Implementing Organizational Change . This post should be at least 200 words in length. Select one of the following approaches to understanding or implementing organizational change. Summarize this approach. Provide an example of how this information could be useful to an organization. Review several of your peers’ posts. Discuss any similar or opposing perspectives you have, with at least two of your peers. Take care to be professional and polite even if your beliefs or viewpoints differ. Dunphy and Stace’s Four Levels of Change…
Which is why it is important that a crisis communication team is hired to train nonprofit staff members and the board of directors on crisis management ahead of time. When a crisis occurs the crisis communication team’s plan should be to lessen damage and end the crisis. In order for this to happen, all staff members needs to know how to identify when a crisis is happening and the appropriate actions that need to follow. The crisis communication team would also inform the employees of when the company is experiencing a crisis and how to communicate to the…
When implementing change within a department, there are specific responsibilities that a manager must uphold. First and foremost, it is important for the manager to inform the employees of what is going on and most importantly as soon as possible. When employees sense that there may be a change, it often causes panic. When the employees aren’t sure of what exactly is going on, it allows their minds to run wild with all the possibilities and often times they are negative. Therefore, it is important they are given all the necessary information up front before they have time to assume what is going to happen (Scott, 2014). Once all the relevant information has been relayed and the employees understand all the changes that are going to take place, the manager then needs to switch into support mode. They need to be able to support their entire team through the process that is about to unfold. For example, this is important if the change will bring a heavier workload. The manager will need to provide support to the team so that they will adjust to the change as seamlessly as possible. Lastly, overall good management techniques are important when a change is being…
Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to their staff members.…
1. In our setting, it is important for us to work with parents/carers/guardians as this benefits the children that we care for. It may be that the child has an illness or allergy that we need to be made aware of, issues at home or school, behaviour change, additional needs etc. We would expect the parents/carers to let us know about these kind of things relating to their child so that we can provide the best care possible. If we are not kept up to date, we may miss something, eg. We are not told that a child is allergic to a certain food, and we may offer it to the child at lunch or snack time which of course would be very dangerous for them. Also, we as child minders would need to act in the same way, and let a parent/carer know of any changes/ additional needs for their child. If they have sustained an injury whilst in our care, been unwell, behaviour issues, or if their school have notified us about something that we need to pass on to the parent. Good communication is key in our workplace. To try and give parents as much information as possible, each child has their own book in which we record what they have eaten, the times their nappies were changed and what time they had a nap. We also write about the activities they did, their mood and behaviour, or if they have achieved any next steps. This is so that the parents can read about their childs day, and it is also a good record for us to keep track of their progress etc.…
Managers and lower level employees have different objectives and responsibilities within an organization. Ultimately managers and employees work towards a similar general goal of completing tasks to generate more revenue for a business. Having a successful business relies on more than managers and employees oiling the wheel of change. A fruitful business also depends on two change agents; human and non- human change agents. When combating change it can be difficult for managers to overcome confrontation and find supportive avenues to unexpected problems. However, by understanding, factoring, implementing and utilizing the change management process will help ensure the success of any business when change is in demand (Akin, Dunford, & Palmer, 2006).…
Positive or negative, change can be challenging to manage because employees need to be on board and be obliged to make necessary changes as well as adjust his or her work habits. When implementing change, a manager may run into numerous obstacles from resistance from the staff to morale issues. This is primarily caused by a lack of understanding by the employees and a fear of how the change will affect him or her directly. Implementing change within an organization can be extremely difficult without a manager who understands d his or her role and responsibilities. This could be the deciding factor of whether or not the organization will succeed or fail when instituting change to the establishment (Mihai, 2009). It is the manager’s responsibility to understand how to address and put the change into action along with properly overseeing resistance from the staff. A manager must effectively assess, plan, implement, and evaluate the change he or she intends to put into practice to abet the staff in adjusting to modification.…
It was clear that one of the reasons most of the work done in the crisis management operations of Katrina were unsuccessful relied on the lack of confidence. Thereafter, in situations of high conflict and low trust, collaborative leaders have to emphasize steward and mediator roles.…
Given the above points Paine was able to fulfill his purpose in The Crisis No. 1 with his appeals to Logos, Bible references and rhetorical questions. His appeals to Logos convinced his audience that Britain will not act kindly towards them because of their positions. Due to their positions, the colonists must fight. They must fight long and hard against Britain 's dictatorship so that they may finally become free. Liberty is what the colonists want, they must fight for it.…
1. Understand crisis and use it to solve a problem. Every business is a response to a problem.…
As competition pressures rise, the necessity for change increases within organizations. The need for better performance, quality, and service flexibility drives the pressure for executives to continuously look for best practice. When change is put into motion, it is not the actual change that makes or breaks the outcome; it is the implementation process that provides the results. Organizational interventions can be employed as an effort to increase capability and effectiveness while implementing long-term change (Bierema, 2014). The focus is to improve performance and behaviors through structured team activities or trainings which focus on what employees do and how they do it. This is important for employees to realize that change is everyone’s responsibility and achieving goals falls upon all levels of the organization (Alban & Bunker, 1996). When all employees are involved, the decision making process shifts from management alone to every colleague creating a greater level of accountability, trust, and collaboration. This type of change process produces a culture that supports the organizations mission, vision, and goals. When the staff understands the organization, they can balance personal beliefs and actions against the business purpose better than prior to the intervention. Change is supported better when it is a group effort (Bierema, 2014). Strategic interventions vary in focus and must be tailored to fit the desired result. Organizational development can intervene in the following ways: mission, vision, or values development; strategic planning; organization design; learning infrastructure; culture; talent management; and large-scale interactive events (Bierema, 2014). I have participated in the mission, vision, and values development and strategic planning interventions.…
The toughest of the 8-Steps to Leading Change and the most often overlooked is the process of increasing the urgency in an organization for the need for change. Urgency must be core to a successful organization and it must be sustained over time. It is critical to set the stage for making a challenging leap into some new direction. Urgency is becoming increasingly important because change is shifting from episodic to continuous. That means there is a constant need for an urgent focus on what is important.…
1. Creating readiness for change; which could be done in three steps. First, sensitize organizations to pressure for change; pressures for change operate both externally and internally to organizations. Before these pressures can serve as triggers for change, organizations must be sensitive to them, for example where the Minnesota’s health department recognised a clear need for primary prevention of sexual violence. Second, discrepancies between current and desired states must be revealed; in this approach to generating a felt need for change, information about the organization’s current functioning is gathered and compared with…
describes a real-life situation faced, a decision or action taken by an individual manager or by an organization at the strategic, functional or operational levels…
describes a real-life situation faced, a decision or action taken by an individual manager or by an organization at the strategic, functional or operational levels…