...Change leader should have?? Power: to legitimize change Pain: Personal Stake, Commitment and ability to support change Vision: Total in-depth view Performance Management: Ability to reward/confront Sacrifice: Pursue change despite personal price Effective change leaders do? Embrace change when it’s needed Communicate effectively Develop a vision for change. Shake things up by challenging status quo and encouraging others to do the same Stay Actively Involved by walking the walk and being visible about it. Direct, Review Implementation of change - continued participation - never done attitude. Be in position to notice and coach. Three Stages is in Change. UNFREEZING Create a sense of urgency – offer a compelling reason why change is needed Form a coalition with enough power to lead the change Create a new vision to direct the change, and strategies for its achievement Communicate the vision throughout the organization CHANGE/ MOVEMENT Empower others to act by encouraging risk-taking and creative problem-solving Plan for, create, and reward short-term “wins” that move toward the new vision Consolidate improvements, reassess changes, and make adjustments REFREEZING Reinforce the changes, show relationships between new behaviors and success Model of Change. ASSESS CHANGES & SHIFTS ENVIRONMENT, ORGANIZATION, DEPARTMENT FIND PERFORMANCE GAPS SIGNIFICANT? MOTIVATED TO ACT? DIAGNOSE ORGANIZATIONAL PROBLEMS...
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...Organizational Change Change can be a difficult transition however in the world of business whether it is planned or unplanned one can expect change to happen. The definition of change is, “the coordination of a structured period of transition from situation A to situation B in order to achieve lasting change within an organization”. (BNET Business Dictionary) How the change is accepted and adapted to can be the difference of success or failure of an organization. There are different types of change and various reasons as to why change may occur. This paper will discuss the factors that drive organizational change through life experiences as well as factual information. Types of Organizational Change First order change maintains and develops the organization. Second order change entails changing the nature of the organization. An example of first order change (incremental change) Trend Setters’ Academy is a cosmetology school that instructs students in the arts and science of beautification. When a new student enters they are instructed on the basics and gradually through a nine week class they are taught the basics of hair, skin and nails. Once each student has accumulated 300 clock hours they are given a test of their knowledge which has prepared them for the clinic floor and there they begin to practice on clients and learning advanced methods. Ultimately, the training leads to a mock state exam administered by the Kentucky State Board followed with certification...
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...In every organization, change is a must. Things change, people change, technology changes, and organizations and businesses change. Everything from small, mom and pop businesses to huge organizations need change to stay on top of things and successful. It’s necessary to keep the customers or clientele happy. I worked for Lowe’s Home Improvement for four years, and in those four years many things were changed within the company from a corporate level down to the store level. Most of the time, things would be on a trial basis and there would be a test store to try out these new ideas before the changes were rolled out in every store. The store that I worked for was the one that was usually the test store. Being an employee in the test store, it could be very stressful to come to work and know that things would be changing. Every time we got settled in with something different, a new change came and brought its own set of challenges along with it. I was in a leadership position and having to learn about these new changes and seeing the management excited about would always motivate me to share the change with the employees under me, and then a few months later, if the changes didn’t work out as well as corporate had hoped, then they would take it away and it would be discouraging. I worked on the front end of the store, so most of the time when these changes would happen; they would affect us because it was usually something to do with checking out the customers and our point of...
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...Organizational Change Name: Institution: Instructor: Course: Date: Abstract The report looks at the process of change in organizations. It examines the stakeholders and how a change which in this case is downsizing would affect them. The paper also looks at how downsizing affects people with interests in a company, that is to say the stake holders who are adversely affected. The reasons why change in most cases results in these effects is examined. Then the report also looks at the methodology that could be used in the implementing changes in the organization in a managerial level so as to minimize the re-occurrence of the effects that are not good to the business and those with vested interests. Introduction There are many ways in which a business can be affected by change. Some examples of changes that are made in the organization include downsizing; changes made in the structure of the organization, and at times even change in processes carried out in the organization. All these changes are usually necessary to enable the organization or business adapt to some of the changes in its operating environment (Kreitner, 2008). All these can be summarized using one word, ‘restructuring’. It could also be referred to as re-engineering. In order to be successful in today’s competitive world, an organization has to embrace this important aspect in its day to day operations. This change can be for the whole company, or can only involve certain parts of company. Restructuring...
