Interpersonal Roles Of Mrs Fatma

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

Some many organizational change efforts fail to reach their intention, but the high-ranking sponsors often blame the disappointment on the employees and manager struggle to change at times. They really don’t know how difficult it is to lead and implement change effectively (Robbins, 2011). A good change does require good people skills. Employees resist change because employees can be very unsure about the loss of status or job security within the organization. This would mean the employees and there manager as well as their peers will resist technological changes. The employees will also endure fear of failure that could cause employees to doubt their ability to do the job/ or their duty. Those type of change employees are resisting because the employees are too worried about learning the new requirements. Peer pressure can be endured as well for employees when the employees start to resist change to protect their co-worker, and so will the manager to protect their work group. The human resources roles are planning and implementation, planning would be evaluation of

Managers perform many functions and play many roles. They are responsible for handling many situations and these situations are usually different from one another.

(Mendes, 1996) However, many times the change or changes make it virtually impossible to get educated on the various scenarios that the new change may affect in the workplace. These changes may include modifying and changing of the call script, introducing new shortcut keys in the software and unexpected changes in management. Employees are expected to adapt to the changes quickly and complete all their work in the same period as before the change in the organization. Management intervenes and attempts to assist employees but in many instances they are not abreast and knowledgeable of the processes of the change. Some of the new procedures instituted seem to serve no functionality to the job given. Individuals are growing tired of the continual changes but must to handle business as usual or they are considered non-compliant team members. The tolerance for change would be more welcomed if they were thoroughly researched and did not cause additional challenges and

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.

As a result of the success these practices have realized, employees tend to embrace them and reject any changes that do not conform to what they consider the way they have always done things. Employees usually become conditioned to the idea that the activities and procedures of the past will continue to be fruitful in future. As a result, they may reject new development and advancements that they feel would threaten their value system.

The world of business has undergone radical and dramatic changes in the last decade changes that present extraordinary challenges for the contemporary manager. A manager is an organizational member who is responsible for planning, organizing, leading, and controlling the activities of the organization so that the goals can be achieved. According to a widely referenced study by Henry Mintzberg, managers serve three primary roles: interpersonal, informational, and decision-making. Management is process of administrating and coordinating resources effectively and efficiently in an effort to achieve the goals of the organization.

A manager is a person who is responsible for carrying out the managements functions such as planning, organizing, leading and controlling. One of the key functions is leadership, managers are leaders. Managers do carry out their leadership responsibilities to communicate, motivate, inspire and encourage employees towards high performance. A manager becomes a manger by virtue of their position and subordinates will follow the manager because of their job description and title (Mark & Nancy, 2006).

How employees have had to adapt their skill sets especially with the changes in technology:

They usually perform much of the strategic planning for the organization. 2. The process view. These managers generally work with the system of the organization. They may be responsible for data accumulation. They are often affiliated with the information system hierarchy in the organization. 3. The clinical view. These managers generally are responsible for service delivery. They have direct interaction with the patients and are responsible for clinical outcomes of the organization.

After reviewing the University of Phoenix's MBA Overview video, the roles of a manager within the functional areas of business are marketing, operations management, finance and human resource management. In addition, other roles listed, were lawyer, strategic planner, accountant, economist and leader (UoP, 2013). Each of these roles work hand in hand together so an organization can function effectively and efficiently. Managers in these functional roles need to make decisions that will not affect other department manager's tasks without putting the company in jeopardy of declining sales, declining customer base, and declining profits.

Another main problem is how to break down the resistance to change from stubborn employees. Business may miss the point that it is the people who develop the idea to change who are the most enthusiastic about it. Senior executives aren 't more adaptable than lower level employees. The real problem is that ownership is at the top.

General Manager with responsibility for planning, organizing, coordinating and carrying out the general functions of the enterprise, working with the co-operation of the other members of the management team.

Often employees are resistant to change because of a breakdown in communication, the lack of understanding the benefits to the organization, lack of trust, training deficiencies, and the feeling of exclusion. However, these resistances can be overcome by creating a team atmosphere. The company can benefit greatly by engaging the employees in the building of the business. An in-depth explanation of the company’s direction and how it will benefit the company allows the employee to feel a part of the process. Opening lines of communication between leadership, management, and the employees builds an avenue of trust. For the communication to be successful, the correct delivery channels are established along with consistent delivery, encouraging feedback from the employees. Training is important to the success of a company, especially when new technology may be introduced in the change. Time and resources must be committed to the employees for training as well as frequent assessments of the training and the operations. The company must implement a strategy for these changes.

Today’s business world is constantly evolving. To keep up with the rapidly shifting environment, companies introduce process changes frequently within their organization to improve performance, and outdo their competition. In this memo, the pros and cons of frequent organizational changes are first investigated. By going through the effectiveness of adopting specific activities and leadership style in communicating changes, we seek to understand employees’ reaction to frequent process changes, and how it affects their work performance and attitude towards the organization. This will allow us to understand if employees learn and get better at change, or does change does irreparable damages.