Managing Change in the Workplace

2770 Words Dec 24th, 2010 12 Pages
Managing change in the workplace

To begin the critical analysis of how a change of event in the work place reflects upon, not only the management of the change process but also the impact that change can have upon the organisation and the quality of the service provided. Firstly it may be worth nothing the definition of ‘change’ is quoted in Webster’s English Dictionary as ….

“Change (transitive verb) to make different, to alter; to transform; to exchange; to put fresh clothes on. (2006 p73)

As a manager of a setting one’s personal experience would tell that there are many different types of ‘change’ that can arise in a private day nursery, one example has recently occurred where two qualified members of the team, who both
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John P Kotter says …

“Change must involve the people - change must not be imposed upon the people” (Kotter 1996 p.88)

However the process of managing change needs to be proactively managed, rather than reactively as ‘change’ can be scary for employees when it is imposed on them. Another reason being is that employees know what their current job entails and how to do it, after the change employees may think they will be incapable of fulfilling the role. Therefore communication is key to all ‘Change Management’ activities. As a manager one needs to be experienced and confident with their leadership skills, commitment, responsibility, and authority, these are all the attributes needed for Change Management. (Oden. 1999 p9)

Rodd identified ten aspects of what change is: 1. Is inevitable; 2. Is necessary; 3. Is a process; 4. Occurs in individuals, organisation and societies; 5. Can be anticipated and planned for 6. Is highly emotional and can cause tension and stress; 7. Is resisted by many people ; 8. Can be adjusted by individuals and groups; 9. Entails developmental growth in attitudes and skills, policies, procedures; 10. Is best facilitated on the basis of diagnostic needs; (Moyles 2006 p11)

Such lists can facilitate leaders in thinking about the needs of others during a process of change. Therefore the manager may want to take on a ‘Democratic Management’ style as it may be a beneficial approach
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