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...Hcs 587 Organizational Change Plan Organizational Change Plan - Phase I Billing is a critical element to health care organizations large and small. Proper documentation and coding ensures payment to the organization. Health care professionals must be certain of the codes he or she uses to keep insurance denials to a minimum. In this paper, a comprehensive plan to change current billing methods and adopt new billing formats will be discussed. The need in the organization for the change, organizational, and individual barriers to change, factors to influence this proposal as well as readiness within the organization for change are among the topics for a billing change plan. Medical and dental insurance billing ensures that money will flow into the organization. Errors reduce revenue, thus causing stress to operational and billing management to rectify these errors. Common mistakes can be timely filing; most insurance companies require claims to be submitted within a certain time frame. Claims will be rejected if not within this window and therefore becomes the burden of the provider, resulting in lost revenue. Other common mistakes include incorrect coding, incorrect insurance, wrong patient number, and incorrect date of service. Within the School of Dentistry a hierarchy of billing management exists, not unlike many health care organizations. In this school there are seven billing/insurance members. There are three full-time and two part-time staff, one supervisor, and one...
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...Initiators of Organizational Change Nic Pedersen Management 380 November 13, 2012 Wayne Ellis Initiators of Organizational Change Every company faces a time when an organization change will happen for the good or bad of the company. Organizational changes can be a profitable venture for a company and organizational change can lead to the demise of a company. A change to a company’s organization is a process discussed, decided on, and conducted during a hallway meeting of upper management. Tough decisions are made before an organizational change is made and the outcome of the decision is only known after the completion of the organizational change. The reasoning behind organizational changes varies from company to company, but organizational changes are initiated by two driving forces, internal and external forces. The following paragraphs will address the initiating forces behind organizational changes and provide an example of one of the initiating forces. Internal and External Forces Companies have various reasons whether good or bad to commit to an organizational change, but all companies share the two initial initiators behind organizational change, internal and external forces. External forces are defined as,” The forces compels from outside the organization, (on which organization normally have no or minimal control) are termed as External Change Forces” (Rawat, 2008). External forces contain...
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...Implementing Change in Organizations (Shift Happens) Research Paper MGT6681 Abstract As one of the key lessons in the book Who Moved My Cheese? points out, “change happens”; in fact, change may be the only constant in our lives. Some people thrive on change; others will avoid it at all costs – even if it costs them their livelihood. Because change is one of the major problems causing conflict and dissention in the organization’s most valuable resource, its employees, this paper will review some of the possible causes of resistance to change and how to overcome them. Specifically, this research will focus on these particular aspects of implementing change within an organization: Why change? Who avoids change, and why? How to overcome resistance and implement change. Nothing endures but change. Heraclitus Why Change? Possibly one of the biggest problems with implementing a change in an organization is the fact that employees may view the change as unnecessary. As an example, The Farm Bank case (Brown/Harvey, 2006) illustrates how change can go wrong when it isn’t analyzed for its costs vs. benefits, well-planned – beginning to end, or even needed to begin with. In this case analysis, the CEO decides that the company needs to implement a new MIS program to assist with increased productivity, long-term planning, and decision making. Although he has good intentions, he dives right into the project and even creates a new management position for...
