...Managerial challenges in implementing changes and management skills required for dealing with such issues The process of implementing change brings numerous managerial challenges, however the end outcome of successfully transitioned change can bring vast benefits. In order to resolve these challenges associated with change several management skills can be used. This short essay will discuss the managerial challenges in fulfilling change and the management skills used to deal with such issues. Change can be seen to be Planned or Emergent; this is still an on going debate. Planned change follows a programmatic change that follows a set of procedures. This type of change dominates the theory of change management, with the work of Lewin defining the approach to see organizational change moving from one fixed stated to another through pre-planned steps. Kotter also provides further literature with his 8 steps to transforming an organisation review. Whereas Emergent change is an organic change that happens regardless of management. One of the biggest challenges of implementing change in organizations is employee resistance. Lynn & Lynn (1995) stated for successful change this resistance has to be dealt with in an open and fearless manner. By eliminating the “silent killers”, for example inadequacies in leadership, conflicting priorities and poor vertical communication. So for success the change management must have high employee participation and a high degree of communication...
Words: 378 - Pages: 2
...understanding that leading is people development and managing is a task focus. Key to Staff Motivation The key to staff motivation is similar with all four managers; therefore, no real gaps exist. They all agreed that recognizing individual difference, matching people to jobs, what builds up that employee, asking for staff opinions, being part of the solution and inspire them to buy in to the organization plan. The positive benefit to the Contact Centre is making people feel they are part of the solution. In addition, what they do makes the Contact Centre successful. Management are able to outline the expectation and make everyone accountable for his or her actions. As the managers understand the key to motivate staff, it will help when implementing new procedures and having staffed involved in the implementation at the beginning stages with the Contact Centre. Opinion on Expedition The most efficient way of getting people to do things, for all four managers was to communicate expectations and the understanding of why it is important to complete the request. There was no gap with each level of management, starting from the supervisor, to assistant managers and the department manager. They all agreed that providing direction, communicating, understanding and giving guidance to employees on completing the task. This would be a positive benefit to the managers because they will have staff to...
Words: 1185 - Pages: 5
...Managerial challenges in implementing changes and management skills required for dealing with such issues Implementing change is rarely a simple task. In order for managers to be able to enforce change with efficiency and efficacy they must consider and utilise a plethora of managerial skills to deal with the issues that arise. It is not necessarily a management perspective that is the main proponent of change; rather, it is the prerogative of a leader who is more focussed on dealing with change in relation to the rapid fluctuations in markets. The main managerial skills to undertake as a manager or leader attempting to implement change focus mainly on the ability to overcome the resistance to change. This requires a manager to utilize more inspirational and motivational skills to be able to either convince employees that the change is necessary or to help them deal with the new issues that may arise by boosting morale and overall motivation. Another key aspect that the manager must be aware of is the possible reduction in both junior and senior level staff if the change is perceived to have too negative an effect on them. Managers are therefore required to be able to negotiate the terms of the change to be implemented alongside such employees that wish to leave which should allow minor adjustments to be made to the change that will leave every level of the business satisfied. Perhaps the key issue that managers face when implementing change is the occasional need to...
Words: 351 - Pages: 2
...3. Challenges 3a. Major Challenges In the following major challenges in implementing the proposed HR system are identified (first part) and specific strategies are invoked to overcome those hurdles (secondly). Overall, it must be said that changing an entire HR system needs time and careful planning efforts. Therefore, no firm should just rush into such an implementation without being prepared to cope with the occurring resistances against the change. Consequently, the owners (e.g. shareholders) should be aware of the challenges and need to be committed to see benefits of the new system in a rather long-term view. Below we listed different categories of challenges. Firstly, it is common to see skepticism when practices change or new policies are implemented because we all like to cope with a known environment and it is always a challenge to change one’s mind and attitudes. Employees often feel uninformed about why things are changing and they often get the impression that no one is supporting them with the transformational process. Open-space offices as proposed in the workspace design section or the change to use trust-based working time (job design section) could be two specific practices leading to resistance and skepticism because those practices could be a dramatic change for some employees. Besides, the view that turnover always has negative consequences has been common sense over the last decades and many employees (also those in responsible positions) grew up with this...
