IT: Change Management and Management

Change Management is an integral part of the corporate fraternity these days and that too with reasons. In general sense it can mentioned that Change management includes assessment of changes, implement the change, plan and attainment. Thus, the main aspects of Change management indicate two major points. One is to trace the change intricately and two is to support the procedure of the change and channel it into proper course or utilize this change for the advantage of the corporation. This is where the IT comes into the scene. (Erwin, 2003).

IT is the basic framework of an organization. These are the people who enable the organization to run smoothly and efficiently. They are the people, other than the top management section, who ensure the make or break factor of an organization. As the corporate scenario is vulnerable to changes overnight, it becomes that much important for the Information System Builders to keep updated all the while.

Changes, general or specified, should be monitored closely and analyzed according from the perception of company and solution should be chalked out accordingly. It is the IT job to maneuver the system in accordance to the change so that the organization is not affected under any circumstances. (Nissanoff, 2006).

As a result, it is obvious that it is essential for the IT professionals to address Change management principals for the proper usage and management of resources and obtaining the complete or maximum utility out of the process. Change can be advantageous or fatal for an organization. The job of the IT professionals is to channel the mode of operations towards an advantage scenario. Thus, Change management principals are important and IT professionals should be up to the task.

However, it should be stated that the human resource department of any organization is of prime importance in the modern era of marketing and management. Keeping this in mind it could be stated that the management section of human resource department holds the success of any organization. It is true that machineries are as important for most industries but still the human elements hold the penultimate key of success. The management principals implemented by organizations in view of human resource management are wide and numerous in accordance to the nature of the business. (Chan, 2008).

Change Leadership depends on situational factors. These leaders are able to mold themselves in accordance to the demand of the situation. Change Leadership purpose takes account of a several activities, and the most important among them is making a decision what staffing requirements one have and whether to use autonomous contractors or take into service employees to meet these needs, appointing and training the most excellent employees. They are also responsible for making sure that they are better performers, handling performance related problems, and ensuring that the human resources and administrational practices do the accepted thing to various set of laws. (Tannerbaum, 1999).

However, there are serious concerns about this type of leadership. First, it should be noted that such leaders are very hard to find and it is not always that proper training would prepare a person into an effective situational leader.

Second, situational leaders are not always specialists of all situations. A leader may be expert in dealing with emergency or disaster planning in an organization but same person may prove inefficient while carrying out the day-to-day operations.

Thirdly, efficiency of true Leadership of multidisciplinary or interdisciplinary team of professionals lies in not only making the employees to work, but to make them work willingly, sincerely and consciously, by employing new knowledge, new methods, new designs, new machines and novel techniques of production and by allaying mistrust and antagonism.

However, such qualities of a Human Resource Manager are time-consuming job and aspects of Transformational Leadership hardly allow such luxury. Thus, the entire situation may affect the fundamentals of the establishment as a whole. (Yukl, 2000).

However, it is recommended that the IT professionals need to deal with three different elements of change management: The first element of change management deals with the authority level of the manager. One needs to make sure that one has the authority to approve and deny changes that influence the project. The second element of change management involves setting up an environment that fosters good change management.

One needs to communicate with the entire project team to set expectations on how changes on the project are to be handled. The third element of change management involves setting up a system that helps one to determine that a change has been requested. This system also helps you decide if you should make the change and allows you to track the change regardless of whether it is approved or denied. (Trimmers, 2000).

References

Chan, Henry; (2008); Intelligent Spider For Information Retrieval To Support Mining-Based Price Prediction For Online Auctioning, Expert Systems With Applications: An International Journal, v.34 n.1, p.347-356.

Erwin, Geoff & Averweg, Udo; (2003); E-commerce and executive information systems: a managerial perspective, The economic and social impacts of e-commerce; Idea Group Publishing, Hershey, PA.

Nissanoff, Daniel; (2006); FutureShop: How the New Auction Culture Will Revolutionize the Way We Buy, Sell and Get the Things We Really Want; The Penguin Press; 246 pages.

Timmers, Paul; (2000), Electronic Commerce – strategies & models for business-to-business trading, pp.31, John Wiley & Sons, Ltd.

Tannenbaum, A.S. and Schmitt, W.H. (1999) How to choose a leadership pattern. Harvard Business Review, 36, 95-101.

Yukl, G. A. (2000). Leadership in Organizations. Englewood Cliffs, NJ: Prentice Hall.