Hcs 475 Week 2

All this information comes from the data that was gathered and analyzed through research and staff surveys. Managers need to plan the resources required to make the change and establish feedback mechanisms to evaluate the progress and success of the change (Sullivan & Decker, 2009, p. 70).

There are many reasons that change can or must occur within and organization. The key will be in understanding the organization and the prospective change. According to Mangundjaya (2015) "there are many variables that can influence the success of organizational change, such as the content of the change, the process of the change, individual characteristics, leadership, external environment and organizational context" (p. 67). Organizational change has the potential to successfully align an organization with its goals or completely derail any future success and progress. It is important that the organization takes the proper steps to prepare for, implement, and evaluate change.

Managers have to bring changes into a company because some of the old ways of doing order or working with employees need to change. The manager responsibility is to make sure the changes which the company is implementing are done at a right pace and all the employees know the reason for the change. Some people at an organization are use to one way and not want to settle for anything they are not use to. It is up to the manager to change the minds of the individuals who do not want to make the change. The manager has to show the older way of the company is in need of change and if they do not change, it

Raymond, I appreciate your perspective on our week one reading assignment. I agree with your opening point, no one is exempt from change. Tom Peters stated, we either “change or die” (Jick, T. & Peiperl, M., 2011, p. xix). This point is further exacerbated by the concept that in order to change, each person likely needs to reassess their view of the world and be open to a new perspective. As you noted, one challenge that exists is that an organization has to overcome each employee’s mindset of the situation at hand. “The mindset represents a shared way of thinking and behaving within an organization” (Jick, T. & Peiperl, M., 2011, p. 39). This then begs the question, if you can implement the changes, why do some changes stick and others

Implementing change in any area of an organization can be challenging. Change can be good and bad. Change is not always easy to adapt too. According to Charles Darwin, "it is not the strongest of the species that survives, or the most intelligent, but the one most responsive to change". It is important that the manager has a plan of action before trying to implement any change. This paper will discuss the manager's role and responsibility in implementing change in the department. How should a manager successfully handle staff resistance to change and the paper will define each step of the change process.

Change is defined as, "to make the form, nature, content, future course, etc., of (something) different from what it is or from what it would be if left alone: to change one's name; to change one's opinion; to change the course of history." http://dictionary.reference.com/browse/change. Change is difficult for most people, however an effective manager will know how to make change a smoother transition than that of an ineffective manager. It is the managements responsibility to make the change. Lastly it is important to involve the employees in the change and not to simply impose it on them. When change is properly introduced to employees they will most likely accept it better than if it is forced on them.

In making a change there are factors that need to be considered such as preparing the employees for the change by interacting with them, ensuring that employees are ready to accept the change and making resources available for employee training, establishing a level of devotion needed, and what the requirements are for each employee to be successful. Managers will meet with employees to advise what the purpose of the change is. Feedback from the employees will be

Implementing change in a department of organization can be difficult. Management must have a plan before implementing the change. The manager’s role and responsibility in implementing change within a department is very important. The manager’s role is to assess the change that needs to take place, come up with a plan to implement a change, implement the change, and evaluate the change in a timely order. To have a successful implementation of a new process, the manager must be involved in each step. The manager must keep the staff involved and let the staff know why the change is taking place and how it will affect the work process. The manager faces many challenges such as meeting the organizations goals and working with staff members who

Change management in the working setting is constant for all Managers and leaders alike. To stay applicable and competitive businesses, managers, and supervisors should as often as possible reclassify their technique for working, item/benefit offerings and the impact this may have on your team, or shareholders. (Holmes, 2013) "for instance when we lead change (vast or minute) see to it that these four fundamentals are on your agenda of things to do; make a feeling of earnestness, make a reasonable tomorrow, get people consideration and get people involved at the right level, have clear actions or expectations and desires."

Management failed to communicate and educated the employees regarding the reasons leading to the changes and why it is necessary. Due to this the employees cannot understand the need for the change and the dynamic behind it.

When addressing the workforce, change will have to be crafted in such a manner the employees who have been with the company for many years will accept the change and feel that they are a part of it. Additionally, the change will have to be done in such a manner that the new employees feel its progressive and addresses their need and desire for change. Also, the change needs to be implemented in such a manner that it incorporates innovation along with emerging technologies, means, and methods. As the concept of change is to do thing differently than how they have been done in the last, the leader of the organization will need to focus on sustained and measurable change that new and existing employees can embrace.

The potential barriers to the effective communication of the new changes would be employees do not attend. Some employees will not bother to read the notices and try to skip the meetings. There will also be some employees that will not like the changes being made and will give attitude. These types of barriers can cause a delay in making the changes occur. In overcoming these obstacles, managers need to be prepared on how to attack these situations. A strategy is to gather the employees who did not attend the first meeting and have a separate meeting for those employees. Many employees will not bother to read their notices and be blindsided when they attend the meeting. Managers should ask questions to the employees during the meeting to make sure their employees understand the new changes. This strategy will help the managers know which employees

Change is often resisted at both the individual and organizational levels despite the potential for positive outcomes. The reasons for this are varied and the process of identifying them can be difficult. Robbins and Judge note that most organizations have developed practices and procedures over an extended period and being based on behaviors to which employees are strongly committed are by and large stable.

Even though the employees could show resistance to the change managers would help them to deal with the situation and assist them during the transition to ensure that the implemented change becomes efficient. Managers could implement the change by relying information clearly, by being open, recognizing employees concerns, and respecting the employees. Managers should provide support by allowing them to have a face to face meeting in regards to the changes and explain the benefits of the changes by providing additional training. Also, managers must place the reluctant employees with others who are familiar with the changes that are being implemented. This would help the reluctant employees see that the changes would be worthwhile and beneficial to the organization and its advantages, as well as a possibility of their own jobs to become easier.

After thoroughly researching and understanding the cause of a problem, organizations can subsequently decide on a plan to resolve the issue. To effectively implement the plan and new change, it is important for organizations to take the necessary steps to combat resistance to change. This can be accomplished through accurately timing the change and communicating throughout the process. Merrell (2012) stated that “setting clear measurable goals up front will help an organization head in the right direction, use resources efficiently, make corrections along the way and assess whether the change program achieved what is set out to do” (p. 21). Moreover, by providing employees with training and incentives, the entire problem solving process will encourage a smooth transition. Through training individuals on the new policies and procedures of the change, employee can become directly involved with the change, thereby giving them the knowledge and skills they need to adapt. In addition, providing both monetary and nonmonetary incentives, organizations can reduce resistance and motivate individuals to help in the organization success throughout the change process. Thus, by properly analyzing problems and correctly implementing solutions, organizations can effectively change to address the needs of the company.