Employees need to be communicated consistently that restructuring process are as part of a plan to enhance the organization’s performance. Finally, communicate regularly using a variety of media to keep employees informed, lowers their anxiety over the change process, and make it easier to focus on their
For example, Emily Lawson and Colin Price listed out that manager must influence the mind-set of the employees to ensure they accept the change. They identify employee may agree with change when they see the important of change. It is a way to changing the behaviour of people toward organisational
2.1 Concerns of strategy implementation Strategy implementation has to be carefully planned systematic approach. What is important is to spread the core concept and desired end goals to employees and stakeholders to clarify any grey areas. Strategic view should provide a solid picture of the prototype of what the organization will be like once the desired status is achieved through painted canvas. It is important that all employees understand and feel the anticipation of this new change. Change leaders has to be appointed and made accountable to take the message across to their respective groups, while encouraging and providing windows for them to be actively involved in strategy making process, to make their ideas feel valued.
The problems are identified and a clear mechanism is erected to direct the organization towards new objectives. Leppitt also mentions, “understanding the vision and strategy” the strategy must be understood by all employees; detailing why it is needed, and what it means in light of where the corporation is heading. Leppitte stated that, “the urgency for change must be communicated” (Leppitt, 2006, pg. 223). Employees should be made aware if a change is radical, and why these changes are so crucial to the development of the
Unfreezing is most fundamental stage in this theory. It is about helping, stakeholder, administrator, government, employees and board understand that change is required. When this stage is implemented successfully, most members in each stakeholder group evaluate in what talking those actions. Unfreezing means getting people to gain perspective on their day-to-day activities, unlearn their bad habits, and open up to new ways of reaching their objectives. Change: Once team members have opened up their minds, change can start.
The leadership is all about leading by example, creating a good work environment and empowering teams to be successful. Based on some of the responsibility mention above here is the tabular representation on the difference as well- Subject Leadership Management Make up for role Change Stability Approach Sets and leads direction Plans detail around
CHAPTER 01 1 OVERVIEW OF THE STUDY Change is an inescapable impact. Management of an organization is subjected to continuous change from one form to another. Management changes can be studied in terms of the individuals, teams, organizations, society, country and global levels. The main focus of this report is to give attention to the management of organizational change. Organizational change can be managed consciously and intentionally by the managers.
These changes are: unfreezing which looks at the attitudes of people and how they feel about change, while establishing a motive for employees to change, moving which looks at implementing change to the desired outcome, and refreezing which embeds and initializes the new behaviors of people who made the changes, while finding ways for people not to drift back to the old way of doing their jobs (Palmer, Pg. 324, 2017). When implementing any type of change a company must analyze why the changes need to happen, what changes need to occur, and how will these changes affect the company and the employees within it. It is important that a company identifies any problems in the change process, and make the proper changes to make the transitional changes work for the organization. The initiation of change is important for the growth and longevity of any
With the nature of globalization and intricacy of organizational structures, change management is currently indispensable to create a constructive climate which is significant to employees’ fulfillment and production levels eventhough , it may face initial resistance.Labor force of most ostentatious organizations in this era regularly accomplish their jobs in manifold teams while reporting to several bosses that are possibly scattered across the world and branches hence the need to uphold clear focus, constructing the indispensable technical capacity, effective communication and implementing strategies to handle resistance to appropriate change so as to prevent employees from becoming frustrated if their roles and responsibilities are ambiguous
It is essential, therefore, that the people that are a part of the merger are taken into consideration, since, they are directly affected and go through a process of change as posited by Kurt Lewin and his change theory. Therefore, according to Lewin’s change model, knowing what the change is about and why the change is necessary for the organization’s growth and development, will lead to motivation and acceptance of the change, thus, reducing the resistances to the change. The first stage of Lewin’s change theory is referred to as the unfreezing stage and is characterized by people gaining perspective on their daily activities, unlearning their bad practices, and opening up to different ways of accomplishing their objectives. The second stage of Lewin’s change theory which he calls the “change” or “moving” stage has individuals accepting the new changes. Persons will now display a new way of thinking and demonstrate new behaviour, since, they will be continuously supported through the process of education and communication until they become familiar with the change.