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...Organizational Change If you are a business leader today there is one thing that constantly runs through your mind, “How can we continue to succeed and grow.” In today’s society it has become harder and harder to accomplish such a task. The world is ever changing and it does so in a pace that is far more rapid than that of 20 years ago. Business leaders know that change is inevitable, but where the problem lies is how to manage the change in a way that will allow for continued growth and success, but at the same time they want to be able to do so with as little stress as possible to the employees. There are hundreds of ways to make changes in an organization, and plenty of people out there pitching their ideas as the best. It is up to the business leaders to find a technique that will best suite their needs as an organization, a technique that will give them the results they are looking for, this is the case with General Motors. General Motors is made up of four different auto makers (Buick, GM, Pontiac and Chevrolet) and each one runs independently from the others. GM decided that having four independently ran divisions, which competed against one another was more costly than beneficial and they searched to find a way to change this for the better. ...
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...Journal of Change Management Vol. 5, No. 4, 369 –380, December 2005 Organisational Change Management: A Critical Review RUNE TODNEM BY Queen Margaret University College, Edinburgh, UK ABSTRACT It can be argued that the successful management of change is crucial to any organisation in order to survive and succeed in the present highly competitive and continuously evolving business environment. However, theories and approaches to change management currently available to academics and practitioners are often contradictory, mostly lacking empirical evidence and supported by unchallenged hypotheses concerning the nature of contemporary organisational change management. The purpose of this article is, therefore, to provide a critical review of some of the main theories and approaches to organisational change management as an important first step towards constructing a new framework for managing change. The article concludes with recommendations for further research. KEY WORDS : Critical review; theories and approaches Introduction Change management has been defined as ‘the process of continually renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers’ (Moran and Brightman, 2001: 111). According to Burnes (2004) change is an ever-present feature of organisational life, both at an operational and strategic level. Therefore, there should be no doubt regarding the importance to any organisation of...
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...Organizational change Organizational change is often a vital part in a company’s organizational development. For an organization to succeed within the competitive and often unpredictable business world it is crucial that the organization is able to adapt to, and embrace change. There are a number of forces both internal, for example; organizational growth, restructuring, redesign of jobs, and external; technological advances, customer needs and competitor behavior, which can be the driving force for change. It is often the case however, that employees will react adversely to change, and perhaps this is because employees and senior executives view change differently. Company executives view change as a good thing, an opportunity to better the company and often to better themselves and their career, where as often employees will perceive change as disruptive and intrusive. It is fundamental to the success of the organization that the need for change and any change made to the organization is understood and supported by the organizations employees throughout the hierarchy. If an organization cannot embrace change then it is likely that this will have a detrimental effect on the business. This point can be illustrated by the Netherlands firm Philips Electronics. In the 1980’s, employees at the firms failure to understand and adapt to change drove organization to the brink of bankruptcy. The concept of resistance to change can be traced back to social psychologist...
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...Organizational Change in the Insurance Company The organizational change which will be discussed in this paper involves a large insurance company who wants to increase market share from the sale of their cutting edge variable annuity product. The outside sales force, known as wholesalers have set territories throughout the United States. Current studies have determined that many of the existing leads, who are Financial Advisors, are not being contacted and so therefore potential new business and new relationships are being missed. Upper Management has decided to institute a major organizational change in the form of creating smaller territories for existing wholesalers and hiring new, inexperienced wholesalers with the objective that there will be more effective penetration and an increase in business. The key stakeholders who will be involved are all employees, management and shareholders. The stakeholders with the most significant impact will be the existing internal and external wholesalers and the training department staff. These departments will have challenges such as maintaining current business while finding new business, hiring new people will create challenge for the managers and the training department. The existing wholesalers will need to restructure their business which will meet with resistance. This paper will address the change management approach, recommended action steps as wells as overcoming various obstacles in order to effect the change and increase...
