Dealing With Organizational Change through Change Management - Essay Example

2. In standard change management models, there are typically five sections titled: diagnose, design deploy, evaluate, and enhance. Considering only diagnosis and design model elements, explain how you as a manager would assist the team or group of employees starting the change management process regarding a specific process at work.

Ans.: There is no ‘one-fit-for-all’ approach in formulating a change management strategy though each proposed management change is expected to be successful. Given only diagnosis and design model elements to work on, a Manager can help introduce and manage the change by knowing the characteristics of this change like its purpose, scope, time frame, its possible effects on the impacted group, etc. Second, he must have prepared tactical solutions addressing anticipated resistance like communication and education.
DQ 9
1. Employees often see change as threatening. What are some of the sources of resistance to change, and what can you as a manager do to overcome that resistance?

Ans.: According to Robbins and Judge, resistance to change may come in two ways:
“From an individual level especially if these changes bring fear of the unknown, threat to one’s security, cause a threat to economic stability and cause selective information processing to keep perception clear. On the organizational level, resistance to change may be caused by structural and group inertia, threat to expertise, threat to established power relationship and the limited focus of change in the organization whereby other subsystems will be declared obsolete or ineffectual” (Robbins & Judge, 2013, p. 580).


2. What role does diversity play in managing change?
Ans.: Diversity plays a major role in managing change in an organization. According to Robbins & Judge, this may be categorized to be “surface-level diversity (referring to thoughts and feelings) or a deep-level diversity which differentiates individuals through their inner self, inner values or their personalities, in general” (Robbins, 2013, p.42). “Contributing to the diversity are the following: age, country of origin, race, ethnicity, religion, physical abilities, and sexual orientation, among others” (p.43). Components of diversity pose a more significant challenge for company leaders.
2.1 What are some possible strategies for managing diversity?
Ans.: To achieve effective work diversity, there is a need to implement Diversity programs to include Orientation about Legal Frameworks, and exposure to Sensitivity training, not only to foster and harness the skills and abilities of the employees but also to teach them to accept individual differences. “Setting to an accepted organizational culture that honors and practices equal treatment for all employees in the getting incentives, hiring procedure, job conditions, work evaluations, and promotions” (Kokemuller, N. (2014).
2.2 What influence does diversity training have on organizations?
Ans.: The purpose of conducting diversity training programs is not only to educate individuals about the differences in their peer’s character, personality, and experience attributed to their race, religion, sexual orientation, physical capacities, age, etc. but also imbue to these people's acceptance of the uniqueness of each individual. Achieving this would create more harmonious interrelationships and a cohesive work environment which ultimately becomes a healthy workplace and thus, follows the organization’s performance will be at its best. Read More