Words: 1654 - Pages: 7
...What other information might you ask of the CEO to prepare for the meeting? Other information I would need from the CEO to prepare for the upcoming meeting would be 1) the organizations current strategy and future strategy given their want to expand nationally and globally - I’d need to understand the organizations current strategy and future strategy so I could tailor my presentation because no two organizations are the same and the process to implement PPM within the organization would be very dependent on the originations strategy. (Levine, 2005) 2) A breakdown of how the organization is setup and how teams operate within the organization - I’d want to know how the organization is setup and how teams operate so I could get the CEO and board of directors an idea of what it would take to implement PPM within their organization. 3) A breakdown of the current projects in the portfolio – I’d want to know what their current portfolio consists of so I could align it against their current and projected strategy and show which projects make sense to the organization and which don’t. 4) A breakdown of past projects which were successful and a breakdown of the projects that were not– I’d want a breakdown of project success and project failure so I could us PPM to break down how each project might have been more successful and how each failure might have been a success or why it wouldn’t have been allowed to be selected in the first place. 5) A breakdown of the criteria for how projects...
Words: 1134 - Pages: 5
...life. Despite the adoption of such technologies, new technology and information systems are cropping up every making technology adoption in the healthcare sector a perpetual undertaking. The aim of this paper is to review the literature ascribing to the use of information technology, particularly in the nursing department. By definition, innovation is the process of introducing or acquiring a new system to aid in the accomplishment of duties. Ideally, innovation creates a state of change in the organization (Omachonu & Einspruch, 2010). As such, implementation of innovation technology is often a complex task that involves careful planning. In essence, the technological innovation aims at making a healthcare facility attain the status of high reliability organizations (HRO). One of the main challenges that healthcare organization report, when adopting a new technology, lies in the implementing of the decision to acquire a new technology. Managers employ different strategies in implementing decisions at their organizations; the success of these decisions is dependent on the chosen decision approach. Thakur, Hsu, and Fontenot (2011) observed that managers could make the decisions using both top-down and bottom-up decision-making strategies; however, successful implementation is often highest among managers who use a bottom-up approach. Technology adoption is also characterized by a state of conflicting interests. Different healthcare providers will always have...
Words: 708 - Pages: 3
...economic state of a continent that rather remains with potential that has not been utilized to its fullest. Literature review Even though there are challenges that Africa faces, there has been reports of significant diffusion of the internet, however this does not change the fact that most people in Africa are computer illiterate and do not have access to computers let alone able to read(Kibily Demba Samake) and so comes the challenge with building interoperable medical informatics solutions in amongst the different countries. Africa’s current socioeconomic state has been a major challenge for electronic medical solutions. This is due to problems such as lack of electricity in rural areas and the inability of those people to access internet connected computers let alone the hospitals themselves(Kibily Demba Samake) Then comes the health divide another challenge to African governments, this itself is caused by the different challenges that each country faces but one common factor is that many African people reside in rural areas which lack basic needs like electricity, proper health care services even lack water and sometimes limited to most of them(Kibily Demba Samake). It is advised that for proper success of implementing e-Medical solutions around Africa it has to be done while considering the given socioeconomic challenges that face Africa because success is dependent on them.(Kibily Demba Samake). Taking care of the socioeconomic situation of Africa will better enable...
