QUESTION ONE

Critically explore the view that “the people element is important during the exploration

phase of the change process” (25)

Change is never smooth and easy, it involves turbulence and as soon as change is proposed stress

and negative emotions rise before the change gets accepted and situation is restored to normal. It

is therefore important for the organization to understand people issues and typical reactions that

can be seen at different phases of the change process.

Change is inevitable in life, and it is simply the process of transformation. At any point in life,

people must experience some change. Similarly, business enterprises experience change, either

in small or big ways. Generally bigger changes in the organization meet a lot of resistance from

employees and as such, organizations, are required to manage change by taking steps of

managing change which will motivate people to accept and embrace change as it comes. There

are four phase of change that people commonly move through when facing change from

inception to delivery. Understanding these four phases helps the organization to deal with change

more effectively and not to take peoples comments and feelings personally during change

process.

Denial Phase

Denial is the first phase of the change management process that is observed as soon as any

change is initiated. During this stage, people will fist deny that change has arrived, even if they

can clearly read the signs that need for change has come. The idea of change can trigger an

emotional response from employees’ feelings of personal loss, concerns about what will be
required of them and their ability to meet expectations, and people usually feel bad and deny the

importance of change that they feel affects their comfort zone.

Resistance Phase

Resistance phase is where the morale of the people decline. People actively know that they don’t

want change to happen as result of which they will raise complaints instead of making change

work. People will try to switch to the old ways of working things. This can result in several

delays and can also result in losses for the organization.

Exploration Phase

The exploration stage is where people leave out their arguments and instead become a part of the

change process. After unsuccessful resistance of change, most people start exploring it, after

realizing they cannot stop the change. At this stage, the people look into the future searching for

new responsibilities. But resistance makes some people to doubt the change and thus start

exploring alternatives.

Acceptance Phase

The acceptance is the final stage of change where both the organization and the people embrace

the change. People get committed with feeling that their contribution will lead to the successful

implementation. Through commitment, morale of people increases, as well as their self-esteem.

As a result, the relationship between organization and people gets stronger, deeper and trust

worthy.

Importance of people during exploration stage

that start to appear among imparted people. Also change can cause pain in people, due to fear of

the unknown or failure. However, if the organization wants to increase the rate of change

acceptance, the organization should prevent common obstacles on the way and be ready to

change. Every person goes through his or her own personal process during a change management

process. This personal transition process involves four phase mentioned above.

The exploratory phase is the turning point for people and for the organization. Once the

organization approaches the exploration phase, the organization starts to come out of the danger

zone on the way to making a success of the changes. It is a potentially confusing and frustrating

time between the old way and the new way of doing things. People often remain undecided

between “exploration” and “resistance” for quite some time. Failure to address people issues in

time at exploration stage can lead to resistance, which will make it difficult for the organization

to achieve its expected change goals, due to morale and productivity.

As people begin to let go of the past and start to recognize and accept that the change is

inventible or necessary, they may appear to be mourning what they have lost, but on the other

hand they also appear liberated by this. People start acting and learning new ways so as to

constructively contribute towards the change. A fresh wave of thinking sets in where people

understand the rationality of the change process and the importance of their role in the change

process. They may appear to be more optimistic and positive and begin to solve problems and

take the initiative. This also involves people experimenting and risk-taking as they begin to

recreate their identity, and if they take successful risks their confidence will grow. The
organization may also find peoples expressing frustration, not because of resistance to the

change, but because they are trying to make new systems, structures, relationships, etc work.

It is this stage, people begin looking towards the future and search for new possibilities, yet

retain amount of doubts left over from resistance phase. These remaining doubts fuel their

exploration into alternatives, causing distraction, indecision, or a sense of feeling overwhelmed

by having too much to do or to many ideas. What’s worth noting here is that even though people

may have started contributing towards the change they may still not have completely accepted

the change at this stage. It’s mostly at explorative stage where people are experimenting with the

change to find out what is in store for them, in the overall change process. Dismissing

alternatives and ideas can cause people to seek alternatives.

This phase can stretch on if the organization doesn’t intervene and help the people to participate

actively and provide them with the knowledge and training that will make them feel comfortable

and secure in their new roles. Providing information and access to development opportunities as

well as enabling people to provide feedback and be involved in decisions on the new

arrangement, and giving them time to regain their confidence will help people during this stage

As individual person’s acceptance grows, they will want to test and explore what the change

means. They will do this more easily if they are helped and supported to do so, even if this is a

simple matter of giving them the time they need. The person managing the changes, must lay

good foundation for this stage by making sure that people are well trained, and are given early

opportunities to experience what the changes will bring. Be aware that this stage is vital for

learning and acceptance, and that it take time: the leader should not expect people to be hundred

percent productive during this stage and it takes time, thus the leader should build in the
contingency time so that people can learn and explore without too much pressure. The leader of

the change process must help people to explore the future alternatives. Leaders can address

exploration to help people with the following:

 Offer positive feedback and knowledge improving attitudes

 Focus on positive directions, rather than turning employees down, work with them on

modifying their ideas to better fit the change.

 Promote strategy sessions and brainstorming

 Address employee indecisiveness, remaining fears and lack of focus

 Provide training, along with referrals and networking so that employees boost their

knowledge and gain competence

 Provide help for employees who want to re-evaluate their careers

People aspects are very important during the exploration stage because, it is at this stage that

people after having gone through the period of resistance show willingness to go along with

change and they need to be supported to avoid people developing doubts that change will not

succeed. People personal concerns have to be identified and addressed, otherwise if the

organization does not permit people to deal with their feelings about what is happening, those

feelings stay around

Change Management – The 4 Stages of Change: http://makerting91.com/change-management/

8 Elements of an Effective Change Management Process: https://www.smartsheet.com/8-elements-

9 Proven Tips for Successful Change Management-John Schantz on October 5, 2017

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