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Class: Seminar in Organizational Theory & Behavior
Professor :Dr. Dyck's Bio
Name: Zhihui Dai

Change Management Simulation: Power and Influence

Abstract

Within this program Change Management Simulation: Power and Influence, I am a Director Product Innovation manager in Spectrum Sunglass Company, which is a private company that designs, manufactures, and sells sunglasses. What I need do is convince people adapt my proposal. I should choose method from 18 change levers that attempt to convince workers to adapt my new proposal that will change their attitude from awareness, interest, trial, to adoption. I must decide the proper method and use the time wisely. Be able to increase credibility and achieve the greatest percentage of adopters.
Key words: Convince percentage of adoption credibility limited time
This Management Simulation Project from Harvard provides students a virtual experience to convince people in start-up companies. When I started the first test run of the simulation there are various decisions, However, if an administrator make the wrong move, then I lose credibility and set the proposal is a backwards. On the other hand, if I decide on a correct decision, then not only will I get the workers are more interested in my proposal, but it also increases the credibility of the workers. When I was implementing change behavior, building a coalition of support is a important tool to get satisfied from people. When I simulate this behavior, I can have more awareness, interest, or adopt my idea. When I use the coalition support, I was able to interest the target person, and let more people know phase. I used to simulate this behavior at the beginning and the later 50 weeks or so, because I'm trying to let those people still resist my proposal. Telling the success story to them is also a good behavior when used to implement change.

In the simulation, there are more people interested in or want success story, when I told my project. People who resist change also showed more interest when I tell their success stories. With about success stories from the CEO expressed support for increasing credibility is an important part. I used to frequent this behavior, most of the time increasing my credibility, which is useful, because it makes my proposal more appealing. If I try to convince people of my project, I will tell them the real success story. If I had employees on my project, I will not confront them. Instead, I will try to tell the success stories and how my project can achieve the same success, to get their support.

I operated the simulation to make some decisions, I'm trying to get people to adapt my ideas also met some difficult issues. These decisions are frequently send e-mail to people about the information about my idea. I believe that people may send e-mail thought I was disturbing them, so that they can get very irritating. Also, people may receive a lot of emails make them unhappy. As frequently send e-mail, I also encountered some problems when holding town meetings. I decided on a town hall meeting in the beginning of the simulation, it does not impact on people. I then used it again to the middle of the simulation, but this time I have 7 people at the trial stage. This is encouraging, so I tried one more time on the town hall meeting, the reason it does not like the plan, this time cause my credibility down, a manager becomes a resistor. I think for a pilot project does not seem useful at all. I think this behavior simulation and it has no impact on people. Finally, I persuaded 15 workers to adapt to my proposal.

In my opinion, if I try to let people know about my project, I will not send emails. I will try to meet them face-to-face, trying to get them to at least know my project, because there is a good chance that my message will get lost in the rest of the staff in the cluster receive e-mail. What I learned is that people generally do not like to be confronted. They generally want to be supported. I learned that within the organization, an employee can have a great impact to other employee, because of the close relationship affected. In my decision, Before I make decision I do the note about the worker who have friendship not only at work that convince them together will be much easier to let them adapt my idea. Also I figured that is it best to get support for a person who has a lot influence on other people. The CEO, consultant. I know, I let a few employees to adopt the changes, change the organization, rather than trying to get everyone believed. There are several core people can affect a lot of other people. If I didn’t treat them right I might lose their vote and confidence in me. Good way to get a person who is resistant is to meet them convince them face-to-face.

Balogun, J., and V. H. Hailey. 2008. Exploring Strategic Change. New York: Prentice-Hall.
Armenakis, A., and A. Bedeian. 1999. Organizational change: A review of theory and research in the 1990s. Journal of Management 25 (3): 293-315.
Kouzes, J., and B. Posner. 2003. Credibility: How Leaders Gain It and Lose It, and Why People Demand It. New York: Jossey-Bass.
Tichy, N. M. 1983. Managing Strategic Change: Technical, Political and Cultural Dynamics. New York: Wiley.
Weick, K. E., and R. E. Quinn. 1999. Organizational change and development. Annual Review of Psychology 50 (1): 361-386.

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