Describe How Business Can Manage Change Effectively and Evaluate the Effectiveness of Employment Relations Strategies in Achieving Change.
Too many change management principles regard change as a short-term event, like putting into practice a new procedure or system. Organisations are advised how to prepare people for change and how to get them through it with minimal damage and cost.
Another main problem is how to break down the resistance to change from stubborn employees. Business may miss the point that it is the people who develop the idea to change who are the most enthusiastic about it. Senior executives aren 't more adaptable than lower level employees. The real problem is that ownership is at the top.
1.0 Managing Change Effective
1.1 Resistance to Change
People resist change for a good reason. Everyone is under great pressure to meet targets and, to be efficient, businesses need routines. A great deal of their work may require them to solve problems with some creative thinking, but the mass of it can be done by itself once they know what they are doing. This takes a lot less effort than having to think through from scratch how to do something. Change is frustrating because it disrupts people 's routines. This is very threatening because it raises the possibility that the business might not meet their targets if they have to learn something new. It is a worrying thought that the employees might not be competent in the new methods.
Change is also annoying because someone else is trying to tell the employees how to do the employers/managements job better. This is insulting and people resist it for emotional reasons no matter how good the idea might be.
1.2 Identify a Need for Change
In order for businesses to be profitable, management must assess the effects of new technology, new systems and procedures and new business cultures. For example, when new technology is employed within an organisation, the technological efficiency serves no purpose unless enough terms are made to train the employees of those new procedures. As a result managers would need to implement new
Another main problem is how to break down the resistance to change from stubborn employees. Business may miss the point that it is the people who develop the idea to change who are the most enthusiastic about it. Senior executives aren 't more adaptable than lower level employees. The real problem is that ownership is at the top.
1.0 Managing Change Effective
1.1 Resistance to Change
People resist change for a good reason. Everyone is under great pressure to meet targets and, to be efficient, businesses need routines. A great deal of their work may require them to solve problems with some creative thinking, but the mass of it can be done by itself once they know what they are doing. This takes a lot less effort than having to think through from scratch how to do something. Change is frustrating because it disrupts people 's routines. This is very threatening because it raises the possibility that the business might not meet their targets if they have to learn something new. It is a worrying thought that the employees might not be competent in the new methods.
Change is also annoying because someone else is trying to tell the employees how to do the employers/managements job better. This is insulting and people resist it for emotional reasons no matter how good the idea might be.
1.2 Identify a Need for Change
In order for businesses to be profitable, management must assess the effects of new technology, new systems and procedures and new business cultures. For example, when new technology is employed within an organisation, the technological efficiency serves no purpose unless enough terms are made to train the employees of those new procedures. As a result managers would need to implement new