This article consists of 6 pages and 1619 words. Making the case of LMP In order to have full access to this article, email us at thedocumentco@hotmail.co.uk

Ref No: 3963

Case of LMP: The process of continuous renewal of the framework, direction of the organization and the abilities to serve the requirements of the internal and external customers is known as change management. The rate of change is tremendously increasing, and it requires the best strategies for the management of change. Their rapid shift has been observed in the organizational framework and their alliances. Questions have been raised concerning underlying operating assumptions in the organizations. Moreover, traditions have also been challenged. Case of LMP: The tension relating to workforce within the companies is increasing day by day, which has led to the higher number of risk of failure. And it requires maximum attention to minimize the risk factors.

Moreover, concerning the people management, it must be remembered that there are three factors relating to the behavior of work on which the change hit, and they are as follows:

• Purpose
• Identity
• Mastery

Moving on, people are focused on their goals. They are pulled towards their direction of use, value, and desire. People resist the change if that change violates the primary use of the people. On the other hand, they will engage in a positive manner if the change aligns with the primary purpose of people. In the direction of managing the people efficiently and efficiently, there are few questions which need to be assessed. Like, why do they come to work daily? Would this change conform or violate that purpose? Just before address these questions, a purpose map should be developed according to the workforce.

1.     Discussion:

To being with, in the strategic and operational level of organizational life, change is considered to be the evergreen attribute. Hence, there must not be any doubt concerning the status of a company and its capability to identify its position that where would it be standing in the future. Consequently, the organizational change and organizational strategy cannot be separated (Burnes, B., 2004). The management of corporate changes requires the high level of managerial skills and abilities because of the high importance of organizational change. According to Graetz, the opposition of the background of removing restrictions of globalization, a tremendously increment in the innovation of technology, sociability and demography will challenge that leadership is the basic duty in the management of change in any organization’ (Graetz, F., 2000).

As a requirement of change usually cannot be predicted, so it must be pro reactive, ad hoc and discontinuous which is triggered by the crisis of an organization (Burnes, B., 2004). The team has to accept the change. In other words, it is the primary requirement of the body to absorb the difference for its success. It is likely suggested that the poor success rate shows that the team is lacking the basic structure of the implementation and the management of change associated with the group (Balogun, J. and Hope Hailey, V., 2004). Furthermore, it is to be argued that most of the area of the management of change has been analyzed on the superficial basis.

Moving on, in the study of Guimaraes and Armstrong, it is stated that generic literature of change management is forever expanding to emphasize its value and is recommending reasonable strategies and approaches to support the change management in an organization (Guimaraes, T. and Armstrong, C., 1998). So this email is….