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...AP Stucco, Inc. Organizational Change Proposal Kayla Oliver-Pratt BUS 610 Inst. Peggy Morrison July 5, 2011 Organizational Change Organizational change is inevitable. For centuries philosophers have struggled with the meaning of “change.” Accomplishing organizational change is one of the greatest challenges for business leaders in the twenty-first century. In order to build a successful organization, it takes time, effort, and perseverance; but once success is obtained, maintaining that success becomes a motivating force. To effectively change and improve performance, management must initiate activities to help change weaknesses into strengths. According to Kinicki & Kreitner, (2009), “Successful organizational change requires management commitment, an implementation plan, and buy-in from all employees (p 411). In this paper I will describe an organizational change management approach for a new structure and the need for growth in a small contracting construction company. I will also focus on the recommended steps need for minimizing adverse impact, the systemic nature of the organization, and how the change will improve the effectiveness of the organization, its processes and the productivity of its employees. A need for growth is necessary for any organization in order to remain a viable entity. Just as anything in life has the tendency to change, so can cultures and markets, with requires constant attention and preparation. In order to be successful...
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...Contents 1.0 Introduction 2 1.1 What is Change and Change Management 2 2.0 Literature Review 4 2.1 Drivers of change 4 2.1.1 Globalisation to change 4 2.1.2 Education to Change 4 2.1.3 Technology to change 4 2.2 The Process of managing change 5 2.2.1 Force Field Analysis on Change 5 2.2.2 Lewin’s Change Model 6 3.0 Change Management 7 3.1 John Kotter: Leading Change in today’s business 7 Urgency growth 8 Build Guiding Team 8 Getting Right Vision 8 Communicating for buy-in 9 Empower Action 9 Creating Short-term wins 9 Don’t Let Up 9 Make Change Stick 10 4.0 Conclusion 11 References 12 1.0 Introduction 1.1 What is Change and Change Management The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking. “Albert Einstein”. Basically, definition of change is to make or create something different. Indeed, change happens to two reasons which are change for better or worse. Moreover, change means a movement from current state to a transition and a future state. In fact change happens all around the world such as in our community, work and at home. (Thomas G. Cumming, 2009) Figure 1: Change structure, Source: (Change Management Tuitorial , 2014) In fact, change happens everywhere even in companies therefore, all companies come up with change management in order to control changes which are internal and external. Basically, change management focused to provide a competitive...
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...Organizational Change Rodney Hickson BUS610: Organizational Behavior Dr. Brand Bowler February 18, 2013 Change is essential to the longevity of all organizations. Without change a organizations faces the possibly of making their impact in their market place obsolete. But change inside an organization can often cause employees and management to be resistant to change. In many case this can be the result of internal and external factors which can be simplified down to personal and professional fears of how a change many affect their individual roles and responsibilities in an organization. Employees resist change for reasons of self-interest when they realize that levels of power, money, prestige, job security, and personal convenience are at stake. The sunk costs doctrine suggests that over time a person's investment in a company escalates—as pension funds accumulate and the person's allowed vacation time rises, along with their chances of being promoted or enjoying the benefits of seniority. These investments may in turn drive resistance to change as the employee seeks to maintain the status quo (Patti, 1974). Resistance can also be based on simply not understanding why a change has become necessary, such as when an employee who does not use social media does not understand why a Facebook page would be a good idea for a company. At times employees do not trust management's motives, in essence thinking or asking, "What are they really up to when they asked for this...
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...identified made out of all the change stories presented. I will make at least one recommendation for each change story that would have improved the effectiveness of the change process and explain why that recommendation would have altered the outcome of the change process. I will also attribute a change image to the leading managers or directors in each change story and provide an explanation as to why that change image label is appropriate. And finally recommend a different strategy for managing change in each of the one change stories presented and provide a justification for your recommended strategy. The first significant error I’d like to point out is the error Hewlett Packard made with their organization. HP failed to form a strong powerful coalition. Fiorina had urgency for the approval but I feel lost sight after the merge was approved. She struggled with the original vision after that point. Fiorina wanted success but did not think every plan through thoroughly. In the beginning, Fiorina created a vision to try and “guide” the organization but it was not executed. The intentions were to create a new interface with the customers. Fiorina sought out to reorganize the organization by trying to separate the company into “quadrants.” She communicated the vision with the rest of the organization but did nothing else after. The rest of the team helping you see your vision through are in the dark. The reorganization made employees very uneasy about the change. Employees had doubt that...
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