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
