1.1 Analyse the factors that drive change Change is to transform something. It is generally done for an improvement. It needs to be done for the right reason and to achieve an objective and it has to follow a process. It may be an individual is changing, an organization is changing or a society is changing. It is highly emotional and may cause upheavals and stress and resistance.…
1- When I wrote the summary I considered the audience to be in high school because I tried to use the words that I don’t regularly use. 2- There is a lot of points that I learned about summarizing throughout this essay, for example, I didn't know that I had to write about the author of the article in the introduction. Secondly, I didn't know about the thesis statement and what should be included within it.…
Set in Our Ways: Why Change Is So Hard In “Set in Our Ways: Why change is so hard” the author argues that people are most likely to change their lives before their twenties and less likely after their thirties. The author’s research concludes that openness declines in adulthood and that such fact appears around the world and in all cultures, thus forming a genetic basis. After reading the article, I began to think about my own life and if I want to change something, and what may be really needed to overcome the resistance to change.…
A summary is a concise paraphrase of all the main ideas in an essay. It cites the author and the title (usually in the first sentence); it contains the essay's thesis and supporting ideas; it may use direct quotation of forceful or concise statements of the author's ideas; it will NOT usually cite the author's examples or supporting details unless they are central to the main idea. Most summaries present the major points in the order that the author made them and continually refer back to the article being summarized (i.e. "Damon argues that ..." or "Goodman also points out that ... "). The summary should take up no more than one-third the length of the work being summarized.…
Implementing change in any organization is extremely complicated, however having a manager know the role and responsibilities they are to meet could be the difference between success and a failure. It is important that the manager has a plan of action before trying to implement any change. The manager’s role is to evaluate the change that needs to take place, produce a line of attack to execute a change, carry out the change, and finally analyze the change in an appropriate manner. Implementing change for better patient care is part of the goal, but also administrative change is essential to innovation of changes will prosper accordingly. Internal changes for administrative processes and procedures will support the initiative of implementing change throughout healthcare facilities. Implementing change will benefit patients and promote employee growth from training and education to conduct the proper standard to initiate changes.…
Although change has become commonplace in modern organizations, the reported failure rates of change implementation range from 40% to as high as 70% (McKay et al., 2013). Considering our global economy and technological innovation, this rate is alarmingly high. It is no surprise that these statistics have prompted researchers to investigate the causes underlying change failure in modern organizational settings (McKay et al., 2013). Employee resistance has been identified as a primary source of change implementation failure across a range of organizations and industries worldwide (McKay et al., 2013). Change is a situation that interrupts normal patterns of organization and calls for participants to enact new patterns, involving interplay of deliberate and emergent processes that can be highly ambiguous for everyone involved (Ford et al., 2008). Employees resist change for a variety of more or less logical reasons (Baack, 2012). These reasons will be explored to understand the external and internal factors of change within organizations. In addition, a scenario will be presented to analyze how change was introduced, perceived, and implemented at a real life organization.…
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.…
In Robert Olen Butler’s “Jealous Husband Returns in Form of Parrot,” the narrator attitude towards masculinity changes when he was a man he was aggressive, competitive with other men, and he did not express his feelings but when he becomes a bird he becomes more vulnerable, less aggressive, and wants to speak but cannot. Once he becomes a parrot, he beings to realize how he was wrong as a man and all he wants to do is tell his wife that he is sorry but he cannot because he is limited with his words.…
Change is inevitable as one goes through the maturation process. This process initiates self-reflection as one reacts to their changing perspectives. Change is emphasised in in Melinda Marchetta’s ‘Looking For Alibrandi’ and the related text Hannah Roberts short story ‘Sky High’.…
For many years, the world of business has experienced an increasing rate of change. Alvin Toffler (1970) predicted the trend several decades ago. Toffler also noted that people exhibit a natural tendency to resist change. This resistance to change is a major organizational challenge that organizations must learn to manage. As individuals respond to change in different ways, and as variations in responses produce different outcomes the recognition of this resistance to change is an essential step in the development and implementation of effective change management strategies. Change, positive or negative, is unsettling because people seek stability. Certain individuals are more resistant to change than others, at times there can be situational characteristics such as a lack of trust in management contributing to this resistance to change. Often this resistance to change is out of self interest, at stake can be factors such as income, job security, prestige, power, and personal convenience. Low tolerance for change, lack of trust in management, and self interest are all factors which result in resistance to change. However my experience suggests that lack of understanding of the need for change can be the single greatest contributing factor and is the factor which the organization has the greatest control over.…
Guerin, S. (2013, February). Managing rapid change in the healthcare environment. Managed Care. Retrieved from http://www.managedcaremag.com/archives/1302/1302.managing_change.html…
Providing information is the key to preparing employees for the change, which in return will help prevent people from completely resisting the new plan put in place. Not all…
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.…
Changing an organization is often essential for a company to remain competitive. Failure to change may influence the ability of a company to survive. Yet employees do not always welcome changes in methods. According to a 2007 survey conducted by the Society for Human Resource Management (SHRM), employee resistance to change is one of the top reasons change efforts fail. In fact, reactions to organizational change may range from resistance to compliance to enthusiastic support of the change, with the latter being the exception rather than the norm.Anonymous. (December 2007). Change management: The HR strategic imperative as a business partner. HR Magazine, 52(12); Huy, Q. N. (1999). Emotional capability, emotional intelligence, and radical change. Academy of Management Review, 24, 325–345.…
Implementing change among all organizations is necessary to achieve success; within the health care industry change is constant and it is the role of management teams to assess, plan, implement and evaluate change to ensure satisfaction. Considering this among the other aspects of running a successful organization it is essential to ensure that there is minimal resistance and familiarity to change. Demands of the consumers and staff as well as regulations are continuously changing. The responsibility of managers is to successfully lead these inevitable changes.…