Proposed Plan And Scheduled Implementations Of Housing Development Board ( Hdb )

Most importantly, communicate all the particulars and details as simply, clearly and extensively as possible, both verbally and in written form. Explain in detail the specifics of the transitions, pointing out what must occur in order to make the change complete. What are the benefits of change? Show how the change will benefit the employees. When employees see the benefits it gives them an incentive to help implement the new change.

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

Managers need to determine the best method of communicating the changes to the employees that are directly affected. This material presented in last weeks class and in the course material helped us understand how important communication is when implementing changes in a work environment. The course book identified four main approaches to managing change in an organization. Lewins’ Three-Step Model argued that successful change in an organization follows three steps: Unfreezing the status quo, movement to a desired end state, and refreezing the new change to make it permanent. (Robbins & Judge, 2011). This approach requires manages to evaluate the need for change and implement a plan of action to help the organization manage changes effectively.

Market needs: To follow the client wishes, due to the highly raising prices of real estate, we were considering building affordable housing. Also, another option is to construct offices for the city to use.

For this reason, leaders are culpable for the perceptions of any potential alteration efforts. They should endorse the change as an occasion for employees to enhance their skills and offer guidance after implementation (Nelissen & van Sale, 2009). Not to mention if every meeting begins with communicating the vision of the company, it can advance ownership and pride that will lead to success.

In order to obtain long term success, it is important to strictly follow Kotter’s Eight Step Change Model in the correct order. The first step is to create a sense of urgency among the staff. The PCA called in a meeting and introduced the concept of the change and reason for the change. It was a mandatory meeting and snacks and beverages were served. Several concerns and threats affecting the financial aspects of the company and how to maintain job security were addressed. Employees were asked one by one how they like what they are doing, why or why not they like it, what is important to them and what do they think can be done to improve it. Creating a guiding coalition and directing others in the right direction of change is the

To be successful, however, everyone has to accept the recommended improvements, from the hands-on worker on the shop floor to upper-level managers and everyone in between. It is essential that any improvements that are implemented are not viewed simply as a program but becomes a way of life for all personnel.

If Century 21 Sussex and Reilly would like to stay a full-service real estate firm, but stand out amongst its competitors while having the ability to command higher commission rates and attract premier sales agents, management must realize that to effectively change, the company will have to survey its operations market and tailor its offerings to the needs of their market. The company’s employees that directly sell or contact customers will have to become people experts in a sense and learn the wants and needs of different groups of people, for example, professional women, young married couples where one spouse works and one stays home, or learn the home buying needs of varied professionals that are in same sex marriages. The company must learn the ins and outs of why and how different people of varied demographics buy houses. Overall, the company will have to understand the needs and wants of individuals in a rapidly changing society in order to better serve them.

Despite slow household growth in the last decade, there are several factors that indicate the housing market is set to rebound. The economy has seen a current increase in the number of people who are renting living spaces, whether they be apartment or homes (Searcey, 2015). As there continues to be a higher demand for rentals, especially in heavily populated cities, the rent pricing will increase. Justifying high rent prices, when comparable to purchasing a home, will be difficult to do. According to the National Association of Realtors, a large portion of Americans are allocating a large share of their income for housing. Economists predict that home buyers will continue to rise as long as the economy

Both the authors Dan Health and Chip Heath did a very good job in engaging the mind of the reader. The steps and guidelines described in the book are very simple and easy to follow. The authors used various illustrations and simple reference mental models to which the reader can easily associate himself with .As an individual level or an organization level every one seek change at some point in our life. The change aspect can vary from being simple to complex but, making the actual change is usually very difficult.

1. How can a manager build employee trust? Choose 1 answer A. Identify only very general job skill changes B. Provide employees information on industry growth potential from innovation C. Provide very general change information D. Identify and be negative about the change with employees E. Provide specific job loss and change information 2. A change vision must be developed and clearly conveyed to all members of the firm. What aspect of the change vision should management communicate to employees? A. Nonsupportive management views B. Vague images of the proposed organizational structure C. How the employees will be affected by the change D. A summary of major rumors regarding the change 3. What are the four types of strategic change? A.

Building the Future - BHO's development arm brings education, innovation and housing units to low wealth communities. Currently, we've reformed the Brunswick Housing Coalition to educate the general public and housing professionals on the merits and benefits of building small, while using green, energy efficient, innovative, low cost, high amenity design features. We have raised the bar above decent and sanitary to creative place making.

9. Employee Motivation: This is one of the key factors to successfully implement a change. Personnel need to be motivated for the change, and management need to communicate it properly for this to happen.

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 success story of public housing policy implementation lies in the higher economic growth and social stability of Singapore. Economic growth saw 82% of the population live in 879,000 HDB flats located across 23 towns and estates with home ownership rate at 95% high (Department of Statistics, 2014). In terms of social stability, the policy implementation has freed Singapore from race riot since 1969 (Department of Statistics, 2014).