Management of Change Business Simulation - Assignment Example

Management of Change business simulation Table of Contents Introduction 3 Making a Mistake in the beginning 3 Explanation 4 To Involve Everyone 4 Experience 5 Accept Challenges and Stop Blaming Others 5 Evaluation 6 Helping Others and Reduce Communication Gaps 6 Perspective of the Competency 7 Quick Response 7 My Effort 7 Academic Book 8 Related to My Situation 8 Academic Research 9 Related to My Experience 9 Academic Review 9 Relation Challenges Faced by me 10 Academic Book 10 Relation With the Effort 10 Review Book section 11 Relation With My Experience 11 Justify an importance of each competency 11 Making a mistake in the beginning 11 To involve everyone and stop blaming others 12 Accept challenge rather than to be defensive 12 Helping employees and reduce communication gaps 13 Quick response to the changes required 13 Recommendations 13 Conclusion 14 List of References 16 Management of Change business simulation Introduction The paper discusses the competencies that were experienced due to the change in management of the organization. Organization change is also discussed in academic writings. These writings would be helpful in relating to the personally experienced competencies while working in the changed management within the organization. The issues will be discussed in the paper regarding the implementation and consequences of change in the organization. The change in management is attributed to risks, opportunities and responses towards the change. As a financial assistant in PPS, I have noticed some competencies internally and outside the organization. These competencies are given below. • Making a mistake in the beginning • To involve everyone and stop blaming others • Accept challenge rather than to be defensive • Helping employees and reduce communication gaps • Quick response to the changes required Making a Mistake in the beginning It is common when someone starts to do some work that is new to him. He will make many mistakes at the beginning of his work. It is a natural phenomenon that one makes mistakes if new work or task is assigned to him to work. The work was new for me, and it was the first day for the post. I was nervous to work on the post as it was totally new for me. I have to make the decision for the finance and prepare a report as an assistant and to forward it to the head of the department. Explanation The work forwarded by me to the head was not accurate as there were more than five mistakes that were made by me on account of nervousness and newly assigned work. I was worried about many mistakes as they were big mistakes, and I was unable to control them. The mistakes were continued till the end of the day. All the work that was given to the head of the department contained lots of mistakes that were not expected by him. He realized the situation and told me to calm and do not tense as it happens to everyone. It was my first day at the post, and I was thinking that they would fire me on account of making mistakes. I got experience from the advice of my seniors to take relax as it happens usually. I decided to work confidently and avoid mistakes as they would automatically remove when I become use to of the work. To Involve Everyone It was competency that was learned by me at the beginning of assigned work. There were changes made in the management process due to some circumstances. These changes include opportunities to enhance the skills that were related to the particular job. I was scared of the job, and there was no leadership quality that was required for the post. I was practicing to blame others for the negative situation and shout at the juniors and subordinates. Change management process does not support to blame others for the situation but show efficiency to bring all the employees on one page. Experience An experience was gained by me to involve everyone in the change that is to be practice. I decided to start invoicing with E-invoicing. The change requires the supports of other subordinates. Good manager or leader is one who brought everyone to follow the change. The benefits of E-Invoicing were discussed with the employees. I succeed in bringing all of them to the opinion that there must be the use of technology for increasing the efficiency of performances of the employees. It was understood by me that the success of the change depended on the thinking to bring all the employees to adopt the change made by the leader of the organization. It was easy to blame others for not doing the work properly, but I took advantage of introducing and explaining the benefits of the change to the employees. They cooperated with me, and a change was fully acceptable to them because of the increasing efficiency of the employees. Accept Challenges and Stop Blaming Others Accepting a challenge is one of the factors that have importance in change management. If a person is not capable of accepting work as a challenge he will not get success in his work. A person might face some new things at the beginning and some challenges in an early stage. He should not get rid of the problem to get far away from it. He must find a solution on the basis of his knowledge and with the help of others. Challenges are opportunities to get experience. A person could get expertise while focusing on the problem or situation and find ways to tackle out the solution. Evaluation I was scared about the challenges that were