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In whichever respect, any process of change should always be planned so that its implications are taken into account and the concerned parties be able to adapt. The survival of any organization depends on its ability to adapt to the various environmental changes. Most of these strategies are either reactive or proactive thereby making the process of change a source of many challenges (Schiesser, 2008).
Various situations will normally create the need for change. Technological changes realized in operations will normally force organizations to adapt to new procedures which might be costly or untimely. In the same vein, changes in management of the organizations will always demand the adoption of new ways of operations not previously experienced. Nevertheless, whichever the cause of change, certain considerations should always be taken into account to ensure that the change process benefits the organization and is accepted by all the stakeholders. Conventional wisdom confirms that change is normal and healthy and should therefore be pursued by anybody aspiring to advance in life. On the contrary, human beings are always haters of change. In organizational situations, any form of change is normally viewed very suspiciously since people are always on the watch to safeguard their positions and maintain the status quo. However, this attitude can effectively be reversed if the managers clearly familiarize the employees on the importance, implications and the strategies in place with regard to the proposed change. Leaders have the solemn responsibility to ensure that any organizational change becomes successful and is accepted by all the employees. Most of the complications arise out of the simple mistakes that the managers make in the process of managing change. At the center of change management, is the process of communication. Stakeholders deserve the right
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The department is responsible for creating a first-class education system for the children. It focuses on the opportunities to develop the workforce of the system by engaging talented teachers and highly skilled and young people. Therefore, the government has decided to bring a change management process in the system so that the current expenditures can be reduced and also to improve the services of the system.
Change is difficult for stakeholders and it takes a dedicated leadership to ensure that it happens successfully.The best model of change for this case is the Three Step Lewin’s Model. Change goes through three basic steps namely: freezing, moving and unfreezing.
A slightly ambiguous term of change management has as a minimum three unalike characteristics, counting: becoming familiarized to change, monitoring change, and carrying out change. A ‘taking the initiative’ methodology of dealing with change is at the heart of all three characteristics.
Whenever an organization is going through a restructuring process change is inevitable. “The change management process is the sequence of steps or activities that a change management team or project leader would follow to apply change management to a project or change” (Change-management, 2011).
Regardless of size every organisation needs to deal with change at certain point of time. However, in order to gain success, change needs to be managed effectively. Focusing on this aspect, the essay describes the method of change management in a public organisation namely Children and Young People Service.
The two main reorganization changes that will take place affecting the team entail the removal and addition of a new product; firstly, the team will discontinue the designing of cell phone applications for the company’s newest cell phone that is currently not doing so well in the market.
is further mentioned that business has also become a unified, global filed as trade barriers fall, communication becomes faster and cheaper and consumers tastes in everything. Saka (2003) mentioned that there is evidence to suggest that the universal, prescriptive model of
The first condition is that the employees need role models. The other is their need for capacity building for a successful achievement of transition. McKinsey considers the nature of humans and their predictable
1 Pages(250 words)Essay
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