancing the level of readiness of the organization to the change process (Vault Editors, 2004). Strengths and Weaknesses of the Article Strengths The article effectively analyses the determinants and factors that contribute in increasing the level of organizational readiness to the change process. It reflected on behavioral outcomes of organizational members that contribute in effectively implementing the change process in an organization. The reflection of key determinants would potentially help the organizational managers in both enhancing and improving on the same such that they would potentially help in encouraging the organizational members for getting ready to accept and approve the changes(Weiner, 2009). Weakness The article only reflects on the dimension of organizational readiness to the change process. It however fails to reflect on the potential challenges that are faced by the organizational members of institutions belonging to the healthcare sector based on the new changes brought about in the organizations. Further, the article also does not reflect on the different strategies and counter tactics that are needed to be developed by the organizational staffs and managers for potentially countering the challenges generated from changes introduced (Eid, 2011). References Bynner, J., Stribley, K. (2010). Research Design: The logic of social inquiry. USA: The Open University. Eid, M. I. (2011). DETERMINANTS OF E-COMMERCE CUSTOMER SATISFACTION, TRUST, AND LOYALTY SAUDI ARABIA. Journal of Electronic Commerce Research , 12 (1), 78-93. Heldman, K. (2013). PMP: Project Management Professional Exam Study Guide. United Kingdom : John Wiley and Sons. Jones, I. (2014). Research Methods for Sports Studies (Third ed.). New York : Routledge . Lee, W. (2004). Pmp Project Management Professional: A Graphical Study Guide. United States: Trafford Publishing. Lussier, R. (2011). Management Fundamentals: Concepts, Applications, Skill Development. United States : Cengage Learning. Rubin, A. (2008). Practitioner's Guide to Using Research for Evidence-Based Practice. New Jersey: John Wiley and Sons. Vault Editors. (2004). The College Career Bible, 2005: Job and Hiring Information for College Students and Recent Graduates. United States : Vault Inc. Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation Science , 4 (67), 1-9. West, R., Turner, L. (2010). Understanding Interpersonal Communication: Making Choices in Changing Times, Enhanced Edition. United States : Cengage Learning.