Implementing Change

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

Change is the constant and that is opt for opportunity or issue in the project. Therefore, there should be a mechanism in which the team members should be informed on the proposed changes (Communication). There are several steps that Shimon Komfield should have taken in ensuring the team members learn if any proposed changes in the project. The project manager should identify and keep record of the impact the change will have on the project, especially the change consequences on the project team members. That anticipate negative reactions from the project team members. Some members of the team may have legitimate negative reactions and negative actions while others would just be fear of change. This is an issue that should be addressed in ensuring the team members learn on the proposed changes. Next, then project manager should prepare a list of positive and negative outcomes of the changes and prepared a document that summarizes the changes (Web Project Analyze).

The merging of public expectations into a business model is not just about implementing change in an organization. It's about recognizing that change is for a reason of improving the wider social or community benefits and integrating bottom line profitability potentials. To make this happen, there has to be a blending of these values such that both elements of the new organization are realized an effort that is only now just beginning to happen (. Many organizations seem to want to achieve this goal even if it means moving their operations into the field of chaos where innovation gets to mix with opportunity.

This team will assess the drivers for change; conduct a detailed and fact-based assessment to develop an understanding of why a change needs to be undertaken. This information will be presented to management explaining the “need” for change and supply supporting data and information to aid management in their decision. Providing management with the importance of the change and providing supporting documentation will give a clear understanding of the “need”, benefits expected and provide a timeline for implementation of the

Each step involves communicating information and ideas to individuals and Groups. However, some change leaders speak to People’s feelings, in addition to providing the hard facts. Example of a Philosophy and Some Perspectives and Models From Which to Manage Change is more clear will be introduced in the article, for example:

An effective timeline will allow for all new equipment, supplies or training to take place before fully implemented.

The need for transformation in any given organization arises when discontent is felt at the current procedures and strategies of the organization (Oden, 1999, p.20). The results gained from the procedures perfected over time by the organization, may become unprogressive and may actually make the owners of these companies question their own values before any outsider does. With so much competition in the ever-changing market, change and good change at that, becomes a necessity. This change should come following a strategy lest it be lost to the whims of employees.

Internal forces for change include things like declining effectiveness, crises (e.g., strikes, resignations, or major accidents), changes in employee expectations, and changes in the work climate.

The model finds that management generally deals effectively with the business needs such as developing the scope and objectives for the change, designing the organizational structure and processes of change, implementing the new systems and processes, and analyzing the results of the implementation. But in order to be successful, management must also be able to address the apprehensions that employees have to change. They need to communicate the business need that the change addresses, elicit a desire in the employees to support the changes either through positive or negative incentives, determine if the employees have the knowledge and skills to support the changes, and finally determine what they need to do in order to make the changes stick. 7

Merrell (2012) stated in his recent article that change is not well received in most organizations, even though the change is needed and most often can improve the success of an organization. According to him, change is a necessary evil of an organization’s survival. However in order for a change to be effective, there are some steps that must be put in place by management; the delivery of the change also plays an integral role in the effectiveness of the change. This paper is going to analyze a recent change that took place at Alexander Mann Solutions, an English RPO company that was recently established in the United States.

Discuss and prepare a change management plan – The project management discusses the scope changes of the

To achieve effective change, change managers should encourage employees ' participation as much as possible. It should be brought into people management culture in the company. The current crop of employees would be well suited with Leaders who are more apt at transformational styles of leadership. Poor employee relations history can be countered through and improved people process that will look into treating individual employees in a more personal level. The management planning to implement change should consider the effect of the change on employees as well as their resistance and reaction on it. An explanation for what is behind the change by management should be taken into account and should be motivated and explained.At the same time, inability to adapt to innovation and change can be mended through technological advancement.

In the corporate world, all business-running-individuals should know that, in order to bulk up and fortify their businesses, the company or corporation must adapt to every perspective, every unusual environment and people with bizarre personalities or they are at a risk to fail or being overwhelmed by other competitors. Hence, a change is usually recommended to alter and fix the problems faced by an organization. Nevertheless, there are always issues that goes against the new change introduced. Unsuccessful changes might lead to a heightened chance to people not getting used to the change.

Which particular factors of modify are currently affecting most on exercising managers? How do they respond to change? How are they working with them? And how effective are their attempts? How do the issues recognized and alternatives described, correspond with the concept and analysis on company change? Mergers, products, new technological innovation, reorientating and downsizing are all factors that promote a increasing environment of doubt. The administrator who goes directly into why the modify is best for everyone and how company is going to be performed ignores the individual instinct factor - the emotions that are a natural regular process for anyone sensation confronted by modify to experience. At every step in the procedure of applying an company modify, a excellent administrator will ask him/herself “How might I respond to these changes? “As the company utilizes the changes though, the truth of the modify becomes present and workers may either avoid the changes or start to modify to the changes based on the individual. The worker who is

Change is often seen as a destabilizing element, but it is necessary for a company to change since it enables to adapt to the environment and its evolutions. But before applying any change, the company needs to strategically reflect on the change management and implement a management team that will be able to support the contributors in order to anticipate and then fight the resistance to change.