...Managing Change in the Workplace ABSTRACT Change is uncomfortable for many people. It is important, when managing change to take into consideration many different things. As an executive director of a non-for-profit, there may be many different responsibilities that you must take on and/or manage other staff in doing that some other agencies do know recognize or have to deal with. It is important to communicate with staff and other involved of the management style and changes that you plan on implementing. In addition, it is important to have understandings that change in inevitable at some point and it could be your executive director themselves. INTRODUCTION For most people, any type of change is uncomfortable. Therefore, when managing change in the workplace, it is vital to help people see that whatever they've been doing in the past can no longer take place-that neither they, nor the business, will be pertinent without change. Managing change in the workplace is a constant for all leaders. In order to stay significant as a business you must regularly redefine your way of operating, your product and/or service offerings and the impact you have on your customers and expansive community. According to Homes (2013), as you are leading change, big or small, see to it that these four elements are done: build a sense of urgency, create a clear tomorrow, get people involved at the right level and have clear actions and expectations...
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...Managing Change in the Workplace Managing change in the workplace is a constant for all leaders. Managers are constantly having to redefine the way business is be operated the products and services that are being offered and how this will impact their customers and the community. Change is something each business must go through in order to stay up-to-date. This is often times a challenge for those that work within the business. New training, new procedures, new products, and paperwork the list is endless. Moving people out of their comfort zone is a challenge in itself. There are strategies the managers along with all the employees can help with the change with the help of the Human Resource Department, and a well thought out plan with changes can be made with little to no resistance. Some managers find the best approach to tackling change is with urgency. Other’s managers believe is best to simply explain that the necessary changes will take a team effort. Explaining that competitors are or will outperform them if necessary, changes are not meet with head on. That they will see a decline in sales, production, and growth. Managers may also need to explain that there cannot be a pay increase, bonuses, incentives without change and growth. They also may need to explain that growth is necessary for every company. Managers need to make sure the right people are on board with the changes. Somethings to watch for is behaviors, attitudes, and skills. The right skills, attitudes...
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...1 Student NAME: Habad Khan Rdi Student no: STU14791 University Registration no: 0811866967624 Enrolment Date: July 2009 Master of Business Administration: MBA University Of Wales. Date: January 2013 Dissertation Title: Change Management in the Police: A Study of Police Control Rooms. Word Count 20600 words ( excluding, Contents page, Declaration and Statements, Diagrams, References and Appendices.) 2 Declaration & Statements This dissertation is a product of my own work and is the result of nothing done in collaboration. I consent to RDI s free use including * online reproduction, including* electronically, and including adaptation for teaching and education activities of any whole or part item of this dissertation. (RDI) Habad Khan 3 Acknowledgements First of all, I would like to thank the Almighty for giving me the ability to study, granting me this opportunity and giving me the strength through the tough times. My Mum and dad for giving me a wonderful life. Thank you to my family, my wife Zareeda and my children Ibrahim, Zainab and Adam for putting up with my hours away from you. My brother Omar for proof reading this document and his great advice. To my tutor Peter Byrne a great deal of thanks and gratitude for your feedback, which was invaluable and very informative in guiding me to my goal. I would also like to thank ACC Iain Spittal and Superintendents Glyn Payne, Javad Ali, Richard Anderson and also Chief Inspectors Ian...
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...defined change as a ‘substitution or succession ranging from one thing in place of another to alteration in the state or quality of anything. Change can be large or small, evolutionary or revolutionary, sought after or resisted’ (cited in Hayes 2007 p.3). When change occurs in any environment, it makes us do the unexpected so Institute of Industrial Engineers explained change as ‘something that presses us out of our comfort zone. It is destiny-filtered, heart grown, faith built. Change is inequitable; not a respecter of person’ (IIE, 2010). Also change is often said to be the only thing that is constant in life (Armstrong 2009 p.424). The nature of work can be explained as the way people feel about work and work is the ‘exertion of effort and the application of knowledge and skills to achieve a purpose’ (Armstrong 2009 p.252). Knowing what change and the nature of work is all about; we can now understand what it means to have change in the work environment. This essay will be looking at three various types of changes that occurred in the working environment such as flexibility in the work system, working from home and an increase in women population in the working environment. It will also look at why these changes occurred and the effects of these changes on the employees and employers of the organisation. Overall, this essay will look the effect of the changes the happened in the nature of employment. CHANGES IN THE NATURE OF EMPLOYMENT Since we know that change is inevitable...
