1. What do you believe the different viewpoints of change are within an organization? I believe we all have different viewpoints of change, especially at the workplace (organization) employees who do not hold a top "management job" are usually afraid of organizational changes because changes can mean different things good changes and bad changes, a good change can be better company management, company benefit to employees, system upgrades. bad changes a whole new team is coming to the organization and that means someone will be without a job. Who are the change agents?
The changes agents can be and include stakeholders, upper management, employees, suppliers and internal consultants as well. Anyone that supports and anyone that helps
To be able to analyze this, we have to split these forces into two types, internal and external. Internal forces: these are sources of change that are found within the organization. This means that they can be easily modified or controlled, depending on the needs of the organization. Internal forces include the employees, structure of the organization, and the processes that tasks are completed in the organization. Human resources: this includes personnel/workforce who are obligated to deliver different services, for example, the overall managers and employees are main sources of change as they are the ones who ultimately make the decisions and take the initiative to start the change within an
For me to be a good change agent, I would bring my talent of being understanding. I would be understanding of every situation, and allow my sensitivity to shine through. To be a change agent that will make a difference, I would bring my talent of being authentic, and going with how I feel. I would want to provide the best for everyone, and would love to change things for the
The majority of the world fears change. In our lives we need to embrace change, get excited for what it has to offer, and do our part to learn. Doing this can put us ahead of our competition and make us a people more marketable. The simple structure of having an open mind to change and action can yield incredibly powerful
This phase encompasses developing a thorough plan, giving this plan to employees, develop a timeline, and fully develop communication skills. Phase 2 involves communicating with those that may be affected with the change, assess driving and restraining forces, and responding to concerns about projected change. In phase 3, a change agent should be identified. Change agents do not always have to be a manager or employee of the organization. If looking at an external change agent, always take into consideration that external change agents can be more objective than internal ones, but can be costly, take more time to assimilate duties and be seen as a threat by other team members (Mitchell, 2013).
Fortunately for us, change management is already a well-established field which is guided by evidence and tested principles, most of which focus on the relevance and application of my current leadership and management practice, which without thinking, I use daily. Change management models are concepts that provide an in-depth approach to company changes. Their aim is to guide us to making changes, navigating the transformation process, and ensuring that changes are accepted and put into practice. As stated, I have used such theories and models in changes, I have made within the company I work for, examples are within recruitment and the training of inexperienced staff, restructure and department changes, changes to internal tools we use, monthly progress reports and format changes made using a less complex model. All of which I have found to be effective within my job role, change will rarely be welcomed but by managing it properly can minimise negative reactions by choosing a change management model that functions and points us in the right direction of our desired outcome and onto the path of successful change.
Change hosts of multitude of amazing opportunities–an opportunity to learn and grow, an opportunity for new beginnings and finally an opportunity way to improve life. Change should be looked upon as an opportunity instead of a threat. I was one of those many individuals that created a barrier from change and chose to hide. My outlook on change was entirely altered upon my transfer to a new school. Change made me a better and happier human being.
The first process starts with unfreezing, which is an extreme important first hurdle in the change process. Unfreezing which encouraging peoples to throw out old behaviours by reorganize the steadiness state that maintains the status quo. Change management books has long advocated that certain peoples have personalities that make them more resistant to change. By the way, latest research shows that only minority of a study’s people displayed flexibility in their reactions to three kinds of different change which are technological, structural and office relocation. Most of the respondents reacted differently to these differing kinds of change, suggesting that reactions to change might be more situational driven than was previously thought.
The change agent will be the nurse manager in the department, and the task at this stage will be to make others see the need for change, and also to assess the readiness for change within the
Why is it important to incorporate a theory or model related to change when implementing practice changes? Incorporating a theory related to change helps with the implementation process and ensure the succession of change to flourish. When using theories it framework is to guide the process of translating the research into practice, it explains what influences need to be implement and assists with evaluating the change (Nilsen, 2015, pp.11). Models are used to serve similar reasons when incorporating and implementation change.
Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.
The Kurt Lewin Model Of Change. [online] Available at: http://www.change-management-coach.com/kurt_lewin.html [Accessed 24 Jul. 2014]. Kfknowledgebank.kaplan.co.uk, (2014). [online] Available at: http://kfknowledgebank.kaplan.co.uk/KFKB/Wiki%20Pages/Managing%20strategic%20change.aspx
The post office was experiencing serious economic turmoil and overall poor performance and as a result, the change generators ventured into a process of change management. Change management according to Lewin's Change Management Model states “Change Management is a broad discipline that involves ensuring change is implemented smoothly and with lasting benefits, by considering its wider impact on the organization and people within it. Each change initiative you manage, or encounter will have its own unique set of objectives and activities, all of which must be coordinated.” This model is divided into three (03) phases unfreezing, changing, and freezing. In the case these phases were adapted as Generating change, Implementation and Adoption.
Introduction Before I joined this class I have less idea about the group dynamic what is means, and what will do. In general, I was think group dynamics is interesting and will improve our self and it is important of future. Know after I finish this subject , the group dynamics was actually interesting subject . It helps me to improve myself to be better because every member want to work together to achieve for our goals. So I know there are many skills that must everyone have it.
My experience in Change Management is very limited. The theoretical knowledge I have acquired during the first four weeks of this module has made me realize that transforming organizations is a difficult and complex task. I have read case studies mentioning the unique contribution of change leaders whose role is to talk to people’s hearts and minds. I have also understood how important is to reconcile conflicting interests and emergent tensions between top-down transformation initiatives and functional operations. Despite the widespread belief that managing change is tough, there is little agreement regarding the factors which influence change the most.
Describe three of the environmental influences an organization faces. Provide one example of each and describe how an organization is impacted, either positively or negatively, by each: There are five main external environment forces which can influence an organization (Ashim gupta, 2009). They are technology, competition, resources, consumers, and laws and regulations. I am going to discuss consumers, competition, and resources. The first environmental influence is customers.