Duhigg, C. (2012, January 25). Apple’s iPad and the Human Costs for Workers in China - NYTimes.com. Retrieved from http://www.nytimes.com/2012/01/26/business/ieconomy-apples-ipad-and-the-human-costs-for-workers-in-china.html?pagewanted=all&_r=1&…
In TGF Activity 1.3 I learnt that the size of a business is an important factor to consider. The methods of implementing change within an international company with branches in different countries are different to that of a smaller company. It was also suggested that change should start at with management actively demonstrating the changes through their behaviour rather than just sending an email of the changes being made. Consultation and keeping people informed regarding the impending change is also an important factor with helping to effect change and reduce opposition. Tom thought that change sometimes has to be forcefully made because it might mean the life or death of the business; although understandable, this suggests the business was not keeping track of trends and was therefore caught off-guard. The most important thing I learnt however is that fact that the culture of a business has to allow for flexibility if the business is to survive. The fact that technology is constantly changing and creating new ways of doing business demands that a business needs to be able to examine its environment and adapt, when necessary, by implementing any change that will improve product/service delivery and profitability while considering the impact on all stakeholders involved.…
The culture of an organization can be defined by the ‘way they do things’, this means the way they make decisions, operate and how they choose and achieve their objectives. As culture is a set of values and practices, changing it may be difficult and a long process, especially if the change is organized by a new chief executive.…
Culture organization before they wen to through the change how the organization go through the ethical…
To successfully implement change, employees need to understand how this will benefit them and impact their daily work. One of the things is that something might look good on paper can have drawbacks that are not realized by the planners, but can be easily identified by the employees who must implement the change. Therefore as a manager you need to bring the idea to the employees and get their feedback and continue to empower the employees to make the change that will work for them. Since change doesn’t happen overnight a manager needs to continually in monitoring the process and to assist the employees in finding ways to make the change work, while being respectful of the demands of implementing change ("What is the Manager’s Role and Responsibility in Implementing Change Within a department?", 2009, p. 1). In implementing change the manager should not focus on one thing as though it is the solution to the problem, they need to look at the whole picture.…
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.…
When it comes to the word change in an organization change can be one of the most difficult things to successfully accomplish. Change management is a process that an organization to make change for the future. When it comes to change management it gives effective strategies to enable the change agents to be able to achieve the vision or goals that are set in place. Looking at my company there is always change when it comes to healthcare. As a whole there are two kinds of change agents that make a difference within the company. When implementing change you have critical steps that are required. The first is to identify the roles that will be played during the process. Second, is to identify what roles are involved in the process and who will be handling those roles. Last, making sure that throughout the process it is being monitored and roles are changing during process. Two different change agents, one is resistance to change and the second has rituals of transition. Change agents that resistance is an ongoing problem which affects the individual and the organization. When vision is set to take place within our company the head delegates who and how the vision will be worked. When an employee is use to how things are already done and has a routine set within themselves it is hard to change them especially if they do not want to or afraid to. This causes for employee to have bad performance because they are not following the organizations instructions. This also hurts the organization because the goal or vision is not being accomplished. When it comes to rituals of transitions this type of change involves…
Organizations are reliant on changes throughout its course to improve. Implementing change can be a difficult task if everyone is not complaint with the changes. Finding the most effective plan to implement changes may be stressful for both the management and the employees (Gilliam, 2010). A manager must use his or her experience and skills to communicate within a team to successfully implement changes. Change within a hospital may mean the restructure of policies and procedures if the change is forced on the staff they may retaliate. This paper with be discussing the manager’s role and responsibility in implementing change. It will…
The manager must know the three distinct categories when implementing change. First there will be change in people; this is how people relate to each other and how implementing a change would affect how the organization functions more efficient with the change. To have this done the manager must relay the message of why the change is necessary to the organization. The information given must be instructions and details of what changes are being made and left no detail for staff to allow the change.…
In our rapidly changing economy, it is important for the organization to continuously redefine its strategy and planning to meet the demands of the market. Planning is another important factor for the process of change implementation. A manager should consider the outcomes he or she wants to achieve through the change process and define a clear set of goals for the department. These goals should have a clear description of how he or she wants the department to look, operate, behave, and position itself in the organization. Planning before the change is effective is very helpful. Communication must take place in some form with all the affected employees by the change. It is important that managers inform their employees why the change necessary and how it will improve things. Change will be more successful if all the employees understand the need of the change and are committed to the change. Last but not the least is evaluation. Evaluation is an important component of the change process. As part of the project planning a decision needs…
• Create a vision and path: Managers should create an idea of problems and benefits of changing and then follow the directed path. • Communicating: Use every possible approach to communicate the strategies between team. • Training: Manager should be properly trained so that they cannot misguide the other team members. • Engaged sponsors • Use increased credibility to change structures and policies • Hire trained experienced people who can implement the change vision.…
The effectiveness of change will be determined by the Proper communication between the organization and the staff: The staff and the leaders will communicate effectively about the change; they will discuss how the change has affected them positively and negatively, The saying goes that “Once man understands an idea; he can identify with it, acknowledge it, and make it his own" Aristotle. Throughout the change, it’s important for the developed skills of written communication, meeting management and presentations to determine if the change has been effectively implemented (Bert Spector, 2010).…
The implementation of the culture change plan will be based on the information derived from the observation of the initial state of the department, the opinions and contributions from the current employees on the department status. It will follow the newly developed framework that introduces a new vision, a refined mission, new keys to success, and introduction of new department and individual employee goals for growth and promotion.…
Implementing change in a department of organization can be difficult. Management must have a plan before implementing the change. The manager’s role and responsibility in implementing change within a department is very important. The manager’s role is to assess the change that needs to take place, come up with a plan to implement a change, implement the change, and evaluate the change in a timely order. To have a successful implementation of a new process, the manager must be involved in each step. The manager must keep the staff involved and let the staff know why the change is taking place and how it will affect the work process. The manager faces many challenges such as meeting the organizations goals and working with staff members who might resist the change. This paper will focus on the manager’s role and responsibility in implementing change, the way a manager should successfully handle staff resistance to change and define each step of the change process such as assessment, planning, implementation, and evaluation.…
Change Management XYZ Construction Case Study Author: Parusha Table of Contents Introduction ................................................................................................................................ 3 1 Extent to which XYZ adopted the Culture – Excellence approach .................................... 4 1.1 The three change approaches .......................................................................................... 4 1.2 Adoption of the Culture – Excellence Approach ............................................................ 7 2 Reasoning for little opposition/resistance from staff ........................................................ 10 3…