NHRD Journal - National HRD Network

MANAGEMENT OF CHANGE: CRITICAL FACTORS
TARUN SHETH
Abstract
Management of change is essentially the management of direction. In my opinion this is the core,
fundamental point. In a way, the direction can itself be a means to an end. However, the choice of
direction involves the choice of ends. Strategizing change, choice of the change agent, the cost of
change and implementation are all means to support the fundamental choice of direction.
The second part of management of change is execution. Execution includes planning for
change as well as executing its key elements, including handling communication and human
resource and cultural issues.
Both the above issues are part and parcel of a leadership initiative and hence leadership is
probably the most important part of management of change.
While there are many elements to management of change, we are going to touch on the above
key areas due to limitation son the length of the article.
In this article we shall make observations on business organizations. The term organization
can apply to governments, social communities, voluntary and informal bodies etc.
Tarun Sheth taught at
the University of Baroda
and IIM, Ahmedabad.
Worked with Hindustan
Lever as head of
Organization
Development for all
companies in India, i.e.,
HLL, Lipton, Brooke
Bond and Ponds.
Currently consulting
with domestic and
international companies
for HR strategy, systems,
structures compensation,
recruitment, training and
coaching.
Direction
Management literature on change
does include the issues of direction
but the vast majority of writings
focus on managing change and
assume that the direction is a given.
At the organizational level, all the
elements or parts are interrelated
and therefore managing change
implies analyzing the
interrelationships and then
managing the process. While it is
important to know the
interrelationships, the trick is in
knowing and choosing the
direction and then bringing in the
management of interrelationship in
the change process.
In the overall organizational
situation the direction can be in any
area. For the purpose of
convenience we present a list
through which you could identify
or choose directions in various
areas depending on the issues that
are being addressed.
Organizational framework for
identifying change areas
The following is an indicative list
of areas that can aid in identifying
change in direction and then
prioritizing and managing them:
I) Individual
• Role clarity
• Fitments in the role
• Competence/skills
• Personality/Motivation
II) Group
• Goals
• Focus
• Structure
• Skills/ Competence
• Morale
III) Functional
• Marketing/Sales
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November 2007 NHRD Journal