in front of me when I was working in the environment of change management. PPS was not performing well at that time. I was worried but following defensive concept to get away from the situation. I was not accepting the challenge to get out the company from the declining situation. It was my mistake as my job was related to work as a leader. A leader must not get rid of the problem or situation to get away safely. Other members of the organization criticized the defensive move. They told me to accept the challenge and put efforts to get rid of the problem by exercising some techniques rather than to move away. I gained an experienced that the company needs employees who have the potential to face the challenges and to overcome the situation by their expertise. It was testing time that was ignored by me. Later on, I understand that to overcome the hazardous situation I have to practice some procedure and technique to get rid of the problem. It was understood by me that Challenges must be accepted for the smooth running of the organization. Helping Others and Reduce Communication Gaps Helping other employees is the basic concept that is used to derive benefits for the company. The leaders of the company must possess qualities to help other employees of the organization so to increase their efficiency and motivate them. It is the duty of the leaders to reduce communication gaps between them and employees that the employees may ask questions to the senior regarding their work. Perspective of the Competency I was not working with the philosophy as I use to work separately and let other employees work themselves. I did not accept helping concept as I was unaware of the problems of other employees engaged with the organization. I experienced when another department head was coordinating with the employees and trying to solve their problems. I realized my mistake and understood that it is necessary to help others in their difficulties to complete the tasks assigned to them. Just to order the employees to work could not help in deriving benefits to the organization. Helping refers to ask the questions related to the task. The opportunity must be given to the employees to coordinate with their seniors so the problem could be identified in a uniform manner. The communication is necessary for helping others. It is the duty of the leader to reduce the communication gap and try to help the employees to achieve a common goal that depends on the completion of the task. Quick Response Quick response is another tool of change management. It refers to the quick response for the change that is to be made in favor of an organization. Quick response means to adopt and incorporate changes. If there is any change to be adopted in an organization, the leaders must adopt the changes for increasing the performance of management and others. My Effort I was looking forward to new technology, and they inspired me for bringing the change in the operations of the organization. The problem was raised when I was ignoring the implementation of technological change within the organization. I addressed e-Invoicing for the increasing performance of the Finance Department. The issue was to immediate respond towards the change that is to be implementing in the management process of PPS. Management change is about timing, and it requires quick response towards the adoption of change. I experienced it on acknowledging that the use of technology is crucial that is exercised by the competitors of the organization. It was observed by me that there was a need to implement the change as soon as possible to ensure the benefits that could be derived from implementing the change. I quickly inform my seniors to get E-Invoicing to reduce the paperwork that was followed by the employees of the organization. The senior employees appreciated the idea as it was observed that manual work was omitted from the operational activities, and the organization position in the market was appreciating. Theoretical concepts and examples Academic Book Williams (2015) clarified in the book that mistakes are the part of every step or change to be made. It also has a significant connection with the change management. The change in the management is attributed to several mistakes that are expected to be made by the managers. One important mistake that is identified is non-anchoring the change in the culture of the organization. The book supports the evidence that it is usual that mistakes are done by the managers of the management change. Related to My Situation It is connected with my situation when I was making lots of mistake at the beginning of my joining as a Financial Assistant. I was scared and was making big mistakes that were identified by my seniors. I convinced myself that it usually happen in change management. I understood that instead of getting scared I must learn from the mistake. Academic Research Asefeso (2014) identified that it is important to involve everyone if anything changes in the company. It is necessary to involve all the employees to work on the common objective. All the employees must be incorporated in the change so that they could decide the path in which they have to work. They must be acknowledged for the change through which they have to deliver results to their organization. Related to My Experience I experienced the same thing in the change management of the organization. It was observed by me that success depends upon the