Words: 916 - Pages: 4
...Implementing Change Paper HCS/475 04/06/15 Professor Implementing Change Paper Managers are found in all types of organizations and they are required to comply with numerous responsibilities. A few of the responsibilities that a manager has are to manage a group of people, coaches others, advocates for others, streamline processes, and is a communicator. A communicator needs to have the ability of communicating with others in a clear and effective manner, because if they do not it can lead to frustration, miscommunication, and misunderstanding. Another responsibility that a manager has is to report to upper management and implant any changes that are made, which can be challenging to introduce to staff as many people do not take well or like changes. A manager needs to be capable of handling change, enforcing the change, and how they handle the situation will make all the difference in the organization succeeding or failing (Prosci, 1996-2014). What is the manager’s role and responsibility in implementing change in the department? A manager is required to uphold and implement any changes that need to take place in their department. When changes need to be implemented, a manager has the responsibility to inform their staff of the changes that will take place, why they are taking place, and when the changes will take place. When people are presented with a change it can cause them to feel fear and insecure, this is primarily due to lack of understanding and not knowing...
Words: 1402 - Pages: 6
...Abstract Almost all of us have heard in some way of either ISO 9000 or 14000 certification which clarify the quality controls and environmental friendliness, but how many of us have heard about ISO 27001 which talk about security standards. On this term paper we are going to first identify what is IOS 27001 from different point of view, second we will explain the challenges in implementing ISO 27001 by evaluating the framework of ISO, discussing the benefit and advantages of ISO 27001 and why it's used in UAE. After that we will clarify the challenges of ISO 27001 after interviewing two companies and get rich information from their experience in this filed then compare the challenges in and out UAE based on (3-4) articles. What is ISO/IEC 27001 1- ISO/IEC 27001 is a Controls-based policy o A comprehensive set of controls comprising best practices in information security and It's an Information standard that encompasses all types of information. o “Whatever form the information may take, or means by which it is shared or stored, it should always be appropriately protected” (ISO17799:2000) (FIRSTSOURCE,Undated) 2- ISO/IEC 27001:2005 : o Provides strategic and tactical direction o Recognizes that Information Security is a Management issue o Non-technical (BUREAU VERITAS) 3- ISO 27001(earlier BS 7799) is an International standard which provides a model (PDCA Model) for setting up and managing an effective ISMS. o ISMS is that part of the overall management system...
Words: 2150 - Pages: 9
... The process involves nurses striving to improve the ability of effectively working in a particular cultural factor. This method includes creating awareness about the cultural factors, developing knowledge, skills, and others. The factors that form an important part of the skills are knowledge, awareness, encounter, and skills (Reiss et al. 2003). 1. Two cultural competency models A Cultural competency model is based on operating or focusing on explaining the values of the cultural practices followed by the patients. It assists in analysing the impact of the behaviour on the patient’s acceptance for treatment. The model concentrates on gathering the required information about the cultural values that are necessary for introducing changes related to the cultural, behavioural aspects (Warne and McAndrew 2002). Internal and external factors The nurses determine various factors that determine the behaviour of the individual, and this need stop. Internal factors related to knowledge and skills have to be evaluated as this helps in introducing the best methods for handling the issues. External factors are related to the social support that is required to take care of the individuals. Analysing the internal and external factors are quite an important factors. As this helps in determining the process that can be followed for curing the patients. Risks associated with the treatment and reducing the risks for the individuals can be evaluated. The individuals can develop social...
Words: 806 - Pages: 4
...cause many problems. In the process of implementing these changes, there is support or resistance from shareholders. This report focuses on analyzing BA’s strategic changes and dealing with managing these changes. In tradition, HRM is the organizational function that deals with requirement, training, assessment and rewarding of employees, while also managing people and the workplace culture and environment. Now the new role of HRM refers to overcome the challenge form implementing changes of organizational strategies. The case also indicates that the flexible HRM plays a significant role of dealing with the disputes between employees and management. Key words: strategy management, British Airways, change management, labor dispute Implication of strategic change in British Airways 1. Introduction Generally, a company makes strategies based on the changing environment. But if the strategies changes, there are many barriers to conduct. Human resource is performed as the most valuable asset of organizations. How to manage and more efficiently utilize the asset is so significant for organization to operate and develop. Obviously, there are resistance form employees. Therefore, human resource department is responsible for coordination in the organization. Human resource management (HRM) is always known as the governance of employees in organizations. It is responsible for creating, implementing or overseeing human resource policies...
