Change Management

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Change Management Questionnaire
Change management according to many becomes essential for the following reason: external pressure; which can encompass competition, new technology, cost, and regulation changes. Furthermore, economic and social conditions can escalate long-term change necessary. This paper will discuss several aspects of change management models, theories, and application thereof. In addition, it will provide overviews of the drivers of change, factors necessary for to implement change successfully, strategies and expectations of management, and leadership styles needed for influence and effectiveness. Kurt Lewin 's three-phase model of change is described as unfreeze, move or change, and refreeze. In simplified
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Communication with employees at all levels is key, even if the news is bad continually communicate again this makes the employee still feel s/he is valuable to the organization, reduces absenteeism and keeps them aware of the continued changes. Awareness to the strengths and weaknesses each individual as they will be the producers to attain any new goals or targets placed on them. Encourage feedback, even if it is not what you want to hear, everyone wants to feel his or her opinion really makes a difference and is heard. Expect resistance, not everyone is adaptable to change; changes may not work the first time and may need further adjustments. Facilitate organizational learning teach members of the staff what all the organizational processes (Bowers, T. 2004.)
According to S. McShane author of Organizational Behavior, many organizational behavior scholars, suggest that employee resistance represents symptoms of underlying restraining forces and should be removed. Employees may be concerned about the consequences of change, like how the new conditions can take away their power and status. Others may be worried about the process of change itself, which can the effort required to break old habits and learn the new skills. The listed main reasons are listed as: direct cost, saving face, fear of the unknown, breaking routines, incongruent organizational systems, and team dynamics. Brief examination of these reasons follows; with direct

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