What is "change management?"

There are two different aspects related to this : One is change the way of doing the things. And Second is Change the process, change the people and change the manner etc... 

Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable.

Whenever an organization imposes new things on people there will be difficulties. Participation, involvement and open, early, full communication are the important factors.

You cannot impose change - people and teams need to be empowered to find their own solutions and responses, with facilitation and support from managers, and tolerance and compassion from the leaders and executives. Management and leadership style and behaviour are more important than clever process and policy. Employees need to be able to trust the organization.

The leader must agree and work with these ideas, or change is likely to be very painful, and the best people will be lost in the process.

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?? Change can be defined as the activity it includes the creation of shifts in one or some or all of the items that make up the organization to cope with the forces affecting it. And the organizations they work in a constantly changing environment and therefore need to change Change Management: The management of change process and sensitive because of its impact on the success or failure of the change effort. Thus the administration to be aware of the circumstances and causes of change and to take the right decisions for everything related to the change.

?? There are many classifications of the types of change we address the most important: 1. The terms of the degree of planning: 2. The terms of execution time: 3. stages of the process of change 4. 1. diagnosis of the current situation. 5-2-identify real problems. 6. 3. Change planning programs: The change program planning process should take into account the following considerations: a. Previous changes, b. Affected by the change, c. The expected resistance to change, d. The support of senior management to change. 7. 4. Choose the appropriate strategies: 8. 5. Implementation of the change: 9. 6. dealing

To be conducive to change, the climate of a company must include a technical and psychological preparation.

•  The technical preparation is to train all staff in constructive imagination sessions where we will create change. Moreover must train personnel such way that it is able to master more easily the new methods or techniques.
•  The psychological preparation is to do perceive the need for change with information about the evolution of the company and the industrial mode, greneral.
•  Explain clearly to all concerned, the nature and reasons for the proposed change.
•  Provoke discussion in such a way that they forget the first source and they become initiators.
•  Respect the opinions issued without making hasty judgments.
•  Identify factors resistances.
•  Accept or reject ideas on their merit while giving reasons.
•  Modify the change according to the needs of the group.

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