involvement of others in the change. If the change is to be brought internally, the subordinates and followers must acknowledge the implementation, benefits and consequences clearly. The change will then derive better results when every employee of the organization is taking part in bringing any change in the management process. It is difficult to implement the change without the help of other employees. Academic Review Hiatt & Creasey (2003) stated that challenges arise in the change management. Challenges in managing the change will enable a person to become perfect. The challenges are the opportunities for success for the employees that are ready o serve their best towards the organization. The employees must adopt the challenges so that achievement could be possible in the implementation. These challenges must be accepted, and work should be done to rectify the issues that are obstacles to the achievement of objectives. Relation Challenges Faced by me I realized the factor of accepting challenges when I was worried about the declining position of the company in the market. I was blaming others for the lack of the deliverance of performance expected by them. It was suddenly realized by me that as a leader I should do something as it was a challenge for me. I made strategies to adopt the technology to enhance the performance of the organization as a whole. It was properly understood by me that success is hidden in the challenges, and they must be adopted by me so that I could get rid of the situation that was faced by the organization. Academic Book Singh & Waddell (2004) stated that it is necessary to reduce communication gap between the successes in management. Innovations are also supported in the book for reducing the gap of communication within the organization. New innovative ideas and supportive suggestions could be gathered by the communication between leaders and other employees working in the organization. Relation With the Effort I was applying similar competency for the change management. I was completely following the track of change management that it is necessary to help subordinates to complete their task in less time. The confusion of the subordinates must be reduced so that all the work should be done in a uniform manner. I was of the opinion that I must coordinate with juniors so to reduce their difficulties and share a personal experience with them. My experience in a particular situation would help them to rectify the mistake and try to remove with the help of senior employees. Effective communication will allow them to ask relevant questions for the completion of particular work that is given to them. Their work must have perfectness that could be done with the help of communicating each other. Review Book section Cheng & Choi (2010) clarified the importance of quick response. Quick response is necessary for adopting innovative and technological changes. Many changes require a quick response to adopt as it is a matter of time. The unnecessary delay will result in the advancement in the preferred technology and reduces the importance of the technology that was available previously. Relation With My Experience It was clarified by me that the right time to implement changes was important. Time is an important factor, so I suggested implementing E-Invoicing quickly. It was my quick response towards the adoption of technology for increasing the efficiency of the organization. The reason behind the quick response was to make changes at the time when it was required. The position of the company in the market was declining, and there was a need for immediate action. I was responsible to make changes immediately that will increase daily operational activities crucial for the business. Justify an importance of each competency Making a mistake in the beginning It has a significant importance in the change management. If someone is assigned a work that is new to him, he should not hesitate or feel bad for the mistakes that are to be done in an ordinary course. He should be well aware of the phrase “Making a mistake is an opportunity to learn”. He should not worry about the mistakes done at the initial stage because he has to face many challenges that will come afterward. Experience should be gained by the mistakes with a commitment that these mistakes will not be repeated. For example, a person not properly following the standards of repurchases and made a wrong decision. It has vital importance in an organization because it gives expertise (Hitt et al., 2014). To involve everyone and stop blaming others It also has relevant importance in change management as involving everyone means to do a work collectively. The performance of the organization reveals the collective performance of employees. Collaboration and combine work is the priority of every business to achieve their set goals. Teamwork is more important in achieving benefits for the organization. For example, a team is going to do an internal audit of the company, they have to divide the work to make it efficient. Everyone will work on the assigned tasks that will enable him or her to make a report. The competency has enough importance in the change management of the organization as it includes team or group work to bring the change (Reiss, 2012). Accept challenge rather than to be defensive The area is crucial in the change management process. It happens that hurdles come out while performing the assigned duty, and