Change Management Essay
1503 Words7 Pages
Change Management The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.
Drivers for change come in two categories, internal and external. In the simulation, "Organization Structure", the pretence was that the stagnating system integration market, lead the CEO to…show more content…
This employee was not an outsider that was helping out, but rather someone in the company who was trained to fill a specific duty. His leaving pressed the manager or leader into making adjustments to the way operations would be carried out without the use of his talents. These adjustments included rotating personnel through various positions to upgrade their training and skill level.
Before effective change can be made in any organization, there are certain factors that need to be weighed. First, a clear-cut objective needs to be in place. As with any change, without a goal one flounders, and will surely have difficulty making any rewarding progress. A leader must also consider how the change will affect the personnel who are needed to bring about the change. A long time officer of the organization will not be amiable to phasing out her duties in the name of progress no matter how dedicated to the company she may be. Without first considering this issue, a leader is sure to run into resistance and perhaps sabotage while trying to advance a project.
Other factors to be watchful for are the time line and costs of the change, and how employee development will be carried out. Will there be a need for on-the-job training, or are formal classes going to have to be conducted?
Resistance is an obstacle that gets in the way whenever change is
Change Management Essay
What a manager does and how it is done can be categorised by Henri Fayol’s four functions of management: Planning, Organising, Leading and Controlling. Through these functions managers can be catalysts for change or by definition change agents – “People who act as catalysts and manage the change process.” (Robbins, Bergman, Stagg and Coulter, 2000, p.438) Wether performing the role of the change agent or not, change is an integral part of a manager’s job. Change is “An alteration in people, structure or technology.” (Robbins et al., 2000, p.437) Change occurs within and around organisations today at an unprecedented speed and complexity. Change poses threats and creates opportunities. The fact that change creates opportunities is reason why managers need to encourage change.
What a manager can change falls distinctively into the three categories stated in the definition of change: people, structure and technology. The manager can make alterations in these areas in an attempt to adapt to or facilitate change. The change of people involves changing attitudes, expectations, perceptions and behaviour. These changes ar used to help people within organisations to work together more effectively. Changing structure relates to job design, job specialisation, hierarchy, formalisation and all other organisational structural variables. These changes are ones that need to be flexible and not static to be adaptable to change. Technological change entails modification of work processes and methods and the introduction of new equipment. Changes in this area have been enormous especially in the areas of computing and communications.
An organisation’s environment has both specific and general components, or micro and macro environments. The organisation also has its own personality or culture. This environment and culture can be the generator of forces for change. Needs from within the organisation can stimulate change, these are internal forces for change. “Of course, the distinction between external and internal forces is blurred because an internally induced change may be prompted by the perception of an external event.” (Barney & Griffin, 1992, p.755) Today’s organisations are characterised by frequent disruptions to its environment. New strategy, new technology and change in employee mix or attitudes are all internal factors that can create force for change.
The introduction of new equipment or technology can create the need for change within the workplace. The staff will need to learn how to use the new equipment and it may affect the duties required of them. Their jobs may have to be redesigned. New company strategies, which may involve the change in management practices, enterprise agreements and industrial relations, will create a vast variety of needs for change. So will the attitudes of the workers. In fact employee attitudes can create the need for new company strategies in the case of job dissatisfaction, poor team...
Loading: Checking Spelling0%