concise Analysis of Managing Organizational Change Research Paper

Pages: 4 (1426 words)  ·  Bibliography Sources: 4  ·  Level: Master's  ·  Topic: Management

SAMPLE EXCERPT:

[. . .] Some effective change management strategies are:

• Consensus on a shared change-related vision, instead of conflicting ideas.

• Sound managerial communication of the fresh vision and making a strong case for the intended change.

• Personnel instruction strategy revolving around changes to their routine tasks.

• A sound plan to gauge change effectiveness as well as follow-up for effective as well as ineffective change.

• Social and financial rewards inspiring employees to enthusiastically assume their fresh duties and tasks (Rouse, 2009).

Relationship between Resistance to Change and Communication

Ineffective management communication is the commonest cause for change failure. This, however, isn't only about what executives have to say but also how carefully the workforce listens.

Communication Strategies, Strategy That Would Be Applicable, And Why This Communication Strategy Is Best For Your Organization

Fresh methods and ideas cannot be adopted effortlessly but go through trials and errors, and require hard work. Acknowledging this fact is essential, as is striving towards developing succinct, uncomplicated and clear information and ensuring it reaches relevant individuals.

1. Various communication channels ought to be utilized for promoting innovation implementation. An effective program is one that is carefully planned and executed. Human interface is crucial and should go alongside good visual and written matter. Such matter would be useless in the absence of a grasp of user requirements, shortcomings and issues.

2. Change agents may give rise to user innovation by looking at their preconceptions regarding how things ought to be done. Employees must be individually amenable to change, effectively and impartially assess novel ideas, and perceive their future users. End consumers and influential individuals must be targeted and made early adopters or "change agents."

Managerial as well as direct communication to end customers should be adopted. Communication will work best in altering behavior if the source is trusted and likeable (e.g., one's immediate supervisor). But companies must not bank only on communication which trickles down via the middle managers. Recommend One (1) Communication Strategy That Would Be Applicable To Your Organization. Diagnose Why This Communication Strategy Is Best For Your Organization.

Acceptance of key personnel in production, human resources, sales/marketing and finance departments is vital to facilitate change implementation. In case of sales organizations, salespersons are naturally competitive and will probably emulate what highly successful entities do. Hence, a two-way communication system ought to be established to let the workforce know its participation is vital and valued; this will increase support and acceptance of change.

Communication Plan for Your Change Initiative

• Develop a company-workforce communication channel to communicate novel programs and their advancement. Have top managers regularly update the workforce during staff meetings.

• Sell the fresh business approach to individual organizational groups by explaining it to them in simple, understandable terms. They seek information on how this new approach will ease or improve their respective jobs. All internal stakeholders should understand this business approach's goal.

• Invite one individual per functional group in the organization to take part in meetings or deliver group seminars and effectively sell the strategy.

• Choose change agents out of individuals in important posts (managerial as well as non-managerial) to facilitate change planning and execution. Change agents should be vocal.

• Compose a key deliverables list for individuals, departments, and entities concerned with the fresh strategy. (Deliverables are final reports or outputs from fresh business plan implementation; e.g., 5% sales growth, 5% cost reduction). Individual group heads should adapt deliverables to group goals.

• Link compensation and successful implementation. Develop no less than 4 major targets and milestones for gauging year-round success. Offer routine performance reports and reward organizational entities that fulfill goals publicly (Bryant, 2016).

References

Brookins, M. (2016, Novemeber). What Causes Resistance to Change in an Organization? Retrieved from Chron: http://smallbusiness.chron.com/causes-resistance-change-organization-347.html

Bryant, B. J. (2016, November). How to Overcome Resistance to Change in an Organization. Retrieved from Chron: http://smallbusiness.chron.com/overcome-resistance-change-organization-154.html

Chand, S. (2016). 7 Sources of Resistance to Change in a Business Organisation. Retrieved from http://www.yourarticlelibrary.com/organization/7-sources-of-resistance-to-change-in-a-business-organisation/21216/

Rouse, M. (2009, November). organizational change management (OCM). Retrieved from Search Compliance: http://searchcio.techtarget.com/definition/organizational-change-management-OCM

Weisul, K. (2016, September 26). Managing Organizational Change. Retrieved from Inc.: http://www.inc.com/encyclopedia/managing-organizational-change.html [END OF PREVIEW]

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