Change Implementation

Change Implementation

It has been said that from day to day, organizations face substantial changes on a regular basis. It has also been stated that technology, outsourcing, and restructuring through downsizing or rightsizing are some of the key reasons for a change.

• In this discussion, we will assume that we are receiving a new role position of being the point person within this department/division for on specific change factor. Let us discuss some of the barriers you must address that could challenge the change initiative.

Barriers that must be addressed would involve communication and organizational training. However, education strategies, as well as many other strategies, take time (Palmer, Dunford & Buchanan, 2017). For example, these types of levels can be caused by a lack of communication or developed based on misunderstandings. As the organization’s point person, another strategy we could implement, that could challenge a change initiative, would be facilitation and support because it can increase organizational awareness and understanding. 

However, this strategy can challenge change initiatives because it takes times. Also, facilitation and support can be expensive as well. In the process of change, funding may be limited, or the organization may have to comply with a strict budget. A third strategy could be manipulation and co-optation. For example, these strategies are known to be less timely and inexpensive. However, the members who feel that they have been manipulated in the process tend to experience and present even more problems in the future as a result of stakeholder behaviors (Palmer, Dunford & Buchanan, 2017). For example, powerful stakeholders can be difficult to manage.

• What steps can we use to facilitate a successful change process?

     To facilitate a successful change process, I would first begin promoting communication. Allowing room for participation while changes are being planned. Also, sharing information about the change can help the organization to improve their communication skills, to improve their relationships as well as to improve their preparation skills so that the team can grow more accustomed to making the change prior to committing to the change. Compensating employees can help them to obtain wages for the extra time that is required in order for the team to participate in these changes (Palmer, Dunford & Buchanan, 2017). Finally, demonstrating my own commitment to the change can help us to facilitate a successful change process as well.

References

Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). Retrieved from https://www.vitalsource.com

Change Initiatives

Change Initiatives

• Let us first discuss an article that reviews an organizational change initiative.

     In the process of business operations, normal levels of resistance might increase. From reading the article, it can be identified that there are a number of different reasons why resistance might develop. Change may occur at any time. Some changes might be successful while other organizations might fail in their change operations. For example, the article I chose to present is titled,” The Emerge of Change In Unexpected Places, presents a theory that perceives change convenience to be the most likely place that most changes will occur where there is a limited party of interested individuals.

• Next, we will summarize the article and discuss the successes and failures of the change process. Then, we can analyze the strategies used for the change process and why they were a success or failure.

     The article that we will discuss involves attempted initiatives involving the distribution of power. This article is titled, “Community care contract management practice. Strategic change initiatives help to shape the organization’s willingness to change. Although active opposition can help the organization to reproach by demanding more time for further attempts. Successful procedures help to influence attempts to replicate development in other areas and practices.

    In this case, all attempts to make these changes had failed and had been unsuccessful. For example, concerning costs, streamlining monitoring meetings were unsuccessful. The main reason was said to be because most change managers relied on existing procedures. However, their unwillingness to change can shape negotiations and implementation of the change process overall. Reconceptualizing the actual change to develop needed resources along with the construction of values in the process. Undetermined values would limit the ability to predict developments. However potential resources can explain a decline in value, which helps to shape power and increasing the interest of organizational members. Space has also been proven to be a valuable aspect of power and change resources as well. Resourcing space enables direct actions. Therefore, the company has focused greatly on actions that are mobile. However, many have argued that resourcing space might produce unexpected results. This change process has failed as well.

References

Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). Retrieved from https://www.vitalsource.com. Wiedner R, Barrett M, Oborn E. The Emergence of Change In Unexpected Places: Resourcing Across Organizational Practices In Strategic Change. Academy Of Management Journal [serial online]. June 2017;60(3):823-854. Available from: Business Source Elite, Ipswich, MA. Accessed November 26, 2017.

How Much Does A Financial Manager Make?

     Financial Managers make about $130,230 on an annual basis. The population of financial managers in America has risen to about 518,030, and is expected to increase by at least 9% by the year of 2022.

Change Management: How can a company use change management to minimize resistance and maximize the acceptance of change in business and technology?

     High levels of resistance can prolong and even prevent recovery procedures and or operations within an organization. As a result, business operations can suffer greatly. Profitability can decline when there are high levels of resistance which can lead to the closing down of a business altogether. There are a number of ways that a company could use change management to minimize resistance (O’Brien & Marakas, 2011). For example, resistance can occur at any level of change within an organization. Change management can help to predict and to detect the particular level of resistance. In the process of minimizing resistance, the process of change management itself can help by analyzing, informing, communicating, engaging, negotiating with stakeholders, as well as monitoring. 

     Resistance can be avoided when individuals began to accept change through clear and effective communication. In this process, organizational members would be better able to predict, prepare for as well as to accept change as it occurs. This type of training helps members to adapt to change as well as be less likely to resist change if and when it occurs (O’Brien & Marakas, 2011). Through the process of transparency, these members are better able to build trust with a lesser effort. 

Give several examples, you may use personal experiences. 

     For example, when an organization is faced with changing a low percentage f resistance from its members is considered to be normal. However, that level should be low enough to effectively support the company in its change procedures. Some changes may occur too fast and it may be difficult to prepare for that change. For example, many businesses were affected by Hurricane Katrina and its aftermath. Preparation procedures would help to smooth out the recovery process and help companies to mitigate any damages that might occur (O’Brien & Marakas, 2011). 

Ethics In The 21st Century

Regulatory Measures