MGT 426: Roles Of Management And Individuals
Roles of Management and Individuals
MGT/426
Roles of Management and Individuals
The goal of change management is to encourage and engage all employees to adopt a new way of doing their jobs. It may be a process, structural change, system, or a job role (or all of them), but a project will only be successful should each individual employee be willing to change their daily behavior. This factor is the essence of change management: mobilizing the individual change needed for a successful implementation, which in turn will add value to the organization.
There exist structures of people who are responsible for the support of employees in the change management transition. The highest levels of management down to the front-line supervisors are responsible for effectively managing this system of change based on their particular role and unique relationship to the change at hand. To get each role that is responsible engaged in change management, they need to apply five key elements that create building blocks for individuals to make a change successfully. These five elements are:
Awareness: Having the ability to recognize the need for a changes
Desire: The desire to support …show more content…
While they may not know how the company works, they provide some things that an internal change agent cannot. With external change agents, you have an outside objective perspective of the implementation. External agents are not afraid to assert or challenge what is considered normal, or question them. These agents also may present as a more legitimate change agent to current employees because they will not have or take a side with an issue. External agents can also provide new skills and techniques not available within the organization, which essentially becomes a new asset to the company once the agent has left. External agents also bring diverse organizational experience and benchmark comparisons (Palmer, Dunford, & Akin,
MGT/426
Roles of Management and Individuals
The goal of change management is to encourage and engage all employees to adopt a new way of doing their jobs. It may be a process, structural change, system, or a job role (or all of them), but a project will only be successful should each individual employee be willing to change their daily behavior. This factor is the essence of change management: mobilizing the individual change needed for a successful implementation, which in turn will add value to the organization.
There exist structures of people who are responsible for the support of employees in the change management transition. The highest levels of management down to the front-line supervisors are responsible for effectively managing this system of change based on their particular role and unique relationship to the change at hand. To get each role that is responsible engaged in change management, they need to apply five key elements that create building blocks for individuals to make a change successfully. These five elements are:
Awareness: Having the ability to recognize the need for a changes
Desire: The desire to support …show more content…
While they may not know how the company works, they provide some things that an internal change agent cannot. With external change agents, you have an outside objective perspective of the implementation. External agents are not afraid to assert or challenge what is considered normal, or question them. These agents also may present as a more legitimate change agent to current employees because they will not have or take a side with an issue. External agents can also provide new skills and techniques not available within the organization, which essentially becomes a new asset to the company once the agent has left. External agents also bring diverse organizational experience and benchmark comparisons (Palmer, Dunford, & Akin,