a person has to face various challenges to rectify the mistakes. These challenges will bring effectiveness and efficiency in the person. These challenges are the opportunity for deriving potential benefits so that the company could increase its overall performance. An employee must have courage to face the challenges and provide effective results to the organization. For example, the financial position of the company is declining in the market. The financial department has to focus on the solutions that could decrease the threat and regained the position in the market (Paton & McCalman, 2008). Helping employees and reduce communication gaps It is necessary for the management to help employees and increase the relation between them. Communication gaps must be reduced so that friendly environment could be maintained. A manager must bring all the employees on one page to set changes and communicate the employees with reasoning why there is a requirement for change. It will be helpful in providing a free environment to the employees that need to ask some questions related to the tasks. The followers must have the opportunity to interact with the leader to find out solutions that are crucial for the organization to derive operational benefits. For example, an employee wants to ask how the value of tangible assets is measured; he will get a better reply from the head of the department instead of making mistakes (Cameron & Green, 2012). Quick response to the changes required The quick response towards the technological and other changes is a key to success. It is essential to react quickly towards the changes in management because the late response will result in the obsolete of technology that is to be adopted for increasing the performance. The organization could avail opportunity by adopting technology at the right time with significant uses. For example, E-Invoicing is the invention of the modern era so it should be adopted by the companies to increase their performances in operational activities (Pugh, 2012). Recommendations All the competencies mentioned in the paper are related to the change in management. These competencies must be fully analyzed by the organization leaders so that the threat of a reduction in the position of the company. These challenges must be aware of the leaders of the organization. A leader must possess the quality of evaluating and analyzing all the effects of adopting some change. A change is necessary for the organization for development in future. The organization has to focus on long-term planning. Management has to get experience from the competencies and make strategies to avail opportunities and reduce the threat of their employees those are busy in enhancing their performances for the betterment of the organization. The company has to focus on all internal and external competencies that are relevant to it by bringing a change in the management. Conclusion The paper is prepared to acknowledge all the competencies that were faced by me during a change. It is not necessary that all the leaders of the organization are facing the same type of competencies. There is a possibility of different competencies that may prevail inside and outside the organization. The objective was to share the experience and to highlight the common competencies that come in changing management of the organization. The competencies are somehow related to the past academic others also face writings that illustrate the competencies. These competencies are interconnected with the change management. They could be faced by other organizations that are ready to adopt the change for their management process. The company and the employees must understand that to bring a change is necessary but to analyze the results and consequences is also crucial. It has to be prepared for the consequences to face and overcome with expertise and experience. The experience details are also discussed in the paper that will be helpful in tackling out reasonable solutions to the issues. The importance of these competencies with relation to all the organization is also explained in detail by providing examples. It could be concluded that bring a change is necessary but after analyzing all the benefits and challenges to put effectiveness in the change. Word count (3325) List of References Asefeso, A., 2014. Lean Management. New York: AA Global Sourcing Ltd. Cameron, E. & Green, M., 2012. Making Sense of Change Management: A Complete Guide to the Models Tools and Techniques of Organizational Change. London: Kogan Page Publishers. Cheng, T.C.E. & Choi, T.-M., 2010. Innovative Quick Response Programs in Logistics and Supply Chain Management. Berlin: Springer Science & Business Media. Hiatt, J. & Creasey, T.J., 2003. Change Management: The People Side of Change. Loveland: Prosci. Hitt, M., Ireland, R.D. & Hoskisson, R., 2014. Strategic Management: Concepts and Cases: Competitiveness and Globalization. Mason: Cengage Learning. Paton, R.A. & McCalman, J., 2008. Change Management: A Guide to Effective Implementation. London: SAGE. Pugh, M.L., 2012. Change Management in Information Services. Farnham: Ashgate Publishing Ltd. Reiss, M., 2012. Change Management: A Balanced and Blended Approach. Munich: Books on Demand. Singh, M. & Waddell, D., 2004. E-business Innovation and Change Management. illustated ed. Pennsylvania: Idea Group Inc. Williams, C., 2015. Effective Management. 7th ed. Mason: Cengage Learning. Read More