Lead And Manage Organizational Change

Organizational change is a very critical and yet very inevitable process ofan organization’s structure. It can create a lot of pressure from the workers as well as management as a result of fear of the unknown.

Monitoring change processes during/after implementation determines the effectiveness of the organizational change, unsuspected problems and reveal potential solutions to problems that surface during the change. Dr. Lindsey Medical Clinic recently employed a filing staff to sort records, file records in accordance with the correct patient, and scan records into electronic format. The monitoring process consist of training two file room employees to use a computerized change monitor software. The change monitor software implementation addresses performance evaluations based on

Change is an ongoing and never-ending process of organizational life. The intensity of organizational change can range from the nominal to the radical. As Clark, Gioia, Ketchen, and Thomas (2010) mentioned, three degrees of change intensity are distinguished according to the amount of

Organizational change process consist of three stages one is unfreezing which is used to create a motivation of change through disconfirmation by causing anxiety in an individual without causing them to use a defensive mechanism related to threat being too high. Instead individual will change behavior. To unfreeze, "We must accept the disconfirming and connect it to something we care about."(Spector 2010) Second phase of change is moving, which allow "members of the group to change from one set of behavior to another"(Schein 2002), such as new job skills, new roles and responsibilities and relationship. According to Lewin's the new behavior must become permanent for a desired amount of time." (Spector 2010) Third stage refreezing is when the person or group achieved new behavior. In order to remain secure against change they must remain in the same group that has changed, otherwise" the behavior is only temporary if the individual or group change."(Schein 2002) For example, of the phases in

Organizational change is often used to improve all or part of an organization, such as a process. Organizational change may occur as the organization changes its strategy for success or when there were decisions made to change the entire environment that the organization is currently functioning under (Cawsey, Deszca, & Ingols, 2011). Change can also occur as the organization evolves while moving through life cycles. In order for organizations to grow and develop, there must be change at various stages of this process.

This theory gives answers apropos to change management like where the change needs to happen, how to go about delivering the change, Where to start from , whom to involve and how to see it through to the end.

Encyclopedia of Business, 2nd ed. (2003). Managing Organizational Change. Encyclopedia of Business, 2nd ed., 1-6.

The assessment of the processes for occurrence of change and its performance over long-term (O'Fallon & Rutherford, 2011).

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.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

If an organization is not continuously alert to change in the environments it is surrounded by it will most likely end up like the countless failed and bankrupt organizations that have littered the economy over the past few decades. Just being cognizant of the ever present need for change does not ensure success however, having the ability to, as John Kotter puts it, Make it Stick, is crucial to survive in the current evolving world we live in (Kotter & Rathgeber, Our Iceberg Is Melting, 2005). That is exactly what we will examine in this paper, some of the numerous ways to sustain change.

Implementing Organizational Change: Theory into Practice, Third Edition, by Bert Spector. Published by Prentice Hall. Copyright © 2013 by Pearson Education Inc.

Leading change within an organization is challenging regardless of the leader adeptness. Therefore, there are ten necessities to potent transformation if the organization desires a positive outcome.

To remain competitive in today’s economy companies must be ready to manage organizational change effectively and efficiently. With the pace of change continually increasing, everyone is affected by change. Organizational change models are used to assist in reorganizing and/or restricting a company. There are many change models that exist today which have different tools and benefits. By comparing and contrasting each model to determine which would best fit the specific situation, one could be successful in managing change (Benajmin, Naimi, & Lopez 2012).