CHAPTER 6: Managing Change in a Job Classification System

On its face, the phrase “change management” appears to be one easily interpreted by combining the definitions of the two words comprising it. “Change” is the act, process, or result of altering, transforming, or substituting (Merriam-Webster Online Dictionary, 2010). “Management” is defined as the act or art of conducting or supervising something (Merriam-Webster Online Dictionary, 2010). Consequently, logic would indicate that “change management” is conducting or supervising an alteration, transformation, or substitution. However, this most basic definition of “change management” is open to several interpretations based on the source or direction of the change itself; it can be characterized as either: proactive or reactive, purposeful or accidental, internal or external, controlled or uncontrolled, or expected or unanticipated. The nature of the change often determines the methods best used to identify and implement initiatives to manage it. Thus, change management can be defined in two ways. First, managing change can refer to making changes in a planned and managed or systematic fashion (Nichols, 2010). On the other hand, managing change can also mean the response to changes over which an organization exercises little or no control.