Question:
Discuss about the Factors Of Manage Changes.
There are many factors that pertain to manage the change. The three main factors are:
To manage the change the communication plays a great role. It is very important to have proper communication between the employees and the management. Communication is considered as one of the difficult parameter in which the ideas and feelings are exchanged. It consists of the ideas and feelings that are possessed in the people who are working in the organization. It is also considered as one of the difficult issue that should be taken into consideration to manage the change in the organization. To implement the change in a proper way it is very essential that the messages that are sent by the organization should be clear and properly presented. If the organization has to manage change it is seen that there should be proper strategies which should be taken into consideration (Hrebiniak, 2013). In the organization if any change takes place, then it is seen that the people are affected by that change. The employee maintains the cooperation and supports the organization to implement the change. Without the engagement and motivation of the stakeholders, it is not possible to attain the success from the change program that is implemented by the organization. As, it is seen that the positive and negative initiatives are taken by the management. If the employees are happy with the change then it can be easy for the organization to attain the goals and objectives of the organization (Pandey, Pandey, Breslin & Broadus, 2017).To attain the positive results the acceptance and commitment by the employees is very necessary as it will help to implement the changes in the organization. It is the responsibility of the organization to tell about the changes that are going to be implemented in the organization, so that the employees can easily accept the change process. The communication factor is the integral part that helps to implement the change in the organization. The change plan should be taken into consideration by the organization in which the questions should be addressed like how, what and why the change is taken into consideration (Cummings & Worley, 2014). The organization should take into consideration effective communication plan as it assists to control the fear that is seen in changing the process. The communication will give direct impact on understanding the objectives of the change and there will be more chances that people will act according to the change in the situation and can give their cooperation accordingly. So to manage the change, communication is an essential aspect that should be implemented or taken into consideration, so that the profitability and success of change can be attained successfully. Communication is important so that the change can be managed by each and every employee of the organization in a proper way (Beedles & Bergin, 2017).
One of the factors which manage the change is concerned with the organizational structure. Organizational structure plays a great role in accepting the change. If the structure of the organization is not in a proper manner, then it can be difficult for the organization to implement the change in an effective manner. The organization structure should be in a manner that all the changes can be accepted in a positive way. Also, in this case positivity gives direct impact on the working pattern (Anguelov & Angelova, 2017). Environment of the organization should possess positivity so that the employees or the activities that are conducted can be accepted in an effective manner. If the organization structure is proper, then the change can be accepted in a successful way. It can also enhance the profitability from the change that is implemented in the organization. Organizational structure should be in such a way that the change can be managed and implemented. If the change is managed and implemented properly, then the employees working in the organization can perform their task in an efficient manner (Claassen, 2014).
Support plays a great role in managing the change. The organization should have a good support from each department, so that the change that is implemented by the organization can be taken into a positive way. The success can only be attained when there is a proper support from the top management. Support from the directors and managers are very essential to implement the change in the organization (Fullan, 2014). The commitment and support from the executive members like managers, directors, and ministers is an important factor which help the organization to implement and manage the change. If there is no support from the top management of the organization, then the change cannot be implemented in the organization. If there are many people from the top management who believes in the new vision, then the chances for the success can be enhanced (Hancock, 2016). If the employees who are working in the organization strongly support the change then the benefits can be attained by the organization. It is seen that the supportive team gives positive results to the organization. To implement the change in the organization, it is seen that support from the employees is a crucial aspect of the organization. Support is important so that the organization can easily accomplish the goals and objectives of the organization. For changing the operations of the business, it is necessary that proper acceptance should be there of the employees, so that the organization can easily attain the goals and objectives. The change that is implemented by the organization should be taken into consideration by the employees, so that the efficiency and productivity of the work can be maintained. Support is an important aspect that helps the organization to enhance its growth and also helps to assist the changes that are made by the organization (Santos & Quilliam, 2015).
