Communication, Management, And Administration

In order to successfully and effectively implement change all of the employees should have a good understanding of how the changes will benefit the organization, their positions, and how it might impact their routines. To many employees the implementation of change is not always properly communicated, and the process of change on paper as it is being implemented can be threatening as well as confusing. Also, the people behind the scenes making the changes may not have taken specific details into consideration regarding effective changes that perhaps the employees

It is of outmost importance for the team leader to openly and honestly communicate changes to the respective team members. Communication presents an effective method in combating loss of productivity and mitigating concerns on uncertain features. Open and honest communication by the team leader has the potential of keeping team members refocused on productivity while at the same time it reduces possible concerns that may be present in regards to uncertain futures. It is imperative for the team leader to present the team members with concrete information

As we all know, change is inevitable and we cannot control the world changing around us, but what we can control is how we can deal with how the employees deal with change. Knowing and understanding the common cause why people is resistant to change gives you the chance to plan your strategy to address these factors.

The organization must implement specific strategies to identify and resolve resistance to change. O Connor (1993) stated "In an organization, resistance is opposition or witholding of support for specific plans or ideas. It can either be intentional or unintentional, covert or overt" (p. 30). Employees will likely consider how change affects them personally and that may naturally cause some resistance. One of the most important things an organization can do to minimize resistance is to address these personal concerns. It is also important to identify any potential loss or gain that comes from implementing, or not implementing, the change initiative. Leaders

One of the biggest obstacles is resistance to change. People resist change because change disrupts habits, conflicts with certain personality types, cause a fear of failure, can have potentially negative impacts, can result in a potential for loss of power, and, when done too frequently, can exhaust employees. There may be key people who publicly support the change effort while silently undermining the planned changes. It is the management’s job to identify, understand, and remove these obstacles. (Kotter J. P.

The impact to change or resistance to change will have influence by the forces, motivations and even attitudes that employees or groups have towards the change. Change is inevitable, however our willingness to change the status quo is determined by these driving forces. Leadership, management and employees will have ups and downs as they move thru the different change models steps, however, communication along with understanding of emotions, attitudes and past experiences are going to impact the success of the change in process or structure.

Fortunately, it has been established (Bateman and Zeithaml), some steps can help managers to overcome resistance changes in organization. One of demonstrated methods is communication and education. According to (Elving, 2005, cited in DiFonzo and Bordia, 1998; Lewis and Seibold, 1998; Schweiger and Denisi, 1991), “communication is vital to the effective implementation of organizational change”. Therefore, workforces should understand about processing change in company before organization announcing the changes through commercial reports, meeting or individual discussions. Then, employees will be became a part of overcome resistance by participating in activities during the period of organization change such as design and implementation. Another solution to against organization change is through assistance and encouragement. For example, during phases of change, employees will be ensured that they will be provided the resources help them make the change. Besides that, (Managing Change and Transition) the managers also support employee’s efforts and listen to their troubles as well as accept initial their

I will also make sure that all the ideas of the change are well communicated and that a common understanding is reached before applying the change. This is what creates the energy that empowers the team members to make a change and embrace the change as it is implemented.

The subject ‘Introduction to Management’ required all students to work in project teams to complete the e-project assessment. After participating in this project it reflected the significance of achieving successful interpersonal communication. This also helped reveal on my personal workplace and evaluate their efforts. Interpersonal communication is a critical component to achieve success with management issues and in this case an effective presentation within the project team or work effectively in employment. This essay will discuss the experience of working within this project team and present an analytical evaluation

In light of current situations, change is essential for an institute to remain on top of its competition in the marketplace and it makes to be a fundamental part of business tactics. Usually, it is redesigning the organisation or a specific department where changes are needed (Lunenburg, 2010, p.127). While change is not always meant to act to the detriment of employees, many are occurrences where the employees are uncooperative or hold a highly negative attitude and opinion towards the change in progress. Often an understanding is presented, as though change will bring about amplified pressure and stress to employees (Armenakis & Bedeian, 1999, pp. 56). However this appears from a lack of knowledge and communication between executives and their subordinates. Management should consequently not disregard the importance of all environmental factors in an execution of organisation change (Judge and Douglas, 2009).

In order to effectively adapt to the ever changing culture of multinational corporations (MNC) continuous change is inevitable for success. Whether the change is extensive or minute, employee resistance is common. To combat resistance it is important to understand that changes arouse feelings of fear in many. This fear can stem from a number of uncertainties; employees might see the perceived change as a threat to their job security or they may fear change strictly out of habit. Therefore, the goal when initiating change is to help employees accept the change, while consequently addressing the nature of resistance. To accomplish this, mangers need to establish proper communication, accurate timing and be emotionally sensitive to employee concerns. In addition, providing incentives and training will encourage a smooth change transition within the workplace. Thus, with proper implementation one can combat the effects of change resistance within an MNC.

In today 's business world, many elements are forcing companies to change in order to survive, such as the new technology, new customers’ taste and also new systems of management. Under the dynamic business environment, organizational change becomes one of the essential parts of a business. During different stages of organizational change, various resistances between employers and employees will be created because of different perspectives from both employers and employees. In order to carry out a successful organizational change, developing an effective strategy to overcome the challenge became the most crucial part in the process of organizational change. Undoubtedly, it can be difficult for managers to decide which approach they want to apply to deal with the resistance to organizational change as they need to figure out the ‘best’ solution depends on their company’s condition. It is therefore essential to evaluate critically different ways of solving resistance to organizational change.

Communication: Communication plays a crucial role within any organization, and can make it successful or break it completely apart. Communication can affect almost every aspect of the business from customer relations, employee engagement and management, to product development. Employees are the focus when communicating, they are the heart of the organization as they line to patrons. When the employees feel informed and engaged, the communication exchange between them and the patrons should be stronger. (Richards, 2017)

Communication has emerged as a very powerful personal skill that individuals must acquire to be able to perform their duties and become efficient managers and effective

“Communication is one of the basic functions of management in any organization and its importance can hardly be overemphasized. It is a process of transmitting information, ideas, thoughts, opinions and plans between various parts of an organization.”