content of research

 definition of change management

 different concepts of change
 types of change
 change management strategies
 benefits of an effective change management
 5 steps of change management
 change management models
 Examples for companies implemented change management
 References
What is change management ?
Change management is one of the contemporary administrative approaches that
has been widely used in the last years of the twentieth century, and the concept is
diverse and complex, due to the multiplicity of researchers, scholars and
practitioners in management science, in addition to the different nature, quality and
areas of change, and the variation in the approach used, methods and strategies.

it has been defined as a scientific approach that has rules, assets, planning and
work strategies, while some
have defined it as a
phenomenon or a reaction to
the deterioration of the
administrative situation of some
organizations, or as a desire for
change as a way of shifting
towards what is new, without
studied goals or a clear vision.

it was also considered the most

prominent driver of confronting developments and rearranging papers, with the aim
of taking advantage of all strengths and even weaknesses that help positive change,
and trying to avoid external and internal factors that negatively affect the effect of
change.

The term change management is used to describe the implementation process, and
one of the definitions of change is that it is a process used by the organization to
design, implement and evaluate appropriate initiatives to deal with the requirements
imposed by the external environment, and change management requires leadership,
formulating a new vision and working to achieve it. In managing change efforts,
there is a need to create a case

From dissatisfaction with the current situation and a serious desire to move to a
future situation and resort to a clear strategy to achieve the vision.

It also developed several different concepts of change, the most important of which
are:

1. Moving from the existing situation in the organization to a new, better one.
2. Apply new procedures, methods, and behaviors in one of the different walks of
life.
3. Activating desirable behaviors among community members to meet their
different needs.
Types of change
 Planned change: a purposeful and intended modification in the organizational
structure, or the behavior of employees, often in response to external and
sometimes internal pressures.
 Emergency(unplanned) change: which is the result of a situation or situation
that has arisen in or outside the institution, which necessitates the need for
change.
 Radical change: the change resulting from replacing what is in the
organization with new goals and directing them in different ways than what
was present before the change.
 Gradual change: It is a conscious and intentional change without a
fundamental change in the main elements of the organization.
 Strategic and non-strategic change: Strategic change is the implementing of
changes to important characteristics of a business, for instance in response to
new market threats or opportunities. Upper management and the Chief
Executive Officer in particular bear responsibility for this change.
nonstrategic decision nonstrategic forces/weapons This isn't to say that
tonight's post-debate spin circus won't serve a variety of nonstrategic aims

Change management strategies

(1) Targeting: the change must have a clear, specific and measurable goal

The application is tied to a specific time frame.

(2) Realism: the change must be related to the practical reality experienced by the
organization, and be

It depends on its resources and

capabilities.

(3) Compatibility: There should be

compatibility between the goals of
the change process and the desires

and the needs and aspirations of the

stakeholders involved in the
organization.

(4) Effectiveness: Change management must seek to achieve an appropriate

degree of achievement

The objectives of the organization are predetermined in achieving goals, and their
contribution is strong and clear
the organization.

(5) Participation: Change management needs the participation and cooperation of

all parties, to be

Work collectively. And all the forces of change are committed to it

(6) Legitimacy: the change must take place within the laws, regulations and ethics

The organization's social responsibilities towards the community in which it

operates.

(7) Rightness: that is, the use of the rational mind in comparing the costs of
interpretation with the benefits and benefits

consequential, so that the costs are less than the benefits arising from the change.

(8) The ability to quickly adapt to events: change must seek to adapt

And adapting to the environmental changes surrounding the organization, and aims
to survive, continue and grow

in the work of the organization.

What Are the Benefits of an Effective Change Management

Process ?
Developing an effective change management process, and executing this process
when your company needs to undergo an adjustment, can lead to several
organizational benefits.

 It makes a smooth, successful transition more likely.

 It reduces the amount of costly downtime an organization could face during a
sloppy or poorly communicated adjustment.
 It can lead to better-coordinated teams as well as happier and more secure
employees.

What are the 5 Steps of Change Management ?

Businesses have developed several successful approaches to developing and
implementing a change management plan. One such plan involves the following five
steps.

 List the reasons for the change and its anticipated benefits. You can’t assume
your employees will understand your organization needs to make this
adjustment. So your first step in developing a change management plan
 should always be to demonstrate the need for the change and how it will
benefit your company.
 Determine who will be affected by the change, and how it will affect them.
Next, you’ll want to figure out the scope of the proposed change. Who in the
company will be affected? How will it change the way they do their jobs? How
disruptive will this transition be, and what can you do to minimize that
disruption?
 Establish a change management team, including stakeholders. Now it’s time
to determine who you’ll need to help you implement the change in the
company. This could include some of the affected individual employees, heads
of departments, an executive sponsor, etc .
 Develop a change management roadmap. A change management roadmap is
a high-level strategic overview of your planned change not a detailed list of
every task involved. This roadmap should include, for example, the change’s
major milestones, costs, and possibly a timeline.
 Draft a change management communication plan. This plan should include
meetings with your core team, regular updates to keep the team informed on
progress, and a way for everyone on the team (or any employee affected by
the change) to view an updated version of your change management roadmap
anytime.

Change Management Models

(1)Kotter’s change management theory
This change management theory is one of the most popular and adopted ones in
the world. It is divided into eight stages where each one of them focuses on a key
principle that is associated with the
response of people to change.

