Abstract
The continuous and rapid changes that are taking place in the world today makes the change management crucial to any organization. The existing change management models bridge the gap between motivation, planning, and implementation. These models are highly significant as the organizational change is not a rare event anymore, but it is an ongoing process, and the ‘business as usual’ model becomes insignificant to most organizations. To automatize the theoretical model of change management, an intelligent and adaptive model for change management is developed in this paper, which takes into consideration all the positive and negative effects (factors) that may take place at any time and any place internally (internal factors) or externally (external factors). Based on these factors, accordingly, the proposed model can efficiently find a reasonable solution that adapts to the existing situation to avoid any failure of organizational management. The proposed system is built based on a decision support system (DSS) with inputs that represent the influencing factors and an output that represents feedback on the method of management. In this paper, the proposed change management model has been verified, and the results have been reported accordingly.
Highlights
Change management is a transformation model that deals with the changing elements in an organization
A loopback step will be carried out to select another management approach while in a positive case, the selected approach for change management will go through a testing stage for a while to ensure that the selected approach is a right choice otherwise; the loopback process will take place
The rest of the raters have awarded mixed of scale 3 and scale for the two criteria
Summary
Change management is a transformation model that deals with the changing elements in an organization. A set of predetermined factors are established, these factors are monitored, and the suitable management method is adapted based on these factors Overall, these models bridge the gap between motivation, planning, and implementation. These models bridge the gap between motivation, planning, and implementation These models are highly significant as the organizational change is not a rare event anymore, but it is an ongoing process, and the ‘business as usual’ model becomes insignificant to most organizations. The proposed approach takes into consideration all the positive and negative effects (factors) that may take place at any time and any place internally (internal factors) or externally (external factors) In this way, change management is carried out using a practical way immediately as responding to any changes in external and internal environmental changes.
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