1. Discuss three (3) different methods of effecting change. Use practical examples from your experience or knowledge, and describe your experience in implementing change.
Change will not be effortlessly implemented without an implementation plan or a framework. Change is often implemented in order to resolve issues, concerns, or setbacks to make situations or conditions more desirable. (National Defense University, 2008) It must then follow a process, called research, in order to identify what changes are to be made and how changes are to be implemented. The initial step is to identify the problem or the issue that is to be resolved through change.
Next, there should be sufficient background information that supports the pressing need for change. Then it is time to come up with several changes that are suited to solve the problem. Once the most important plan of change is determined, the question of how the change will be implemented should be answered. This includes the plan of action, rules and regulations, etc. Overall, the implementation plan abovementioned solidifies the need to implement change, and becomes a guide to direct an organization in realizing its goals by lessening confusion and ambiguity.
Another method to effect change is to involve everyone concerned. In this way, individuals easily accept and adapt to the changes lessening pressure, stress, confusion, and chaos. Moreover, information circulated for everyone involved should be clear, extensive, flexible, and reasonable. For instance, there is a need to revamp the structure of organization through reappointment. Therefore, laying out the reasons for such action is important. These reasons should be evenhanded and logical. Reappointing, hiring, or even laying off should also be reasonable and explicated to employees.
The change should also be open to pleas and petitions from employees with consideration to accomplishments, position, character, etc. The entire process is most effectively done through a meeting, with the aid of a well-researched and written report containing all necessary information. (Actalpha, 2008) In this way, change in the structure of the organization, as an example, is unquestionable and easily accepted due to facts. Personally, being informed about future changes makes it easy to accept expected results and outcomes, and lessens fear, resistance and difficulties to implement changes.
Lastly, it is most important to set rules to follow on how everyone is to observe the changes implemented. Consistency is vital in allowing effortless adaptation of changes and the facilitation of submission to these changes. Monitoring and supervision would assist in accomplishing this method of change management. (Caroll, 2008)
2. Why are most organizations and individuals resistant to change? What can managers do to facilitate change?
As the saying goes, change is inevitable. Although organizations cannot avoid having to implement changes every now and then, its members are more often than not resistant to change. This is because change is accompanied by adjustment and undeterminable outcomes. For organizations, resistance to change is mainly caused by the fear of loss or defeat once changes are implemented. (Bacal, 2008)
Organizations and its members are driven by success and the accomplishment or realization of organizational goals and objectives. The primary purpose of change is to improve organizational structure and atmosphere; however, there is always the fear of failure or a letdown if changes that are implemented backfires and does not prove to be sufficient nor appropriate to develop and redirect the organizational situation.
To lessen these fears, ambiguity, or apprehensions regarding organizational changes, the manager should be able to utilize his command to facilitate change. As aforementioned in order to answer the previous question, managers should be able to assure the organization and its members that a change is necessary. Assessing all the aspects related to change is also needed. It is the most basic and the most important process in facilitating change. This is carried out through extensive research analysis, plan mapping, formulation of action plans or process maps, etc. These written reports and plans shall be distributed to everyone involved who will be affected by the planned changes to be implemented.
Once information is distributed to the members of the organization, managers should conduct a training program or a seminar workshop to initiate a discussion about the issues related to the type of change, and to prepare members of the organization for changes in roles and responsibilities, rules and regulations, salary, etc. through training and workshop. (Southeast Association of Facilitators, 2007) After the training program or seminar workshop, the management is now able to implement the changes formally. At this point, rules and regulations should be observed strictly and consistently in order to sustain the transition from the old to the new working situation or environment.
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