1. Increase urgency : Create a sense

of urgency among the people so as
to motivate them to move forward
towards objectives.
2. Build the team : Get the right
people on the team by selecting a
mix of skills, knowledge and
commitment.
3. Get the vision correct : Take into account not just the strategy but also
creativity, emotional connect and objectives.
4. Communicate : Openly and frequently communicate with people regarding the
change.
 5. Get things moving : Get support, remove the roadblocks and implement
feedback in a constructive way.
6. Focus on short term goals : Set small goals and achievable parts is a good way
to achieve success without too much pressure.
7. Don’t give up : Be persistent while the process of change management is going
on, no matter how tough things may seem.
8. Incorporate change : Reinforce and make it a part of the workplace culture.

(2)ADKAR Model
ADKAR model or theory of change is
a goal-oriented. This makes it
possible for change management
teams to focus on activities that are
directly related to the goals the
company is trying to achieve.

The model can be used by change

managers to find out the various
challenges in the process of change
management so that effective training can be offered to the employees.

ADKAR Model stands for:

1. Awareness : of the need and requirement for change

2. Desire : to bring about change and be a participant in it
3. Knowledge : of how to bring about this change
4. Ability : to incorporate the change on a regular basis
5. Reinforcement : to keep it implemented and reinforced later on as well.

(3)Lewin’s Change Management Model

Lewin’s Change Management Model is one of the most popular, most accepted and
most effective models that make it
possible for companies to understand
organizational and structured change.
This model consists of three main
stages which are: unfreeze, change
and refreeze.

1. Unfreeze: The first stage of the

change process is the
preparation for change. Here, employers must get prepared for the change
and explain to people why the change is necessary. As most people are
resistant to change, this step helps to break this status quo.
 2. Change: In this stage, the change process takes place. Good leadership and
effective employee communications are crucial for this step.
3. Refreeze: In this stage, the change has been accepted. This is the time when
the employees start going back to their normal pace and routine. This last step
requires leaders to make sure that the changes are adopted and used even
after the change management objectives have been achieved.

Examples for companies implemented change management :

1st company
Name : Nokia

field of work : Global System for Mobile Communications - Software – Head

mounted equipment - Smartphone

change : Nokia Transforms Again

As mobile phones became popular, the Finnish company Nokia dominated the
market. However, the company exited the market in 2014 because it was no
longer profitable. It was a major decision for the firm, although this isn’t the first
time Nokia has reinvented itself.

Nokia’s executives decided to sell the

device business to Microsoft. Nokia’s
new core business is now networking
equipment. This wasn’t a decision
executives made lightly; Nokia was
already in a partnership with networking
equipment manufacturer Siemens. The company’s leadership realized
networking equipment is a better business strategy. To that end, they bought out
Siemens and put a new portfolio strategy, corporate structure, business plan,
capital structure, and management team into place.

Since transitioning from manufacturer of mobile devices to one of networking

equipment, Nokia has: had a steadily growing share price an enterprise value
which has grown 12-fold since July 2012 returned billions of dollars in cash to its
shareholders become the most valuable company in Finland yet again .

2nd company
Name : Adobe
field of work : a company that produces graphics and animation programs -
Software Industry - Information Technology - Software Development .

change : In December 2005, Adobe included

Micromedia, one of its largest competitors,
and with this merger, Adobe became
responsible for its programs and for
Micromedia programs in terms of marketing
and development. Advertising and
advertising companies, as well as television
channels, were interested in Adobe products
as an important addition to them in the field
of editing, desktop publishing, printing and design. In the mid-eighties, Adobe
produced one of its most important products, which is the Adobe Illustrator
program, which creates vector graphics known as Vector, which are not affected
when zoomed in or out, other than bitmap graphics, and this program worked on
the Apple Macintosh only.

After that, Adobe produced the famous image processing and editing program
Adobe Photoshop, one of its most important programs ever, and that was in
1989. Adobe produced many distinguished programs and in the mid-nineties
Adobe produced the Adobe Acrobat program, which creates the famous PDF
files, and this technology was created and contributed to the spread of
documents and books And electronic reports, and publishing houses are
seriously considering converting their books from paper to e-books in PDF
format, thanks to Adobe, which created this unique technology.
References
(1) Al-Attiyat, Muhammad Yousef, (2006) Change Management and Modern
Challenges for the Director, Hamed Publishing and Distribution House,
Amman, Jordan.
(2) Al-Otaibi, Saad bin Marzouk. (1426 AH). The role of transformational
leadership in managing change, working paper for the third
administrative forum, managing change and development requirements
in administrative work, Safar 18-19, Jeddah, Saudi Arabia.
(3) Tisdall, Lewis (2016-02-26). "Why is change management necessary in
contemporary organisations?". Lewis Tisdall's Business Blog. Archived
from the original
(4) Gandolfi, Franco; Thi Tran, Tuyet. "Implementing Lewin's Change
Theory for Institutional Improvements: A Vietnamese Case Study".
Journal of Management Research:
(5) Skelsey, Dan (29 July 2013). "Why Do People In Business Resist
Change?". Project Laneway. Archived from the original on 9 February
2015. Retrieved 8 February 2015.
(6) https://www.adobe.com/de/about-adobe/impressum.html
(7) https://www.macrotrends.net/stocks/charts/ADBE/adobe/number-of-
employees
(8) https://www.nokia.com/system/files/2019-
05/ec1042891_nokia_20f18.pdf
(9) “Nokia Leading GSM R&D Receives Edward Ryan Foundation Award”
(Press release), Nokia Corporation, October 17, 1997
Change management and its implementation
in the companies

Name / Yousef Ahmed Abd Elrahman ID / 20208298

Name / Ahmed Ibrahim thabet ID / 20208004
Name / Ahmed Ashour Ibrahim ID / 20208016
Name / Mohamed Refaat El deeb ID / 20208196
Group 2
Faculty  computers and artificial intelligence

Department Medical informatics

Under the supervision

Dr Amira mousa