Explain Why An Organisation Need To Change

Step 4 is to communicate the Vision. When everyone in the company understands and believes in what the company stands for, it creates a sense of unity and will reduce resistance to change. Communication is the key. Training will be implemented, but if there are any additional

Organizations need to be assessed in order to be aware of the problems that are occurring within the agency. Our group has been tasked to look at an organization and determine whether or not it is in need of organizational change, and if so, how to implement that change in order to make the company more efficient and effective at addressing clients' needs.

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

Consolidate improvements and producing still more change. • Use increased credibility to change systems, structures, and policies that don't fit the vision. • Hire, promote, and develop employees who can implement the vision. • Reinvigorate the process with new projects, themes, and

This lack of communication will prove the change efforts futile. Developing a vision is important, however it is critical to be able to communicate that vision to others. If the vision isn’t understood, a successful outcome is highly unlikely. Miscommunication can occur in many ways. A major error when it comes to communicating the change vision is, under communicating the vision. Sometimes the vision is communicated through a single email, newsletter or speeches. This mode of communication will not reach the entire organization. The vision needs to be embedded in every aspect of the company. It needs to be reinforced during performance reviews, business reviews and different activities in the organization. Effectively communicating the vision will help employees understand how they fit into the bigger

Put in place the structure for change, and continually check for barriers to it. Removing obstacles can empower the people you need to execute your vision, and it can help the change move forward.

This assignment will critically evaluate change models and strategies with reference their effectiveness when implementing a change in an organisation. Justify and design an intervention which demonstrates how a leader can initiate this change. In order to address the subject of change one must grasp a full understanding of what it is change, change can be defined as "a necessity to adapt, stay relevant & survive" (Hayes, 2010).

If change is to occur, the entire organization should be on focused on improvement. Stress should be shown on the importance of moving forward. Open dialog should be a part of the process to give everyone a chance to

This will help the leader to motivate others to get the change implemented. Discussions need to start happen by having the members being open and honest about the change. The second step is to convince people that the change is necessary. This needs to be led by a strong leader and support from other key people from within the organization. “To have the ability to lead change, you need to bring together a coalition, of influential people whose power comes from a variety of sources” (Thompson, 2012, para 8). The third step is to start thinking about the change, and then connect thee ideas into an overall vision that the members can easily remember. The vision should be the core values that the organization owner and leaders believe to be true. The fourth step is to communicate the vision because what the leader does with the vision will determine the success of the change. The fifth step is to remove any obstacles that may block the process of the change. This may

You also must form a powerful coalition and create a vision for change. This begins with strong leadership and effective communication skills in order to communicate your vision. Another step in the process is to remove obstacle or barriers that may block or prevent change from happening. You must also motivate the team along the way by creating short term goals, building on change and anchoring the changes in corporate culture. Kotter put an emphasis on step one which is creating urgency for change. You must be convincing and open when presenting this change to your team to gain their support. It is important to give scenarios, show the benefits of making this change and the drawbacks of not making the change.

* What factors does a leader in this organization need to consider to implement a change strategy successfully? Describe at least two change models the leader might employ. Evaluate the communication necessary to implement change using these models.

External forces, such as competition, and internal forces, such as profit and loss statements, are often a source of motivation for organizational change (Kelman, 2006). Change leaders must present the issues that pronounce the need to make organizational changes to employees and stakeholders in a manner that signifies the good that could possibly result. The concern must be for the organization but not without considering its members. The members must feel obligated or committed to the organization in order to promote a successful change initiative (Weiner, 2009). When organizational members are connected to the proposed changes the better the likelihood of member commitment to the change initiative.

The development and growth of an organization will gradually change over time. Whether the modification is minor or substantial, the approach that change managed makes the determination of its accomplishment or disappointment. The implementing of change can become complex if improper techniques utilized. However, managers should become proactive and inform their department regarding what the differences are on the horizon as it can affect their jobs. Developing useful tactics to present and execute change might ease the tension of how the employees feel about change, and it capable of assisting the sellers, consumers and partnership amend how business conducted. If the procedures for implementing change followed, it can save many of problems later on. In this paper, it will discuss the responsibility and role of managers during the implementing change, the appropriate way to handle the staff that resistance to change, and the change process.

It is extremely important to manage change appropriately from the very beginning in order to eliminate any immediate negative side effects. The first step is to select a management team to lead the change. A plan of action needs to be in place and it must address issues that are likely to occur, such as employee resistance. The management team should be active, visible and approachable by all employees. Talk and discuss the changes that will be taking place, give reasons of why the changes are happening. David Jones, change consultant, said “Get clear about why you need to make a change. Is there a business imperative?” (Robinson). Employees are more understanding when they

1) Create Urgency - for change to happen, it helps if the entire organization wants it.