Change management is a strategic method to ensure changes are effectively implemented to attain organizational goals. Impacts of change should create a focus on employees and teams that shift from one perspective to another, which can create challenges. It is important for leaders to ensure the planning and controlling of the change process promotes a positive experience, and guides the organization to its success. In this paper, the topic for discussion will analyze the best practices of leading change management, motivating employees and supervisors during organizational change, and factors that could hinder the process of leading a diverse culture of change.
Stage 2: The specifications of the change After identifying the need to improve the current business performances, the specifications of the change can be explained. These specifications are composed based on the results of the Ishikawa diagram. Once the specifications were recognized a larger perspective could be brought forward: Personnel: All the involved staff needs to change their current behaviour. Emphasising on the FS employees, who need to change their current approach and practices. They should adapt to a more collaborative and enterprising style for maintaining a transparent work environment.
The everyday activities of an organisation has been cascaded from a Strategic intent on organisation. It is therefore critical that the manager is able to use, distribute and re-distribute his resources (personnel, finance, and equipment) in the best possible way to achieve results and deliver expectation. Leader Because of the complexity of the workplace environment, subordinates need direction with regards to their everyday activities and deliverables. I also need to be a role model; and demonstrate exemplary leadership.
Groups can be influenced better if specific information can be collected. Communication can be modified to deliver a message more effectively to a specific group with this collected data. Groups may be also influenced form within, establishing shared perceptions. Patton argues that change from within a group is far less likely to face opposition when a member of the same group exerts it. Among all, open and transparent communication is imperative for reducing resistance to change (Paton et.al.
For companies which are agile and complex, flatter structures are important and leaders must be developed in a manner which encourages them to take lead, make the mistakes and learn from it. Today’s organisations are not bound by the rules and the hierarchical structures of the yesteryears. The systems and cultures which are designed to develop new leaders is the key to success for new organisations .
If something goes wrong, he would easily be able to find managers responsible for it and take action. Another benefit of Loescher’s approach is that it gives a chance to young perspectives and talented leaders to start their journey at a key leadership position. They are highly motivated and have fresh ideas of how to help the organization become better. They are very enthusiastic, striving for success and trying to prove that they are the best
This chapter presents the theorists that support the literature review by showcase how important effective leadership is for an organization and the impact on employee performance and morale. Effective leadership like any other function or component of human resource management is supported by theories that focus on specific triggers that influence it. The theoretical pundits that study these functions have realized that in order for organizations to be competitive in the midst of global revolution, it is necessary to constantly monitor and change the methods they utilize to lead and motivate their workforces. Additionally, today’s workforce is diversified and requires leaders that can manipulate these different personalities in order to achieve
Now, to help others, it is simply to get them understand that life, whether in a business or personal, is bound to encounter change and the ability to adapt to change would determine the improvement of their business. Adapting to change is a leadership strategy that I have applied in various ways. For instance, the nature of my work requires a lot of flexibility. Changes could occur before I realize it so it is imperative to often anticipate changes and learn to cope with it. So in helping others, it is important to let them know that change can happen and to strategically engage in any meaningful venture, we adapt to changing
The first step to designing shared value in any organisation is to first of all enhance the understanding of staff, client and key stakeholder about the leadership structure, various level of leadership authority and some of the dynamics that accompanies it. According to Rouillard & Giroux (2005), reorganising an organisation has key characteristics such are ﬂexibility, performance, accountability, and simpliﬁcation. In as much as these characteristics are very important yet it is also extremely important that values and ethics are introduced as a way of maintaining the governance structure. Agreeing with Mills & Spencer (2005) the essence of developing values within the organisation is to control behaviour and actions. When the values dominate every aspect of the organisational leadership then there is shared responsibility at all level of the
But improving skills should be the main priority for organizations who want to better deal with generational diversity. To effectively manage a multigenerational workforce, it is significant that Atradius should assess and evaluate that workforce and how the organization supports its employees. By conducting such assessments, the organization can understand the talent it possesses and its future needs so that the company develops the most appropriate programs to support employees and implement it more effectively. Additionally, in a constantly evolving workforce, the organization should constantly evaluate its workforce programs so that it can determine if the programs are effective and whether the cost of investment in those programs has a beneficial effect on the company’s ability to accomplish its mission.
The purpose of this paper is to compare and contrast Lewin’s and Kotter’s change theories and identify the main concepts. These theories will show how change is essential in order to motivate people for long-term success and how these theories play important roles in the change process for any organization. The similarities and differences of the theories will also be presented. Kurt Lewin identified three stages of change theory (Lewin, 2010). He stresses that all employees should be aware of a need for change from the status quo and take actions based on awareness of change and commit to the effort until new standards are rooted in the organization.
The organizations also should run their business ethically in order to earn the respect of others and can be a trustworthy. Any organizations who want to win trust are by providing transparent information, making no secret of their strategies, and being accessible to the wishes