Change Management And The Recent Cultural Change Of Aetna

1487 Words6 Pages
“Change will not come if we wait for some other person, or if we wait for some other time. We are the ones we’ve been waiting for. We are the change that we seek.”- Barack Obama. Although change can be an overwhelming challenge for business leaders; change is essential for any organization that desires to maintain the competitive advantage in the marketplace. Often the need for change is caused by a shift in the market, advancements in technology or a change in the skills of the organization’s workforce. How an organization manages change can make the difference between its failure and success. People are resistant to change, therefore it is up to management to ensure that steps are taken which helps employees embrace change,…show more content…
(Aguirre & Alpern, 2014). Currently there is no one correct way in which to implement change; however, there is a list of 10 guiding principles that can assist managers in transforming their organizations. • Address the culture. An organizations culture is a mix of shared values, standards, and beliefs that are framed by the founders of the business. Rather than attempting to change this culture, managers must look for elements of the culture that align to the change, bring them to the foreground, and attract the attention of the employees who will be affecting the change. • Begin at the top. Effective change management activity starts with the top level managers who agree that change is needed and that are fully supported by the head of the organization. Senior level managers must act as one cohesive and committed team, employees will follow their example. • Involve everyone. Change occurs remarkably easier when all levels of employees are included early on in the change process. Employees who are responsible for actually doing the work are the ones in the best position to identify areas where potential pitfalls exists, are in contact with the customers and will know how they may respond to the change, and have the power to make or break the change activity. • Make a rational case for change. People respond more to a call to action that engages their emotions as well as their minds, making them feel as though they are a part of something
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