Summary of Chapter 15 of Management: Theory and Practice, K. Cole. Isbn: 1 74103 241 5

Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.

In today's session, Group members were presented with education regarding the stages of change and the characteristic of each stage of change. Group members were then identified and shared which stage of change that he/she presently was in; and discuss how to progress to the next stage of change.

Change is difficult. Walking with people through change can be challenging and often draining. Bringing change, that persists is even harder. Most people resist even when they see the need for change and believe that it has to occur (p. 52).

This paper will explain the managers’ role within a company and their responsibility when implementing a change within a company. It’s not just the planning and organizing talking about what plans need to be placed in order to create a change in a company, but the manager must know what to expect and how to completely deal with staff to make a positive outcome for the team. In the end this paper will provide and explain the change process; assessment, planning, implementation, and evaluation.

“One great opportunity for target would be to start a club card kind of like what grocery

2. Pick 3 forms of individual resistance, from the book, that you most closely identify with and describe why those would be a reason for you to resist diversity related change. (20 points)

This week’s reading summary in based on Chapter six from the text book, A Toolkit of Motivational Skills, Encouraging and Supporting Change in Individuals. .In chapter six; “The Cycle of Change”, the author examines every phase of the cycle and discuss the pros and cons related to each phase. What is the cycle of change? It is a progression that an individual experiences through a series of phases. This progression or change is accomplished through the readiness of the service user. Most individuals experience each phase of the cycle; some may experience these steps more than once, with the ultimate goal being Maintenance (Termination). Next, I’ll give a brief description of each stage:

They give an unrealistic view, which makes it seem simple to make serious and big changes within the organization. The similarities between the book and actual steps, first, it has to absolutely involve the whole company. If you leave any department or employees out, it could cause morale problems. Secondly, there is a chain reaction that occurs with new processes. However, the book fails to tell readers, that 90% of the chain reaction, usually occurs as a result of changes in the process. Where it is automatically implemented through new specifications in the job description and job analysis where the data collected is from incumbents. Usually the processes that you have to go through to make changes involve altering a job systematically, so in actuality, you change many habits throughout the process. Third, the company needs to implement a way to measure the target goal, a reward program to recognize good behaviors and help with continually motivating employees. Also, there needs to be a disciplinary process to reinforce the seriousness of not following procedures and commitment of the company. In addition, setting up these measures will help eliminate any chances of employees going back to their old

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.

To identify the key elements of the resistanceto change described in this situation, one may make use of the six Change Approaches of Kotter and Schlesinger.[1]The model prevents, minimizes or descreases resistance to change in organizations. According to Kotter and Schlesinger (1979), there are four reasons that why people resist change, three of which are applicable to this case:

•Program Managing Organizational Transformation, Change and Performance Improvement. Prof. Pieter Steyn and Erik Schmikl•The Critical Chain, Dr. E. Goldratt 2nd edition

Interestingly enough, there are different levels of overlap between my SWOT analysis, and those provided to me by others. There is not a consistent characteristic that appears in every single SWOT, but certain characteristics appear in two or three. The most common strengths that appeared in the SWOTs were leadership, charisma, and empathy. When I was answering the strengths section of the self SWOT, I thought others mentioned generosity, listening and thoughtfulness. I can see overlap in my perception of how others see me, and how they actually do see me, but I had not anticipated leadership as something that would have been visible. In high school, I was actively involved in leadership roles such as student council, worship bands, yearbook management, and the National Honor Society, but at JBU I have failed to truly involve myself in any structured leadership. The opportunities people pointed out for me, as well as the ones I see would be beneficial, would include environments and projects conducive to creativity and interaction with others. As someone who is energized by others, I believe that working in with a motivated team of individuals would be a great opportunity to develop my strengths. In most of the SWOTs, the weaknesses did not overlap. Personally, I would identify my lack of motivation and inability to focus extensively as the largest weaknesses. These weaknesses were reaffirmed by a couple of the other SWOTs.

Management in business and organizations means to coordinate the efforts of people to accomplish goals and objectives using available resources efficiently and effectively. Management includes planning, organizing, staffing, leading or directing, and controlling an organization or initiative to accomplish a goal. Several years ago computers had not been available. It was not a resource people had to go to. Therefore computer skills were not a common skill you needed in an office. Now some of the skills generally every managers need are office administration, information management, and business documentation. Recently, in a study conducted by Professor Kowalski many workers had complained that the offices are not going smoothly. The office to them are more than an office, it’s a complaint department. The problem is that office management isn’t going how it’s supposed to. People are not trying as much as they should. The skills they learned are not on-going. The solution in this situation is to keep practicing the skills you learned and continue learning more skills. Every job requires you to know several skills.

FW Taylor advocated scientific management and Max Weber advocated bureaucracy, with whom do you agree and why? Which is more relevant in today’s business world.

Management is one of the important aspects in establishing a business. It is the performance