Implementing change in any area of an organization can be challenging. Change can be good and bad. Change is not always easy to adapt too. According to Charles Darwin, “it is not the strongest of the species that survives, or the most intelligent, but the one most responsive to change”. It is important that the manager has a plan of action before trying to implement any change. This paper will discuss the manager’s role and responsibility in implementing change in the department. How should a manager successfully handle staff resistance to change and the paper will define each step of the change process.
Manager’s role and responsibility
The role a manager takes in any company when implementing change has to be aware of the three distinct categories that could be changed. First there is a change in people; this is how people relate to each other and how implementing a change would affect how the organization functions more effectively. To do this, the manager must relay to the staff why the change is necessary to the organization. “The explanation must be detailed enough to encourage a personal investment on the part of the staff for the success of change” (Ezine Articles, 2008) In order to implement a successful change everyone must see and understand the same picture and how it will benefit not only the organization but themselves. Change in the workplace may affect an employee’s livelihood either positively or negatively. People respond positively to change and with enthusiasm if it benefits them and they are included in the change process.
The second area where change can occur in an organization is in the processes, this is the area that deals with the way things are done and handled in an organization. A manager should remember that no one knows the need to change a process better than the people who use them day to day. It is important to involve the individuals that changing a process will affect and receive the feedback from them this will give a manager a sense of if the change has worked positively or has failed and a new approach is necessary. Lastly is the change of equipment, this is when as a manager and organization you and your staff stays up to date on the equipment that runs your organization.
The manager has the responsibility to keep the staff calm and answer any questions regarding the changes made. Managers can remove fears of the unknown by hosting question and answer sessions with those affected by the change. Including affected parties in the discussion and planning as much as, possibly helps garner support for the impending change” (Ratini,2011).”Responsibility for managing change is with management and executives of the organization – they must manage the change in a way that employees can cope with it. The manager has a responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint (to ‘step back’, and be non-judgmental), and then to help people understand reasons, aims, and ways of responding positively according to employees’ own situations and capabilities. Increasingly the manager’s role is to interpret, communicate and enable – not to instruct and impose, which nobody responds to well” (Chapman, 2012).
In every organization a manager encounters staff resistance, however knowing how to handle and produce a positive outcome determines how successful a manager of an organization is hired. Humans like to be control of their lives. They like to feel comfortable in a familiar environment. Resistance may occur when an employee feels he, or she is losing control. An effective manager needs to try to understand why an employee may be resistant or hesitant to the change. Common staff resistance to change obstacles could include; a lack of understanding what is driving the change, employee morale issues, communication breakdowns, insufficient training, employee turnovers, or budget restraints.
The manager must address and explain the rationale behind the change, as well as incentives. Correcting employee morale issues, a manager has to discuss the concerns, and anticipate the employee’s fears, as well as establish a good working relationship with their employees, so they feel comfortable voicing their concerns. Handling communication breakdowns is a major component to any change. Involving the staff helps them feel empowered or that their opinion counts.
The change process is the same in any organization; each manager follows four different processes. The first process is the assessment, and it is “the act of systematically collecting information about an organization to determine its performance” (CLAS). When a manager is using the assessment process, they are collecting data and watching how employees and the company as a whole perform. The manager is asking the question “How are we doing?” The assessment process should be regularly done and provide feedback on areas that are strong, need improvement or need change.Planning is identifying the problem, determining what causes or contributes to the problem, and then finding a solution to the problem. A manager must look at all the information gathered, and find the best solution. The third step in the managing process is the implementation phase. This is when the manager has found a solution and is now going to make a change and implement it into the daily agenda in hopes it provides a positive result and solves the problem. The last step of the manager role is the evaluation process, after the manager has assessed the situation, identified the problem, found a solution, this process evaluates the solution found.
It asked the question: Is it Successful? Could it be improved? This last process helps managers understand and share the results of a successful change. Having an example on how the implementation of change worked successfully, will give the manager bases and reference guide to how to implement future changes. Change is not always easy to implement. For some change may cause anxiety and stress, the manager plays a vital role and responsibility when implementing the change. Managers play a critical role in implementing changes to the organization, and they distinguish between areas of change and determine the importance of which area needs the most attention. They encounter staff resistance and obstacles. However, a successful manager addresses the resistance and obstacles with confident solutions and open communication.
Successful organizations have managers that follow the change process and incorporate assessment, planning, implementation, and evaluation into their daily agenda. The manager needs to be able to handle the resistance successfully, in order to lessen the resistance the manager must listen to the reason and keeps the lines of communication open. The four steps in the change process are assessment, planning, implementation, and evaluation. Each and every step is critical that each manager should follow.
Chapman, A. (2012). Change management. Retrieved from http://www.businessballs.com/changemanagement.htm CLAS. (2011). Retrieved from http://http://www.clashealth.org/steps-to-quality-improvement-overview.html Ezine Articles. (2008). Retrieved from http://ezinearticles.com/?Implementing-Change-Management-in Your-Business Ratini, B. (2011, January 31). The manager’s role in implementing change. Retrieved from http://execclub.org/?p=488
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