Effective Management And Leadership Of Employees

Change Management is a modification in an organizations practice. It is instituted to profit the company and to improve the system. From the mid-2000s, change management has developed enduring landscapes for any organizations as if it’s related to business field or health care industry. In order to be in today’s competitive market; change management is very important part of any company (Aguirre & Alpern 2014). Technology and advancements is rapidly expanding and changing working organizations’ everyday atmosphere. Due to economic changes many businesses are being obliged to merged or downsized with other companies in order to increase their financial stability. Change management stepped in when employers or employees couldn’t keep up with

Leadership is the process of using power and influence to navigate followers to achieve a specific goal. The purpose of this paper is to explain that effective leaders must hone specific traits that are indispensable for managing organizations successfully. This paper explores the techniques, approaches, and practices that make leaders powerful, influential and efficient. Additionally, to help define effective leadership, a case study is analyzed based on personal experience of cooperating with a district supervisor who employs effective leadership strategies. While analyzing the leader’s behavioral patterns and implemented strategies, it

Change management is an organized approach to dealing with change both from the viewpoint of an organization and the individual. Managing change and how successful the change is depends on the type of change and the people involved (Shea, Jacobs, Esseman, Bruce, and Weiner, 2014). Also, organizational readiness for change in the healthcare setting is important to successfully implement new policies, programs, and practices. Oftentimes, these changes fail because leaders are not psychologically or behaviorally prepared (Shea et al., 2014).

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

As the world changes, many organization may create changes to their company structure in order to remain successful and look good amongst shareholders. These organizational changes may be beneficial for the company overall. However, it may affect the remaining employee’s morale. Some organizations changes such as layoffs, reduce work hours, a stagnate in benefits increases and rewards may result in management trying to figure out a way to motivate and gain employees trust and loyalty.

Change in an organization can be and usually is difficult for various reasons. Much of the difficulty is in the approach used to initiate change and the willingness to stay engaged and stamina to sustain change through to the end. Organizations can choose to lead by recognizing and implementing change, follow in the shadow of organizations leading the market, or get out of the way by standing still and eventually going under. With this said; if change was easily done and successful for every organization there would be no need for change management specialists and years

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

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.

It’s important for managers to have clear communication which an employee will have choices in the change and where no choices can be given. As with anything communication is a key element in helping employees adapt to change, and the manager should be prepared to stress the importance of change and the benefits for the organization (n. d.). One good technique for a manager to use in helping employees deal with change is allowing the employee to express his/ herself however, the manager should not have to constantly dispute why the change is taking place (n. d.). Managers should encourage employees to work through his or her feelings and be an avid listener about what the employee has to say. In order for employees to jump on the change train involvement and communication are key elements.

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

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

Throughout history there have been many different philosophies and theories on effective leadership and management. Over time, these theories and ideas have been proven either successfully or unsuccessfully. The key component that stands out is the actual person who is in the leadership or management position. This individual needs to produce many characteristics to ensure smooth and effective management. The character of this one entity is what sets the tone for success or failure in the leadership/management position.

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 any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.

Change management is a feedback loop between external and internal activities, outcomes and needs. However, “many companies pay more attention to external activities than internal activities”- “their structures are still too tall” (Rodrigues, 2007, p.711). This is important as employee motivation is positively correlated with customer satisfaction – happy employees make happy customers (Rodrigues, 2007, p. 698). Success is not attainable in the absence of happy employees. Employees are the most important asset “held” by an organization. Employees are crucial to an origination’s strategy as they are the means by which strategy is “put to work”. Accordingly, management must engage in and provide supportive practices in order to motivate