A Paradigm Change The Way Your Role / Function Operated On A Day

I know that many people struggle with change, including me. Change often comes without a warning and catches you off guard, but it is not always a bad thing. Change can make things exciting and test your limits.

A type of change that affected me was changing into a different role in the company and the tasks that were required.  While at CIGNA Healthcare, I started as a claims processor in 2007. I started out working on national accounts and worked my way up to processing the top accounts and performing other duties. My supervisor advised me that our department was slowly fading away. Employees with high numbers would stay, but unsure of how long, and others could possibly lose their job. She told me my best choice would be to look for a new job within the company so I could advance my skills and learn more, eventually obtaining the career I desired. I interviewed and received the position in the contract department. It was new and no one had performed this job except in Connecticut. I talked it over with my supervisor before accepting the position. After discussing it with her, my counselor, I finally accepted. It was a different atmosphere compared to what I was used to, ranging from the supervisor techniques to the job itself. My supervisor in claims was very supportive and a non-micro manager. She stated her expectations up front and allowed employees to make certain decisions, such as when they wanted to come in, choose between a 30 minute lunch to an hour, and allowed us to make our schedule (as long as we put in 40 hours). The supervisor in contracts was a micromanager. We had to tell him what time we were coming in and if it changed, we had to email him, and our schedule overall (lunch, work week, time we left) needed to stay consistent. He was upfront about expectations, but weekly, it would change. With production, the claims supervisor, advised us each week of our team’s numbers and held monthly meetings with us individually, pointed out, our strengths and weaknesses, if we were meeting our numbers, and what we could do to improve (even if we were

Change is not something to be taken lightly. "This issue of change is one of the greatest challenges in the workplace today" (Fralix, P., 1998). One of the pitfalls of change within an organization is employees' fear of what change will bring. Will implementing new technologies destroy my job? Will I be able to keep up with the changes in my organization? These are some of the questions that bring about employee apprehension to changes in business. This very apprehension can determine the success or the failure of change within that system. Yet change is inevitable. Much like the Darwinian theory of survival, the company that can adapt with changes in emerging technologies will survive in today's society. So how

Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.

In order to move with the times, the organisation may introduce new equipment or software. Some staff may see this as a positive step that moves the business forward, but some employees may feel anxious about the change, how much it is costing the business and whether it is actually going to improve their role or create more problems.

Following my first year I had learnt to see where I was placed within the organisation. However the greatest progress had clearly been this year as these two domains seem ‘the norm’ within my role. In addition, Setting the Direction is embedded into my work. Whereby previously I had seen my role as one of problem solver, I had deepened my awareness of how I could bring tacit knowledge to a situation and build a direction for others to follow rather than just reacting to situations. Preparing for a large service change and improvement has added to my sense of self worth as I work differently and can see the changes in

Outline the major contextual changes that have impacted upon the management of people in the last 30 years? What are the implications of these changes on a) employees and b) the management of employees?

9. Going forward, if you want to be a leader for change, what lessons have you learned during this process? Be specific.

Drawing on theory and practice from the programme on leading effective change, critically review your style of working with others, and consider how your approach to thinking and acting has affected your impact in your work. What have you learned about leading effective change?

Unexpected changes may be disruptive, and leadership may encounter resistance. To manage technology changes the first step is to understand technology dynamics, and resistance it generates. According to Regan and O’Conner (2002), managing organizational changes requires understanding the variables and their interdependencies; creating a climate for learning; recognizing new power distributions and handling complexity, ambiguity, and uncertainty. Of course, technology changes take a toll on the employee’s morale and managerial time and emotion. Sometimes plans are abandoned because of strong employee resistance or because the managers feel unprepared or unable to implement the changes successfully. (Chapter 11.2.2 Technology Brings Change).

Today’s society is evolving around us every minute. Technology is constantly changing, and the business world must adapt to these changes in order to keep up with the current demand. These changes can be very difficult because change is a very slow process that many people do not particularly like. Nevertheless, it is very important to work through these changes. Although some people would argue that change is bad, I personally think that there are many ways in order to adapt and be successful in our modern work environment.

Today’s companies find themselves operating in an environment that is changing faster than ever before. Therefore, organizations have to analyze these changes and modify themselves to

In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this

In developing an organization and preparing for the changes necessary a reliable change management plan is often required to overcome workplace resistance when employees are presented with a new way of doing things. Change management is a strategy designed to transition from the status quo to some new ideal way of doing business. CrysTel, a growing telecommunications company, finds itself in a very dynamic industry that along with frequent advances in technology will dictate that it adapt to rapid and persistent changes. Developing a successful change management plan for CrysTel will have distinct goals: optimize flexibility, promote innovation, and sustain change. Change management at CrysTel will involve identifying the strengths and weaknesses of departments within the

For instance, you can shift your efforts from enterprise app development from Apple to Android. Successful businesses are always sensitive to changes and always looking for ways to meet demands.