Managing Change in the Workplace

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

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

As managers they need to involved every one with the change and not force the change upon them.

1. 1.1 1.2 1.3 2. 2.1 2.2 2.3 2.4 2.5 3. 3.1 3.2 3.2.1 3.2.2 3.2.3 3.2.4 4. 4.1 Change Management Introduction Reasons for Change Origins of Change Management Concepts of Change Management Lewin´s Change Theory Chin & Benne´s “Effecting Changes in Human System” Bullock and Batten’s Phases of Planned Change Beckhard and Harris change formula 7-S Model The Change Process Initiating a Top-Down Change Initiating a Bottom-Up Change Responsibility for managing change Change management process Dealing with

Communication – Talk about the change vision, if people have anxieties then address these openly and honestly. Tie in the vision to all areas of the business from training to performance reviews

The strategy to handle this resistance is to prepare employees for the changes forthcoming; managers should have an expectation of resistance to change. Engagement of the best-qualified change management team is vital to successfully address concerns. Knowing the primary concerns, change management teams have the tools to present a compelling case why change is needed (Prosci, n.d).

However, you will always have some who are not comfortable with change regardless of the measures taken to prevent employees feeling that the changes will have negative impacts. Good luck with your endeavor and let me know if there is any way I can help in the

Many years ago I entered to work with an important governmental county department. During that time there was much tension since there were changing the computer program that used DOS. I could perceive the distress, apprehension, and struggle of many employees, especially those who used the old system for most part of their time in their jobs. Furthermore, a few employees try to persuade me to leave that place since it was chaotic since the change. The organization was constantly providing training for the new program. Furthermore, they allowed employees to take the manual home. Despite of the change, there were very few tasks that still need the use of the old system. To be honest, the new implemented system was faster, more efficient, and provided shortcuts that the older system did not offered. What is more, more clients could be attended.

There are many ways that a person/ people can learn to embrace change that are proposed. First you need to make them believe that the change or changes would be beneficial to them and their job. Also help them to understand that change can be good, and that it can make their work day go a lot smoother; if they make it easy on themselves.

With change comes challenges and those challenges usually scared people and make them resistant to change. Change is uncomfortable to many people because it makes them feel vulnerable regarding being in control and uncertain about their future (Lussier, 2015). Change can interfere with people’s autonomy and lead people wondering and assuming the worst. The challenges change brings is not only for the employees but for management. Management has the challenge of trying to get the employees to buy-in to the changes and

I am writing this article in order to identify how change is managed in business, given today’s economic downturn. In order to do this I am going to compare the experiences of a manager in a large business, which is faced with challenges and change nearly everyday. This will give me an insight into the real challenges of a manager and how these compare to the examples given in the literature that is written around this topic. I have also chosen this topic, as it is appropriate for the module I study and I have to complete such research in order to further me in this module.

According to an article in Forbes, Change Management Guru is the world’s oldest profession. Almost everyone has a few theories about change management. While there are many change management models, most companies will choose at least one of the following three models to operate under: 1. Lewin’s Change Management Model 2. McKinsey 7-S Model 3. Kotter’s 8 Step Change Model Lewin’s Change Management Model

The cycle of change is a process from which an organization goes through a major change or implementation in order for the organization to change the way it currently does business. These changes can come about for many different reasons, changes in technology, changes in the business structure, or major innovations within the business sector. The four cycles of change are entrepreneurial stage, collectivity stage, formalization stage, and elaboration stage. Citigroup implementing the cycle of change within the organization will bring the organization more opportunities and teamwork among employees.

Managers must be aware that change is a never ending process; but also that people might react differently to it. Many people fear change so it is up to the manager to take them out of their comfort zone and make them have a positive reaction. It is a leader’s job to explain why change is needed, how it will improve the activity of the organization and make sure that everybody is on board. If employees’ opinions are taken into consideration, then cooperation is established and changes are accepted much easier. However, change for the sake of change must not be encouraged. Only when change will improve the business’ activity should it be taken into account.

There are several models of change which may be used to examine the case, Kotter's 8 stage model is one of the best known (Stamm, 2010). This is a model that has stages which traverse the entire process, starting with preparation of the change. The first stage is to create a sense of urgency for the change to be implemented; this will require communicating with the employees in an honest manner so they understand why the change is needed (Stamm, 2010). This is more than