Human resource strategies for change management - Essay Example

More specifically, the behaviour of the environment is being examined in order to identify the reasons of failure that the change management faced in this occasion. Griffiths reforms should be analyzed and evaluated in accordance with the necessity and the extension of change management initiatives as well as the general environment (political, economic, social, technological and legal) in which they are intended to operate. The change when occurring in a professional environment has to face a lot of difficulties and oppositions.

The existence of ‘recognized’ and ‘well-established’ right of decisions of certain ‘groups’ or people is usually the reason for the hostility towards the attempts for change at their first appearance. That’s why the element of change management that should be a priority when introducing new strategies in a work environment is the creation of conditions of acceptance (Walker, 1994). If the current situation is ‘blocked’ and there will be no effort to create a climate of trust and positively thinking towards the proposed changes, then their application could be unachievable.

In this context, the detailed diagnosis of the problem in accordance with the identification of the areas of dissatisfaction with the existing situation could help the change to be more desirable from the participants involved. In order to achieve an objective and appropriate diagnosis we could use the following two techniques: a) the assessment of the efficiency of the organization and b) the diagnosis of the organizational weaknesses and strengths (Grit, Dolfsma, 2002). In this particular situation, it seems that the proposed reforms although containing detailed and – in general terms – effective rules regarding the organizational restructuring, the major problem is the lack of sufficient research regarding the existing managerial structures so that the