These behavioral traits are essential in being a successful leader. Organizations need leaders that can work with their employees, build team work and be open to new ideas, (Lawler, 2003). In order for progress to be made, employees need to believe in their leader, and in turn, the leader needs to believe in their employees. Trust is obtained through mutual respect, building that bond of commitment to insure organizational success, (Lawler, 2003). The employees will follow a leader that promotes a positive attitude and enjoys expressing their ideas and stories.
The supporting literature of an emergent approach, argues against recognising change as pre-planned steps taken by management, but instead a continuous process that creates change readiness. The importance of reducing employee resistance to change is also highlighted throughout the literature. It is suggested that when implementing change, management look to communication and participation as an effective way to overcome resistance. Through doing so, employees may not only feel accepting of a proposed change but can also contribute to the quality of a change implementation. It can be recommended, that in order to increase the success of a change in an organisation, managers should be aware of the available literature in order to provide a more in-depth and focused guidance on different change approaches and models for different organisational needs.
ERP project implementation is complex process and one that requires efficient change management. Employees need to know the reason behind the project implementation and the required organizational changes. Without change management, the quality of project implementation will be poor resulting in wastage of time and resources as well as low employee morale. Employees should also be given sufficient time to adjust to the changes imposed by the new ERP system. There is a need for an ERP coordinator who will ensure that effective change management is taking place and the desired end result is reached through the ERP implementation
In order to overcome resistance from the employees which effects the productivity, leadership comes into picture which plays a crucial role to tackle resistance. To inflict change without pain these steps should be kept in
However this is a considerable challenge to any organisation's managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002). It is my intention in this essay to explore some issues around motivation and cite work based experiences to illustrate and substantiate any arguments or points of view. Main Body Mullins (2002) classifies motivation into Intrinsic and Extrinsic types. Intrinsic motivation involves psychological rewards to enhance job satisfaction, such as the opportunity to use one's ability, a sense of achievement, receiving appreciation and positive recognition or being treated in a considerate manner (Mullins, 2002:P490). Such methods ensure employees are constantly motivated while being engaged in activities that are enjoyable and rewarding.
This means that with proper planning, employees are more willing to accept the changes being implemented. Connelly (n.d.) mentioned that the change phase is the most crucial as employees are unsure or fearful. Therefore, creating the right env... ... middle of paper ... ...s personality can be effective in the unfreezing phase, theory Y belief in the change phase, relationship-oriented leadership in the refreezing phase and finally consult leadership style in all three phases. However, these are just theories on how different leadership characteristics can be linked to effective change in the organization. Whether or not my leadership characteristics can effectively operationalize to implement a change is questionable.
It needs to be embraced through cooperation between managers and employees, clear organisational culture and rewards that improve performance that are not based on tightly structured procedures. Ultimately, overcoming the difficulties of organisational change shows how management systems and people rewarded for stability is not just black and white but is shades of grey and how it is approached will determine its success or failure.
Consequently, I got new tools to scrutinize my planned change critically and important questions came up: What is the best approach for my change project? I learned from my critical literature review, that for my planned change a prescriptive model would be rather the right solution than a complexity approach. This is so because an approach based on complexity or chaos theory is from my view to less predictable (Palmer and Dunford, 2008, p.24). Thus, in my opinion the eight step model according to Kotter (2012) would be very suitable. Is my change too radical?
This article explains the process of organizational change by using Lewin’s Force Field Model Theory and the application of role of Leader in the Implementation of change in my current practice. Change is inevitable so, it has to put in practice. The process of change has been described by number of theories , which include Lewin’s three process of change, Lippitt’s phases of change, Havelock’s Model, Roger’s diffusion of innovations, Empirical rational power-coercive / Normative re-educative and combined strategies. Lewin(1951) provides a social-psychological view of the change process. According to his force field analysis theory , behaviour i... ... middle of paper ... ... at multiple times and in multiple places to be effective.
While we pay attention on analyzing the current existing policy cycle developed by Lasswell, the thought of this certain structural paradigm is the key to unlock this door to encourage us to distinguish what the relationship is between policy cycle and cycle-relevant theories. Starting with the emergence of public policy is to undertake “a technical process and as a facet of the Social” (Hodgson, 2007, pg. 37), which the primary goal of policy cycle facilitates the administrative-management task for public policy by restricting each single stage. In additional, policy cycle has indicated itself as the promoter to evaluate how interactive the relationship is between policy cycle and dual-sided theories. In this paper, I will examine how influential the contribution the policy cycle, Political Opportunity Structure and Group-Grid Cultural Theory has gone through vis-a-vis.