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Reflection on change management
An essay on change management
Reflection on change management
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Change management – the formal process of organizational change – is the systematic approach and application of knowledge, tools and resources to leverage the benefits of change (Human Resources, 2011). Without adequate change management, organizations risk failure of the implementation of business strategies, reduction in costs and improvement in the efficiency of operations. Christian managers help move change forward by acting as shepherds of the flock. They are expected to show humility, excellent stewardship of resources, and build good relationships with those under their leadership to produce needed changes. However, there are Christian managers that do not manage according to Christian discipleship. Managers of this type can be as contemptuous of the secular world, which is why being a Christian can also hurt the ability of a manager to drive change in his/her organization. Engaging employees in changes is a priority in change management. Being a Christian can help or hurt the ability of a manager to build the best work relationship with staff. Christian managers use the rules of engagement to their advantage. They consider questions such as 1) how do we engage each other/our …show more content…
First, the change program must be people-focuses. Managers cannot achieve business change objectives without altering the way people work and behave. Second, a successful change management program is systemic. Every business is a system; managers need to understand the enablers and barriers of systems to effect change. Third, changes use formal and informal levers. Allowing employees the opportunity to shape the change through informal and peer-to-peer networks add value to the balanced and integrated change effort. At the same time, it is necessary to drive change through formal organizational enablers such as recruitment, reward, and performance management
“Workplace spirituality not only leads to beneficial personal outcomes such as increased job satisfaction, and commitment, but that they also deliver improved productivity and reduce absenteeism and turnover (“Workplace Spirituality”, 2015, para. 2). Research suggests that spiritual leadership provides a new perspective to influence employees and cultivates the relationship between leaders and employees. Thereby motivating everyone to work towards organizational goals, performance, and culture. The modernized corporate world forces leaders to confront the complex dynamics that are related to various challenges such as, social responsibility, differing opinions, and diverse workforces (Rauf,
Transformational leadership also integrates well with a biblical worldview because both advocate valuing followers as well as leaders, the importance of ethical behavior, the need to forgive and learn from mistakes, and the value of a high moral example. Kouzes and Posner advocate leaders having a “moral authority to lead” (2007, p. 41), practicing personal accountability and working to improve all aspects of their follower’s lives. This others-centered leadership approach fits well in the Christ centered atmosphere of a Christian school.
Although written for church leadership, everyday church members would also benefit from understanding the concepts that Dawn is directing at God-empowered leaders. Ms. Dawn's work is predominantly scholarly, and she cites several other works at great length.... ... middle of paper ... ...
(2012) Lesson 1 “Worldview perspective on Organizational Behavior: A Biblical and comprehensive approach”. Liberty University BMAL 500, Retrieve from http://learn.liberty.edu/bbcs.webdav/pid-7464199-dt-content-rid-
Change is the only constant in life. And therefore it should be understood as part of a continuing work in progress that calls for a much broader canvas that seeks out competing voices, and works with the resulting ambiguities, contradictions and tensions of messy reality (Graetz, F. & Smith, A., 2010). In this submission I try to show that organizational change is majorly based on the environment surrounding it much more than the desire of the members or change agents working in that organization. This view diverts from that of Lippitt, (1958) who suggests that implementing planned organizational changes successfully depends on premeditated interventions intended to modify the functioning of an organization. It also diverts from the traditional approaches to organizational change that generally follow a linear, rational model in which the focus is on controllability under the stewardship of a strong leader or ‘guiding coalition (Collis, 1998). In this discussion therefore, comparison made between the different philosophies of change and I try to show that successful change implantation largely depends on an organizations appreciation of what goes on around it rather than what they have planned as a strategic direction.
Satterlee Anita. (2013), Organizational Management and Leadership: A Christian Perspective. 2Ed. Synergistics International Inc. Raleigh, NC
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.
The way person leads a group of people or an organization is key to a successful business or outreach. There are many styles and techniques for a leader to implement. Christian leaders are no exception; some might say being a leader in a church organization can be a more scrutinizing position than other leaders. Since, a church leader has expectations on how they should act or conduct themselves because of the Christian faith. This paper will discuss an interview with a person in leadership brother Larry and will give an account of his leadership approach. Furthermore, what strengths and weaknesses are prevalent according to authors Kouzes and Posner and the model they have in their book, Christian Reflections on The Leadership Challenge.
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
Bass (1990b, p. 21) states that Transformational leadership fosters capacity development and brings higher levels of personal commitment amongst followers. However, transformational leadership occurs when leaders broaden and elevate the interests of their employees. (Kelly, 2003; Yukl, 1989) asserts that Transformational leaders elevate people from low levels of need. Transformational leaders are said to create trust, admiration, loyalty and respect amongst their followers (Barbuto, 2005, p. 28).
Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...
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
Estreicher and Gray (2010) listed three factors that exacerbate the problems managers face today with accommodating religion in the workplace. The three factors include: immigration increasing religious diversity in the workforce, r...
Bakewell, Ken. "A Christian Approach to Management and Work." n.d. librarianscf. 30 March 2011 .
Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that organizational change is difficult because management systems are design and people are rewarded for stability’ (Lawler, E.E. & Worley, C.G. 2006, p.11).