Change Management

1534 Words7 Pages
Running Head: CHANGE MANAGEMENT QUESTIONAIRE

Change Management Questionnaire
Nov 9, 2005 Change Management Questionnaire
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
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They may fear the possibility of looking stupid, or the possibility of not having the intelligence to grasp the necessary information. Those who are at the bottom of the chain of command AKA "the grunts" may resist change based solely on the perception that they will no longer be needed when the change is complete. Officers, whose ideas were not properly represented in the plan for change, may resent the leader and create discord to prevent the change from progressing smoothly. Trust is also an issue when it comes to bringing about change. First the leader must have the trust of the organization in order to get the proper backing to execute his ideas, and then he must have the trust of the subordinates to inspire them to carry out those ideas.
Leadership styles play a role in the effectiveness of the change management process by dictating the level of trust between a leader and his or her subordinates. I believe that regardless of the leadership style the leader has adopted, trust is the main issue in implementing change. Where there is no trust there will be no sustainable progress. Ed Weymes (2003) says that
The success of an organisation is vested in the formation of sustainable relationships, with the primary purpose of leadership being to influence the feelings and emotions of those associated with the organisation; to create the emotional heart of the organization and thus to determine the tenor of the relationships between the people inside
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