Essay On Why People Change

Open channels of communication within the entire organization are extremely important during change. Assumptions must be tested during the entire process. What seemed correct and the only way to go yesterday may not be the right way now. The questions that the change leaders asked at first need to be revisited to ensure the change is going as expected. This brings us to the next group of people in the change experience, the followers.

More effective responses to changes ? improved trust and communication help a team to adapt to new circumstances.

Fostering change in the work place is an aspect that every manger will face in their career. Changes often lead too many discussions with our employees and as a manager or a leader how we foster change directly impacts the business and careers of others; ultimately, their success is your success. Your personal management or leadership style of change will directly impact the company’s profit margin and may determine if you retain key talent in your organization. There are many aspects of change and it not the intention to discuss every philosophical approach. It is to focus on how we personally accept change, how as a managers or leaders we administer that change, and finally, how we prepare for the next change to come.

Nevertheless, this separates out interesting facts that might be useful in designing the first step while also restricting opportunities to get the front line position of the change. In the Katzenbach Center survey, forty four percent of individuals said that they no longer understand the changes they had been expected to make, and thirty eight percent said they didn’t trust the adjustments or changes.

Successful change management depends on ensuring that everyone in the organization understands the need for a major shift. The principle of inertia influences organizations as much as it governs physics; maintaining a constant direction feels simpler, so a leader must communicate

One of the innovation ways the management needs to use in implementing change is through motivating

In order to improve in the area of resisting change, I must first realize that most organizations are not managed the way mine is. Due to budget cuts and layoffs over several years, the remaining staff are overworked and underpaid. My goal as an I/O professional is to implement changes that will improve organizations, but I will not be looking at only the bottom line. The stakeholders are just as important. The employees and clients must be considered more important than the bottom line because without them, you have no company. Although I cannot go into other organizations with a chip on my shoulder about employees

Also Agocs (1997) suggested that change need to be understood and managed in a way that people can cope effectively with it. One ways individual may resist organisational change, is when an Individual within a group selects information which reinforces their subjective belief, values and the status quo or the change represents uncertainty, they fear the unknown or they are concerned about their own personal failure (Kotze 2006).

Change is inevitable in life. In today’s society, much business and social organizations are changing rapidly and facing of the issue of “Change or Die!” This situation does not only happen on the social level, but even on a country level. “Our time to Change,” said Obama for his campaign slogan for the president election in 2008. Change is unavoidable in the process of progressing, but it meets with resistance. At the time when Obama Barack was trying to carry out the change, he faced a strong resistance force from the public that hindered the change process. According to statistics by re-engineering practitioners, less than 50% of the change management were successful.(Strebel, 1996). Authors had done researches that indicated resistance to change is one of the major factors contributing to the failure of change.(Mauer,1996; Strebel ,1994)Leaders who implemented the change always wish for a resistance-free environment where people can easily move out of the comfort zone and incorporate new ideas freely and quickly.Managers always perceive employees’ resistance as detrimental. However, some scholars suggested that the resistance can be a positive role in the organizational change. Insightful objections and criticism can produce a better understanding as well as solution and option. de Jager (2001) stated that “the idea that anyone who questions the need for change has an attitude problem is simply wrong, not only because it discounts past achievements, but also because it

Within the organization there is a new system that is taking place, but there are a few co-workers that want to revamp the way we run the place. There is a division in the staff that thinks that it’s a great idea and that others think we shouldn’t modify a situation if it isn’t broken.

Organization change is prevalent, we cannot avoid failure in working, it is just the question about sooner or later. When we met frustration,we have to take steps to alter the environment.Thus, change in organization is a necessary result of standstill.

IT is vital to hierarchical achievement – viable and proficient conveyance of administrations and merchandise – particularly when the IT is intended to realize change in an association. This change procedure, usually alluded to as "business change," is presently the prime empowering agent of new plans of action both in the private and open areas. Business change offers many prizes, yet it likewise has the potential for some dangers, which may upset operations and have unintended outcomes.

Organisations are highly specialized systems and people working within the organisations are generally cynical to change in the work environment as they don 't want to get into uncharted territory. It is the natural tendency of human being to live in their comfort zone and no one likes to be comfortable being uncomfortable even for a short duration (during the change process).

Change is necessary and an important aspect of all organizations. These changes happen when an organization is heading down a path of a financial downturn or experiencing a lack of customer loyalty. After the vision for the organization is realized, a group of volunteers then assists other members of the organization in understanding and accepting these changes. When one stage is out of sync, all the other steps are then impacted and may not occur. As long as all the first four steps are successful, the next step to creating a successful change in an organization is to identify the resistors in the organization and select the best way to train or remove those barriers. After those barriers are dealt with, the organization can then begin to create a variety of small goals that are easily obtained until you reach the final goal the organization saw in the original vision (Doseck, 2015).

There are many theories on the best strategies of implementing organisational change, but reducing resistors of change is potentially more important. Worley and Vick express their view, that often employees are not ‘given the chance to understand the reason for the change’, (Worley& Vick 2013). A vast majority of organisational change is planned and organised by the upper management team, with little involvement of their employees who are responsible for running the current system and may have useful ideas about a new system.