Words: 3419 - Pages: 14
...Managerial challenges in implementing changes & Management skills required for dealing with such issues Regardless of the market the organisation is currently operating in, or how successful the company actually is or has been in the past, change is an inevitable factor of the company life cycle (Business Prototyping, 2014). Change is driven by both internal and external factors of the company in question; factors that are derived internally for the company could include the reposition into a new market, implementing a new business model for the company, contributing to a merger or acquisition, or expanding into a new market. Other factors that are external from the organisation include, market rivalry, demographic changes and new governmental regulations. All of these factors need to be carefully considered by the enterprise’s managerial staff in order for the inevitable change to have the lowest implemental challenges as possible. Anticipating these challenges and roadblocks will help the company avoid them before they become major issues in the change implementation. One of the main challenges to change is to firstly identify the change. Managers understand that change is constant, however it is important to determine the need and type of change necessary, either first or second order. First order change focuses heavily on strategies that support the general non-transformational activities. When change is implemented, this area of the organisation usually receives the most...
Words: 550 - Pages: 3
...| Syllabus School of Business HRM/319 Version 1 Human Resource Information Systems | Copyright © 2009 by University of Phoenix. All rights reserved. Course Description This course focuses on the interface of the human resource management functions of an organization with computer technology. It identifies issues involved in creating, implementing, and maintaining human resources systems and the benefits of human resources systems. The class explores key topics in depth using computer analysis models to aid in managerial decision areas such as staffing, employee development, position management, total compensation, outsourcing options, and professional development. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Ceriello, V. R., & Freeman, C. (1998). Human resource management systems: Strategies, tactics and techniques revised and expanded edition (2nd ed.). Hoboken, NJ: John...
Words: 2370 - Pages: 10
...helping the client organization maximize humanistic benefits and achieve organizational effectiveness. The ODP is a qualified professional who facilitates change within the client organization that involves encouraging open communication, employee involvement and personal growth and development. Although some ODP’s may specialize in a specific technical area, all possess common skills in the social processes of organizations. The very nature of the ODP helping role lends itself to the potential for misconduct, intentional or unintentional, because the ODP wields significant power and influence over his client. He has gained the client’s trust, holds in his possession intimate knowledge about the organization’s culture and operations, and is positioned to guide the implementation of the program jointly developed with the client, thereby the client relies on his expertise and guidance at every step in the change process. Without professional values and ethics to guide the ODP’s every interaction, communication, and activity, he may find it difficult to navigate the client relationship as both client and ODP roles and goals may often come into conflict or become clouded by ambiguity. Values and ethics help the keep the ODP’s his role in focus and act to guide him as he works jointly with the client to identify the challenges facing the organization, recommend a solution and assist in their implementation resulting in increased organizational effectiveness and performance. ...
Words: 1047 - Pages: 5
...Managing Change Tammy Fairgate Bus 600: Management Communications and Technology Dr. Lee Meadows April 16, 2012 Managing Change In order to thrive and remain competitive in today’s market an organization has to have the ability to change and embrace said change. A leader needs to be able to communicate with their employees on where an organization is going and taking the initiative to help it get there. Even though organizations try to implement change more fail at it then succeed. To be able to succeed in implementing change in an organization a manager needs to be able to communicate with staff, know how to project a clear vision, mistakes that can cause failure and solutions to promote success. It is hard to find a manager that is not involved in planning or implementing a change process of some kind. No matter how big or small the change may be it will cause questions and concerns, present operational challenges, and impose demands on time and resources. Sometimes efforts to make change will stagger or fail altogether because managers fail to identify and address challenges that may arise among those involved, questions that will be raised and extra resources it will generate. (Bevan, 2011). Manager’s today have a growing margin of error when trying to implement and manage change. One of the difficulties with managing change is that employees who work together are often on different continents and are many time zones away from one another. Every time a...
Words: 2249 - Pages: 9
