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Implementing change
According to George & Tuite (2008), implementation is the most difficult step. Lewin (1951) refers to this process as “moving” (Deegan, 2004). During this step, new policies or innovations are included into daily routines. This stage also includes behavioural changes from organisational members whereby old patterns of behaviour are replaced by new ones (ref?). According to Maxfield (2009), structural changes are sometimes required to influence behaviour; for example creating a physical space where people can brainstorm ideas without being disturbed.
During the implementation of a new curriculum by Maggi, Stergiopoulos & Sockalingam (2008), the teaching sessions were attended by the leaders and their roles were to observe if the curriculum were being delivered as planned and to provide support in difficulties. The leaders met with the teachers in advance to assist with planning of lectures. The leadership team was also involved in organisational tasks such as rooms booking and collecting evaluations at the end of the workshop. Therefore, during the imp...
Institutionalize Change in Organisational Culture – One important question is when does the process end. The successful culmination of change process is when the objectives of that process become a part of the daily organisational culture. When the next generation of management takes over, the objectives should be a part of the whole organisation and not just a single process or department.
Where do you currently work (and if you aren’t currently working, please think of your last place of employment)? How long have you been there?
The term leadership and change management are interrelated between each other. Leadership direct the company to reach in the destination. Eventually, it is concentrate to formulating the business strategies require to transfer in new state to achieve the corporate goal (Hayes, 2010, p.159). Kotter (2011) explains that leadership is act as an engine on entire change process, that drives, controls and manages to move quickly in efficient way. According to Northouse (2013), “Leadership is a process whereby an individual influences a group of individuals to achieve a common goal.”
Change is an outcome of a specific problems or opportunity that organization is facing. A change is a formal proposal to modify or alter any processes, systems, documents, deliverables, organization structures, strategies, approaches etc. Changes always associate some quantity risk and if they are adequately reviewed, assessed, managed and coordinated, the risk could be minimized. To effectively manage any change a structured approach should be in place to manage both the technical and people sides. Change management is the structured approach that applies a methodical strategy to assist and educate the individuals impacted by the change. Change management comprises understanding the change and controlling the disclosure to vulnerability such that overall risk to the business is handled efficiently. As per research study ninety six percentage of success rate is possible with effective change management and 6 times more likely to meet or exceed project objectives with excellent change management process.
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Introducing a new concept of work practice to an organization means changes have to occur in order to accommodate it. This would lead to organizational changes and may disrupt work patterns. Often, a change is necessary if an organization means to be competitive, and unless new ways and methods are developed and introduced, an organization may find itself lagging and not competitive. Benchmarking is one of those concepts that aim to improve work practices and achieve optimum results. Because change can bring negative connotations, it is important to take careful steps to effect change without major disruption to employees who would, more likely, be resistant to a new concept that may threaten their work comfort zone. So, effective communication, team building, offering support and being patient by allowing time for adaptation are very important steps in implementing change.
Change usually comes with resistance in any workplace because change disrupts the employees’ sense of safety and control (Lewis, 2012). Kurt Lewin (1951) created a three step process for assisting employees with organizational Change (Lewis, 2012). The three stages are Unfreeze, Change and Refreeze. These are the steps to a smooth transition for change within organizations. Further, these steps are not possible without good communication from upper Management through line staff. Communication was consistently listed as an issue in surveys conducted by the department.
There are several factors which must be considered for a business to successfully undergo change. These changes can vary from minor to major. One must first identify the type of change that is required. There are three categories of change. Changes that are current which improve business procedures are called Developmental changes. Employees experience little to no stress during the process of developmental change. Communication is key to developmental change. Challenging market demands require developmental change. Developmental change does not have to be to a great extent. Developmental changes are incremental improvements which help to improve efficiencies, correct identified deficiencies, and build upon foregoing success. Changes which
Organizations large and small undergo change almost on a constant basis. It has been said that the only constant is change. Organizations must change in order to survive in today's global marketplace. Organizations from the smallest of mom and pop businesses to the largest multinational corporations must utilize change management principles. Change management theories are part of the process of change management in business. There are different change management theories that have been developed over the years.
Remove barriers: If follow these steps and reach this point in the change process, and will discuss the vision and build the support of all levels of the organization. The Organization shall review the organizational structure, job descriptions, compensation and performance systems to ensure they are in line with this vision. Create urgency for change to occur, it is useful if the whole society really wants. Develop a sense of urgency about the need for change. This can help the company Alphabet Games spark of motivation to get things moving. It will help to identify potential threats, and develop scenarios showing what could happen in the future. It also examines
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
Touching lives and affecting the outcome of so many futures a teacher is the epitome of a leader. Just as a leader has his or her own style, a teacher’s way of motivating his/her students, also plays an important role for a students success. Spending more time children then most parents do, a teacher is crucial in shaping with children of the future. If teachers are poor leaders then children suffer. When they shine as leaders, children blossom and the universe is wide open. As a teacher must fine tune their leadership skills and find the best style of teaching for the students who they are teaching. The intrinsic characteristics of a teacher can be categorized into a few main teaching styles or leadership styles. Directing, participating, delegating, and combined styles are the main forms of teaching and leading. The qualities associated with these styles are necessary to any teacher. The purpose ...
Change Management is not impossibly difficult. It need detailed planning, including everyone affected, frequent interaction, accomplish a perspicuous target for the change and a method of measuring success, complete the plan, and strengthen the change once it is in place.
One of the first scholars to describe the process of organizational change was Lewin (1974). He described change as a three-stage process that consists of unfreezing, moving and freezing stage. During the unfreezing stage the organizations become motivated to change by some event or objective. The moving stage is like implementation when the organization actually makes the necessary change. Furthermore the freezing stage is reached when the change becomes permanent. Organizational change has also...
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).