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...Change is everywhere and it is never easy especially when you are accustomed to one way of doing things. Joan is not the exception but she is the reality of most people who perceive change as bad. As a leader your job is to lead your team members from change avoidance to change acceptance (Bennis, 2009). To understand you first need to know the 5 components of change (Conner, 1993): • Denial — cannot foresee any major changes • Anger at others for what they're putting me through • Bargaining — work out solutions, keep everyone happy • Depression — is it worth it? doubt, need support • Acceptance — the reality Joan has become comfortable; she has performed the same tasks for 15 years. She is at a point of her career where she feels secure and now she fears losing control, looking inept at her job, taking on a harder task. As a leader you must change the Joan’s attitude from avoidance into acceptance. This is best accomplished by changing avoidance questions and statements into acceptance questions. Focus on the benefits that change will provide both the organization and Joan; explain the problem and how this solution will correct the problem; be compassionate and open up the floor for questions; immerse Joan in the implementation; and make sure all departments are all on the same page so there is no lapse in transition (Bennis, 2009). References Conner, D. (1993). Managing at the Speed of Change. New York: Random House. Bennis, W. (2009). On Becoming a Leader (4th...
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...Change Analysis: The Impact of a Management Change in the Workplace Abstract This paper discusses the changes of the tennis club I work at after new ownership and new management come in and swiftly begin to make changes. It is the process in which the changes were made that is discussed throughout the paper in regards to John Kotter’s 8-step change model discussed in his book The Heart of Change: Real-life stories of How People Change Their Organizations. It is the steps that were taken to introduce change to existing staff and the team that was put together by the new manager to implement those changes. Change Analysis: The Impact of a Management Change in the Workplace Introduction Change is never easy and it is especially difficult when the change is the management of an organization. When a change in management occurs, it is often followed by the management making changes to the jobs we do and the work that is done. This kind of major change needs to be effectively completed in order for it to be successful. There needs to be high competencies in management and leadership so that all of the challenges can be met today and tomorrow (Trotter, 2013). I work part-time for the private tennis club my family belongs to. About five years ago, the club was purchased and the new owners wanted to take it in a new direction. The club had been ran exactly the same way for almost 40 years and it was not to the benefit of the owners. The new owners came in with one big idea...
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...“He who rejects change is the architect of decay. The only human situation which rejects progress is the cemetery” (Wilson, 1967). Change is routine in any business environment. Ironically, the only constant in the modern workplace is change and it sometimes happens quickly. Regardless of how challenging change can be, it is better to embrace it rather than foolishly trying to avoid it or stop it. In the workplace change is often non-negotiable. An employee generally has little to no control when the company is going in new directions.. However, how one chooses to react to it is personal. While change in the workplace is usually intended to be positive for business, understanding the factors that are relevant to an employee’s resistance to the change is significant and can help combat the challenges with the transition. Change is inevitable and usually necessary. In today’s workplace, businesses are forced to implement changes in an effort to expand and even to survive. Naturally, change introduces new challenges and demands or responsibilities for everyone affiliated. Having a certain level of patience can make the transition more tolerable. Take nature for an example. Picture the life cycle of a butterfly. Although the progress appears slow and drawn out, at metamorphosis is indeed occurring in the caterpillar. For a long while, nothing seems to be progressing, then suddenly the beautiful butterfly emerges, or blooms blossom and eggs hatch. Because most people...
