2008, 52-53) various reasons affect and generate resistance to change. Most commonly em-ployees resist redesign of the organization, because this affects existing structures of power, influence and in extreme cases raises worry about employment security. Fear of change may also be generated by technological challenges. Patton argues that technology and innovation have a great power to disrupt, since the introducers of new technologies have a better understanding of them than the end-users. Change may al-so confront feelings of comfort or apathy in employees.
Strategic purpose is something needed, because this allows the performance management to meet the organizational needs of revenue, or direct competition with their competitors. Administration purpose this allows the company to make important administrative decisions. Without and effective system, making salary, promotion, and retention decisions would be very hard. Finally, the three general purpose would be developmental purpose. This developmental purpose, is very important to the organization needs as this is developmental, as in developing their employees.
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).
Difference between a Manager and a Leader When it comes down to business there are two main things that people get confused on that is the different between a manager and a leader. The future is not a place you go put a place you create in order to do this you need to master two essential skills mainly leadership and management. Management is basically the usage of already build processes such as planning, staffing, measuring performance and budgeting thereby implement an organization to do well. Leaders succeed when their words, decisions, and actions address prevailing conditions. It is tough to manage people.
The autocratic leadership is found with the evidence of efficient decision making processes of leaders. The leaders in this style are appropriate for the urgencies and crises in which rapid decisions are required. However, the subordinates may not have experience of being consulted. The negative aspects of the autocratic leadership involve the ignorance of subordinates’ opinions. There is overdependence on the leaders because of which it is not easy to make decisions in the absence of leaders.
Barriers to change come from three sources: (a) the organization that is targeted for change, (b) the change to be initiated, and (c) the employees affected (Conner, 1998). Following are potential reasons for barriers to exist: Resistance to change. People do not resist change itself, but the fallout from change (Conner, 1998). Waddell and Sohal (1998) argue that “people do not resist change per se, rather they resist the uncertainties and the potential outcomes that change can cause.” People are afraid that they may not be able to cope in the new environment because they may have to learn new technology or acquire different sets of skills to be able to do their jobs in the changed environment. The envision of employees not being congruent
Assessing the risk that Zappos will suffer from cultural narcissism and cultural decline depends on the top management team, social media, employee hiring and mirroring of cultural heritage/image. Referring to the top management team, if the previous CEO Nick Swinmurn continued to focus solely on customer service and profitability (neglecting company culture and identity), the risk of cultural narcissism would have been increased. Although, once Tony Hsieh joined the top management team, deciding to transform the company’s identity through a new culture, employee satisfaction and customer service plan, the risk was substantially reduced. Cultural narcissism can be illustrated in the top management teams if the organizational culture revolves
Factors That Hinder Change Management Successful change starts with employees, while failures and conflict can be initiated by the unwillingness to adapt to change. Employees may require behavior traits or skills needed to adapt during change, and can reduce task effectiveness and engagement. Leaders should have a strategy in place when employees demonstrate a resistance to change. Through the change process, it is important to effectively manage supervisors and employees by developing a strong support system, including coaching to assist with change adaption (SHRM, 2017). Employees fear change, especially if he or she is uninvolved in the process and unsure of the outcome.
Imaginative individuals are driven by energizing work more than by a paycheck, and they have to communicate through their work. A brain set remote to numerous executives. To oversee imaginative individuals, criticism is vital on the grounds that inventive workers are all the more candidly included with their work.. Imaginative individuals are not the best time administrators. Time administration is not their solid suit.
Introduction At the present competitive world leadership is a dynamic process where influencing others is the most important issues. That’s why exercising power is one of the most important issue to be a charismatic leader and this power doesn’t come automatically it comes after advocating other fellow members. Here, one thing is most important to remind that the power should be imposed and exercise within the worth and boundaries of the leaders. However organization’s culture, its mission, vision, short-term strategies all these reform the leadership process. Leadership: Definition Leadership is the process of influencing the motive of the employees and so directing, guiding them to the proper completion of the short-term goals and the mission, vision of the firm.