There are various factors that are less influenced by the personal ability of the manager’s. The factors are
It is the main factor which is less influenced by the manager’s own personal ability. As it is seen that the vision is developed by the organization and the manager has no control over it. The vision is an important part of the organization. If the organization does not have vision then it can result in confusion and also gives wrong direction to conduct the operations of the business. It considers the plans and programs that are implemented by the organization (White, 2014). It is very difficult for the organization to operate its operations without vision, so it is established by the organization. Vision is considered as a great factor that is less influenced by the managers own personal ability. It provides direction to the employees, to work in an effective manner. If the direction is blurry, then it can be difficult for the employees to conduct the operations in the right direction. The vision helps to guide the behavior and also assist in decision making (Goodrum, Cleland-Huang, Lutz, Cheng & Metoyer, 2017).
It is the factor that is less influenced by the manager’s own personal ability. The organization goals and targets have no connection with the personal ability of the manager. The objective of the organization is not linked with the manager. The targets are decided by the organization (Lee, Park & Baker, 2017). It is seen that the manager keep on changing but the goals and targets of the organization do not change. Milestone is considered as a good management change practice that should be taken into consideration by the organization but it has no connection with the manager own personal ability. It can be said that the ability helps to attain the target of the organization, but the personal ability of the manager is not influenced. So, this can be a major factor that is less influenced by the manager’s own personal ability (Brazil, 2014).
Continuity of the organization has very less influence on the manager’s own personal ability. The working pattern of the organization has no relation with the personal ability of the manager. The manager has the ability to motivate the employee, so that they can perform their best to attain the goals and objectives of the organization (Camps, Oltra, Aldás?Manzano, Buenaventura?Vera & Torres?Carballo, 2016). They can motivate the employees by their ability but it does not influence the manager own ability. It is seen that for continuity it is important for the organization to attain the targets. So, by giving motivation the efficiency or the production capacity can be enhanced. It is the duty of the manager to motivate the employees, so that the activities of the organization can be accomplished in the proper way (Travaglione, Scott-Ladd, Hancock & Chang, 2017). Motivation can be given easily by the manager’s ability, but it does not influence the personal ability of the manager.
References
Anguelov, K., & Angelova, M. (2017, June). Challenges for Bulgarian Industrial Small and Medium sized Enterprises to manage change effectively. In Electrical Machines, Drives and Power Systems (ELMA), 2017 15th International Conference on(pp. 471-475). IEEE.
Beedles, M., & Bergin, J. (2017). Management matters: Are you neophobic or ready to manage change?. AJP: The Australian Journal of Pharmacy, 98(1161), 76.
Brazil, J. (2014). Security metrics to manage change. Network Security, 2014(10), 5-7.
Camps, J., Oltra, V., Aldás?Manzano, J., Buenaventura?Vera, G., & Torres?Carballo, F. (2016). Individual performance in turbulent environments: the role of organizational learning capability and employee flexibility. Human Resource Management, 55(3), 363-383.
Claassen, J. (2014). Manage change for success: opinion-challenge the status quo. The Dairy Mail, 21(1), 11-13.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John Wiley & Sons.
Goodrum, M., Cleland-Huang, J., Lutz, R., Cheng, J., & Metoyer, R. (2017, September). What Requirements Knowledge Do Developers Need to Manage Change in Safety-Critical Systems?. In Requirements Engineering Conference (RE), 2017 IEEE 25th International (pp. 90-99). IEEE.
Hancock, M. S. (2016). Going beyond to manage change. Healthcare Financial Management, 70(3), 28-29.
Hrebiniak, L. G. (2013). Making strategy work: Leading effective execution and change. FT Press.
Lee, J. Y., Park, S., & Baker, R. (2017). The moderating role of top management support on employees’ attitudes in response to human resource development efforts. Journal of Management & Organization, 1-19.
Pandey, S. K., Pandey, S., Breslin, R. A., & Broadus, E. D. (2017). Public service motivation research program: Key challenges and future prospects.
Santos, A., & Quilliam, W. (2015). An Overview of the Change Management Process and Examples of Software to Help Organizations Effectively Manage Change. GSTF Journal on Business Review (GBR), 4(1).
Travaglione, A., Scott-Ladd, B., Hancock, J., & Chang, J. (2017). Managerial support: Renewing the role of managers amidst declining union support for employees. Journal of General Management, 43(1), 24-32.
White, B. (2014). How can I support exiting employees?. Strategic HR Review, 13(3).
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