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...Before starting school and finding her passion Tanya would cook and try different recipes amongst other things. She started her job 17 years ago and over the years as her workplace changed and grew so did her love for it. When the change of processes in her workplace along with the incorporation of farmers happened is when she really started to see her job as her passion. She says that if she had never done this job it would not be her passion but she is happy that this is what she has been doing and will continue doing. Tanya is the one that started the farmers market at the hospital and would use some of the vendors there to purchase fresh local food. This started about 8 years ago and they have just incorporated more to it as time has gone on. The hospital does a indoors farmers market every Thursday all year around. This job has taught Tanya a lot from the gardeners at work. Cooking seasonally is something Tanya has learned from her job despite no...
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...Contemporary Workplace Change in the United States In order to earn a living, an individual has to work. People all around the world are working in different jobs just to make a living. Their jobs vary as opposed to type, pay, environment, and many other factors. However, over the years these factors have been changing due to the economy. According to Sweet and Meiksins in Changing Contours of Work, the old economy represents the various ways of assigning and structuring work that developed in the wake of the Industrial Revolution through the mid-20th century. Systems that were built around mass production, gender divisions of labor, unionized labor, and a variety of other enduring workplace practices were included in that economy. The United States was a major, and dominating force in the old economy. On the other hand, the idea of the new economy is questioning the nature of work whether it has changed, or not, and to what degree these changes are affecting lives on and off the job. There have been new jobs, new workers, and new work designs that are changing some of the ways of performing work, by whom, and the returns received. However, there are still some features of the old economy that tend to be permanent and dominated in the new economy from the old one. An example of that as mentioned in the book “Changing Contours of Work” would be old business that moved from the developed world to emerging economies; the job type did not change, but the people performing these...
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...Executive Summary This assignment seeks to present, analyse, discuss and critically evaluate the prevalence and the degree of the relationship between transformational leadership and its effect on the employee’s positive self-esteem and organisational commitment. The presentation of the most important observations and insights in this report are based on the information gathered from a questionnaire. The questionnaire was administered and completed by the chosen work group of employees constituting a sample of ninety three individuals. As prior research and analysis in this field was limited to a generic employee group it was decided to further contribute to this field by investigating the differences in responses between male and female respondents. A literature review was conducted to assess and present the relationship between transformational leadership and the effect on employee’s self-esteem and organisational commitment. The impact of transformational leadership on the sample group has been assessed through statistical analyses of the extracted data (from the survey). The interaction between the following constructs were investigated: * Transformational leadership on positive self-esteem Results determined a poor correlation * Transformational leadership on organisational commitment Results found a marginal impact * Positive self-esteem on organisational commitment Results found a medium correlation * Transformational leadership on organisational...
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...Theorists Who Impact Revolutionary Change in the Workplace Tiara Garrett SPRING15-1-8-ORG100-1– Navigating Organizations and Change Colorado State University – Global Campus Dr. Mary Welsh March 14, 2015 Theorists Who Impact Revolutionary Change in the Workplace Sometimes, in order to be on top of their game, organizations opt to change their approach or implementation of their products and/or services in the industry. This type of organizational change is considered revolutionary. There have been many articles and books created to advise of strategies or techniques to successfully navigate through the transformation process; as well as advise of what to avoid. The theorists I will focus on are John Kotter, James Womack, and Daniel Jones. Kotter's “Eight-Step Process” Not all revolutionary change is successful. John P. Kotter wrote an article discussing eight major errors he's seen to occur during his studies that halted a successful change. Many cannot get out of phase one in implementing the change. That first phase is establishing a sense of urgency (Kotter, 1996). Kotter mentioned that he witnessed more than 50% of the companies he watched fail this phase. One reason being was that some executives did not fully take into account how hard it'll be to drive people out of their fixed mindset. Another reason, lack of patience. He created an eight step process to prevent the errors witnessed from incurring in the future. See Figure 1 for an outline of those steps...
