Change management reflective review
Change management reflective review
The main agenda to write this critique is to give the reflection review of the change management. This report explains the self evaluation of my experience by attending the sessions of change management. I found out that change management is a very important subject that helps us to understand the need of change in an organisation and how it can be successfully achieved. It helps us in getting new experiences of our lives and provides us with the complete knowledge to experience the good or bad changes in our personal lives as well. It also provides the techniques, skills and principal in order to manage the change in a positive way. SELF-EVALUATION:
The study of this subject is very helpful for me in every aspect. As it helps me to understand the principles of change, methods to be used while implementing change, challenges faced in order to implement the change and how the main organisational change could be implementing in an organisation effectively and efficiently. Even the study of change management is useful in my personal life as well. The self-awareness and self-management are those tools that help me to adopt any change in my personal life easily. Hence, it helps in developing my self-analysis abilities in order to establish and implement plans in my personal as well as professional life, in the period of change. As I got the chance to work with multicultural members in the group, it helps me in enhancing my abilities and even with the distribution of work among the group members, everyone enjoyed the work and even the workload also get reduced.
KEY COMPETENCIES OF THE CHANGE PRACTITIONER/AGENT AND COMPARISON WITH MY COMPETENCIES:
A change agent or practitioner is that person who helps the organisation internally as well as externally in order to implement change while focusing on effectiveness, development and improvement of the organisation. The main focus of the change agent is on the change in the technology and organisational structure and in order to implement the change effectively, they focus on the human resource of the organisation and their reactions as well. (Kanter, 1999) A change practitioner needs to have these competencies in order to be the best in his field:
Trustworthiness: Being a change agent, the first and foremost thing that is important for an agent is to earn the trust and respect from the organisation’s members. It is a fact that when the agent will achieve the respect and trust of the members then only they will be seriously looking for his advice and may implement in their decision as well.
Advanced communication skills: After the planning of the change, the most important task is to implement the change. For implementing a change, the change and need for the change has to be communicated with the employees. Hence, a change agent has to be a person with good and advanced communication skills, as lack of communication may cause rumour in the company and may lead to the failure of the change process.
Emotional Intelligence: A person can only manage others if he is having the ability to manage himself. If a person is self-aware and self-regulated, then only he can be a good change leader. Emotional intelligence is very important while helping others in implementing change. (Goleman, 2011).
Knowledge of theories, concepts and methods: In order to be a good change agent, one must have the complete knowledge of the change theories, its concepts and the various methods that could be used in implementing the change in the best possible manner. If a change agent is not well aware with the theories of the change or methods of implementing change, than he is not be able to provide the organisation with the best output and may result in the wastage of time as well as money of the organisation. (Linda Miller, 2011) When I compare all these key competencies of the change agent with my competencies, I found out that I am a person who is trustworthy as my fellow friends and group members trust on me in our all the group tasks and even in personal life as well. I do have good communication skills as well, as I am able to communicate well with others and always ready to hear them also. I am a person who is emotionally balanced and intelligence as well. I never used to mix my emotions while implementing any change in my life. The only area where I lack is the complete knowledge of concepts, theories and methods of change. PERSONAL RESPONSE TO CHANGE:
According to my perception I am a person who will accept the change easily and will not resist to it. As we all are aware with the fact that change is always for our good and if I will be getting something good for me and my workplace I will never resist to that change. Even being a management student I like to do something new and innovative to enhance my skills and abilities also. With the continuous change in the technology and working
criteria one has to easily adoptable to change also, as it will ease the workload for him and his organisation as well. With this competitive world I think it is best to adapt the change with an ease to remove all the hassles and to work with more effectiveness and efficiency. I love to learn something new and that’s why I welcome the change easily and try to achieve my goals according to that as well. LEADING CHANGE EFFORTS:
A person who is leading the change has to be the one who is good at planning, organising and who is having good leadership qualities as well. He has to be a person who is having that much influence on the management that they will easily accept the change. While leading a change effort according to my perception, I would like to choose the pathfinder as a practitioner’s work style. The pathfinder style of practitioner is that one which pursues high degree of employee satisfaction and effectiveness of plan as well. It is believed higher satisfaction can only be achieved when all the members are involved in the process and with the help of teamwork problem solving is being done. The main focus of this style is to maximise the employees’ participation and because of this, this is the ideal style for leading change efforts. (Waddell, 2000).
ETHICS AND THE CHANGE PROCESS:
Ethical issues in the change is basically related to how the change practitioners are able to perform their best while keeping in mind the value and beliefs of the organisation’s members and work according to that in order to maintain a healthy relationship with them. Being a change agent I will always try to avoid ethical dilemmas, but sometime it occurs. (Rhodeback, 1992). Some of the ethical dilemmas are:
Misrepresentation: It only occurs when one or both parties are working under wrong pretence. It only occurs while entering and contracting periods of the change process. To avoid this change agent has to clearly communicate the change process and interventions to the members at the earliest. (Waddell, 2000)
Misuse of data: The only reason due to which this ethical dilemma occurs is the punitive use of the collected data. The change agent has to be aware with the amount of data that should be given to the members while working on the change process at the larger scale and need to respect the privacy of others as well. The data should be used in only effective manner for the betterment of the organisation not for the harm for the organisation or its employees. (Waddell, 2000) CONCLUSION:
In a nutshell, I would like to say that change management is that subject which helps us to get to know the various aspects, theories and methods of change and the need of change as well. It helps us to adapt the change easily and to minimise the resistance for the change. We all are living in a world, where thing are used to change on a daily basis and to survive in this type of world one need to be the person who could easily accept the change and could work on that as well. With the self evaluation, I come to know about my inner abilities also, with which I was unaware till now.
Goleman, D. (2011, september 15). Daniel Goleman on leadership and the power of emotional intelligence. Retrieved from www. forbes.com: http://www.forbes.com Kanter, R. M. (1999). The Enduring Skills of Chnage Leaders. Linda Miller, C. c. (2011). Professionalization, Leadership and Management in the Early Years. London: Sage Publications. Rhodeback, W. a. (1992). Ethical dilemmas in organisational development: a cross-cultural analysis. Journal of business ethics,11 , 663-70. Waddell, D. M. (2000). Organisation Development & Change. Melbourne: Thomson Learning Australia.