Research and discuss what organizational change is and why being able to manage it is important. Also, list and discuss some ways managers can help their employees deal with change.
The requirements below must be met for your paper to be accepted and graded:
- Write between 500 – 750 words (approximately 2 – 3 pages) using Microsoft Word.
- Attempt APA style, see example below.
- Use font size 12 and 1” margins.
- Include cover page and reference page.
- At least 60% of your paper must be original content/writing.
- No more than 40% of your content/information may come from references.
- Use at least two references from outside the course material, preferably from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the two reference requirement.
Reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) must be identified in the paper and listed on a reference page.Reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) must come from sources such as, scholarly journals found in EBSCOhost, online newspapers such as The Wall Street Journal, government websites, etc. Sources such as Wikis, Yahoo Answers, eHow, etc. are not acceptable.
During this lecture, we will discuss the best way to deal with an organizational change.
The only thing that is constant in today’s business environment is change. Organizations of all shapes and sizes are quickly realizing that they have to continuously be innovative to remain relevant.
In order for an organization to expand and succeed, the business has to change and evolve. Being able to successfully manage change within an organization is something that manager should be proficient at. Solid leadership and a laser beam focus on the future can help an organization evolve and make the necessary accommodations to its organizational culture that will enable it to achieve the next level of achievement.
Before an organization can successfully execute any changes, it needs to have a set of clearly defined goals. By having these goals, the organization can present the change as a necessary step to reaching its next level of success. It’s important for the organization to help the employees understand the reason for the change. This is important because if they understand the reason for the change and feel that they are part of it as opposed to it being forced on them, there may be less resistance to it and they will be better prepared to deal with the highs and lows commonly associated with a growing company.
A good way for an organization to lower resistance and help prepare its employees for an upcoming change is to involve them in the discussions regarding what the organizations goals are and make every employee accountable for helping the company reaching the next level. If the company can get everyone to buy in to the direction they going, and employees feel like they have a stake in making it happen, resistance to change can lower and can become easier to manage.
In my professional experience as a manager for a large organization, I found that my employees were more apt to buy into the change if they understood that the changes were going to be in small, logical steps as opposed to one gigantic leap from where we were now to where we want to be. My point is that my employees bought in to the change when they understood that the changes were going to be achieved through gradual steps that made sense to them and they saw as attainable.
It is human nature for us to become attached to “the way we have always done things”, that is why is it essential for an organization attempting to implement a change somehow tie “the way we’ve always done things” in with the new way of doing things so that the employees have a frame of reference. Managing change is much easier when the company does not completely phase out the old way of doing things, so this way, in a sense, the employees have a feeling of familiarity and comfort with the new way of doing things.