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...Success Diversity is an aspect of life that is almost inevitable, especially in the workplace it is growing by the numbers as years are going by. As we go on with our daily lives, people of different cultures that differ from what was once considered the typical American lifestyle more and more surround us. There are countless ways that diversity has impacted our lifestyle, by introducing the old lifestyle of living with different foods, music, and social activities that allow us to have an idea to explore how life in other countries live. Businesses are also noticing the necessity and the importance of diversity. Many have already started investing in diversity and inclusion as part of their overall management structures. To continually challenge their practice, organizations are working to make the connection between those principles and their corporate performance (American Progress, 2011). Workplace diversity refers to the variety of differences between people in an organization. That seems pretty simple enough but diversity encompasses race, gender, ethnic group, personality, age, tenure, cognitive style, education, organizational function, education, background and more. Diversity not only involves how people perceive themselves but how they perceive others whom are different than themselves. Those perceptions do affect their interactions with one another, especially in the workplace. For a wide assortment of employees to function effectively as an organization, human...
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...Obesity in the Workplace Dorothy Fitzsimmons Webster University Problem Over one-third of American adults are obese. This paper will research discrimination against obese people in the workplace and how companies are accommodating the obese employee and promoting healthy lifestyles. According to the National Institutes of Health (NIH), two thirds of Americans, age 20 and older, have enough extra pounds to face health risks (2005). Many Americans face bias and discrimination at their place of employment. Some have been told by their boss, "You're too fat" and been fired, even with good performance evaluations. Many overweight and obese individuals fear they may lose their jobs or make less than their coworkers. Some cannot get jobs, due to inequitable hiring practices. Employers can be prejudiced. They offer overweight employees lower salaries. Question If more than one-third of American adults are obese, this group of Americans Body Mass Index (BMI) above 30, per Center for Disease Control (CDC), how do we prevent discrimination against them in the work place? How do we help this group of Americans obtain gainful and fulfilling employment, as well as empower them to improve their health status? Our First Lady Michelle Obama has made obesity our countries’ number one enemy. The First Lady created “Let’s Move” as her platform for combating obesity in our country. Answer The workplace is evolving in understanding...
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...Social Organization and Change Most people would agree that cultural diversity in the workplace utilizes our country's skills to its fullest, and contributes to our overall growth and prosperity (Ethnic Majority, 2004). In the 20th century, one’s workplace is very diverse. In today’s workplace a person may be considered more valuable than another person if they are bilingual. The workplace consists of several different types of individuals with different backgrounds. In one office one may work with a combination of individuals from many different ethnic backgrounds such as African-American, Hispanic, Caucasian, Japanese, Indian, and Chinese. You may find that some work environments have conflicts due to the diversity while others are very pleasant and exciting to work in because of the same reason. Through observation one collects that diversity in the workplace introduces new foods, cultures, values, morals, religious beliefs and ideas. A diverse workplace is very interesting because individuals can learn from another. An individual can learn how to improve tasks through techniques. One can also learn how to communicate in a foreign language and become bilingual in more than one language. Studies have shown that diverse teams view situations from a broad range of perspectives, producing more creative solutions to problems and greater product innovation (Executive Diversity Services, Inc., 2006). A diverse work place allows for a person to be exposed to a whole...
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...relevant to the class. Upon conclusion of this analysis, my hope is that the reader will have a better insight of different aspects of management and management conflicts in this workplace. Case Synopsis The particular case at hand involves change in management in the workplace. When a new manager replaces a manger that has been a part of an organization for a while, conflicts can and almost always occur for the manager. The new manager in the particular case simply came in and tried to do his job. He tried to enforce the rules that were in place, but before he was there, these rules were not enforced as much. Once the rules were enforced, conflicts began to arise. After such conflicts arose, a large number of employees left. When the employees left, the star employees that stayed decided to give advice to the mew manager on his working skills and he listened. He implemented what the employees told him and there was almost an immediate change. The branch started performing even better than they were before the other employees left and even became one of the highest performing branches in the company. This case highlights several factors discussed in the readings related to this course. In this analysis I will discuss some of the factors including: job satisfaction, change in the workplace, stress, and motivation. Scholarly Framework When employees are satisfied in their work in their work environment, there is a trend of fewer absences and they are likely to experience...
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