A paper discussing positive change and John P. Kotter’s 8 step change model. Why change initiatives are difficult. Many times People 's reaction to change rely upon their understanding or idea about change . Furthermore, according to their perception it is in their advantage they do not have any problems with accepting it . If it is unimportant or irrelevant to them, they have an attitude of unbiased towards change. If they tend to believe there is some kind of loss to them, they react to it. Moreover, the loss can be concerning their direct value or it can be concerning them having to make some changes in the way they tend to work or adjusting/adapting a different technique of doing the same. Hence, change initiatives are at times …show more content…
It is also important for use to create a milestone plan or strategy as we have done for all our projects/assignments. At this time, it is in execution. Thus, do not give comfortable double your energy state in executing or carrying it out. (6)Get rid of all barriers because these can be some people. Nevertheless, this happens to be a very vital step, so you have to be careful, wise, and sensible in action and thought. However, there will always be particular individuals who will have specific reservations they are holding back, so help them to bring them out and solve their issues/problems, what ever they might be. Moreover, if they continue completely remove them, anyway possible. (7)Never proclaim a sooner than expected victory because this is only a start so continue to improve at each phase/stage. Real changes are indeed deeply-rooted. Hence, measure and determined the efficiency, and make little changes and enhancements whenever possible or the need arises. (8)Make the change also part of the organizational culture. Make certain each new joiner at all stages/levels are taken into loop-the-loop. It is vital to never miss them or else we will be back where we first begin. Discuss a change that you experienced and describe how successful it was. I have helped set in place an Oracle based ERP operating system in a previous company I work for. Earlier, the company was utilizing a manual type system that was
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In conclusion, the statement at the start of the chapter that “if we only draw upon one particular frame, then this will take us away from thinking about what is going on from an alternative perspective” reminds us as manager leading change in an organization to not just jump to the first idea on how to make change. We need to be able to think outside the box and make a change in how we react to change and what are first instincts of action would be. Having different perspectives in how to go about change will allow managers to really engage and figure out what the best plan of
Next, you need to develop a vision and strategy for your team. This will involve determining the idealized, expected state of affairs after the change is implemented. Because change can be confusing this will help give a since of organization.
Choosing a change model can be difficult for an organization. The company must ensure that the model it chooses will help them make the smoothest transition possible for everyone involved. The chosen change model must also help the company reach its goal within the time frame the company needs to have changes made.
Organizational change is a necessary outcome when considering various scenarios contributing to the resulting vision. Perplexing as it may seem, change initiatives don’t always result in positive outcomes. In fact, many never succeed. As a change agent, one should always have formulated a vision of what change will “look” like for the organization. One would be hard pressed to paint a landscape without having a vision of what the landscape should resemble. Yet, resistance to change usually becomes a significant factor contributing to an initiative’s failure. It is likely an
Organizations must respond to their internal and external environment. Therefore, organizational success heavily relies on leaderships ability to manage change. Unfortunately, many leaders struggle to effectively lead change initiatives. In fact, Ashkenas (2013, para. 1) reported 60 – 70% of organizational change initiatives fail to meet their objectives.
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.
Once a quality improvement plan (QIP) has been developed and evaluation methods determined, a plan for implementing the initiative must be created. An action plan is a series of steps and timelines that will ensure a QIP is implemented successfully (Desjardines, 2011). The purpose of this paper is to outline an implementation plan for the QIP of reducing the rate of worsening pain in the elderly with dementia and other forms of cognitive using a nursing education strategy in the Veterans Centre (VC) at Sunnybrook Health Sciences Centre.
Another step is to form a guiding coalition, it is necessary to persuade people that change is required. By identifying and gathering a crowd of individuals who hold a certain amount of power and energy to lead a change is the fuelling drive to push for this change to come about.
Competitive imperatives of market forces and customer demands in today’s environment have led to the emergence of less hierarchical and more flexible organisations (Doyle, 2001). In working towards this paradigm shift, a distinction and clarification of the relationship between leadership and management in the change process needs to be addressed. According to Caldwell (2003), change leaders are executives or senior managers at the very top of the organisation who envision, initiate or sponsor strategic change of far-reaching or transformational nature by challenging the status quo, communicating a vision that employees believe in, and empowering them to act. In contrast, change managers are usually middle level managers and functional
Language is one of the main tool that leaders use. A lack of communication can cause a vision to fail. According to Clawson (2012) “If your language is fuzzy, illogical, uninspiring, or diffuse, the odds are you won 't be able to inspire, motivate, or energize others. There are four basic attributes that govern effective leadership communications: clarity, stimulation, congruency, and respect.” Communication is needed in order for change to be successful. John Kotter 's model of change consist of eight principles of managing change. Clawson (2012) states “Kotter 's eight corresponding ways to manage change are (1) establishing a sense of urgency, (2) create a guiding powerful coalition, (3) develop a clear and powerful vision and strategy, (4) communicate the change vision at every point possible, (5) redesign the organization to remove obstacles to change, (6) find short-term successes to celebrate, (7) consolidate short-term wins into new
In the review of the book, “Making Change Work: Practical Tools for Overcoming Human Resistance to Change,” I decided to summarize the major steps the book establishes. It discusses how to begin the change process by understanding your need for change, to the final step of the change process where an organization needs to implement changes. After summarizing the steps, I am going to show how the book relates to the textbook, Organizational Change: An Action-Oriented Toolkit, as well as giving a managerial implication.
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:
I realized there are several steps an Organization Developer must consider in order for a company to have a successful outcome when they go through a transition. The OD must be able to identify several different components to produce a positive outcome. For instance, the OD must identify what needs to change with the company and communicate the problem in a clear and concise manner. It is also important to put together a team that can help with the process to ensure that everything goes accordingly. Also, if additional training is necessary then that must be factored in for others to understand the different aspects of someone else’s job. Employees must also understand why the change was necessary; therefore, the OD must be the one to convey that message in order for employees to understand the process of reorganizing. Once employees understand why the change is taking place, they must understand the new plans and goals