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Component of Modern OrganizationsChange is a common component of modern organizations. How do leaders determine when change is necessary? Is there a specific time and place for change, or should change be continuous? Why?
Change is a crucial component of the organizational growth process. Therefore, it is crucial for an organization to take inventory and initiate change where needed. However, at times it could be challenging to determine when the organization needs change, especially for large companies where change may be difficult to execute (Burnes, 2004). Even when the change is difficult, it is important for leaders to revitalize their organizations and bring about enhanced productivity as well as growth. Against a backdrop of increasing deregulation, globalization, the rapid pace of technological innovation, a growing knowledge workforce, and shifting social and demographic trends, few would dispute that, today, the chief task of the management is the leadership of organizational change. Because the need for change tends to be unpredictable, it if often reactive, discontinuous, ad hoc and normally sparked by the organizational crisis (Burnes, 2004).
Leaders use two main steps to determine when a change is necessary. First, they look at the organization's goals and mission statement....
Later, they establish whether what they are doing matches what the organization desires to do (Burnes, 2004). If not, the leaders must decide whether they would expand their mission or cut the extraneous products. This involves examining the current work procedures, policies, processes, and equipment. For instance, if the current items have been in use for a period longer than five years, the leaders must consider initiating changes to reflect emerging technology, cultural changes, and market trends.
Secondly, the leaders will talk to the employees. During these discussions, the leaders will ask for suggestions, ideas, and inputs. They must be willing to listen to the problems or complaints affecting their daily responsibilities. Ideally, the leaders will discuss their findings with the managerial team and the financial officers. During this meeting, they will gather input on how introducing change might affect the organization's financial health and other impacts. Often, the leaders will weigh the advantages and disadvantages carefully before making the choice to introduce change (Cameron & Green, 2012).
Many different models for change management and change leadership are used within strategic planning. Which of these models do you believe is the most effective for use in the…
and, as in each of the other stages, constantly paying attention and reacting to the problems people bring up. (the role of leadership during change) Change Management Theories: The process of change has been described to have three fundamental phases: unfreezing, changing, and re-freezing. This view is based mainly on Kurt Lewins' assumption of the systems theory of homeostasis or dynamic stability. (Change Management 101: A primer) Change management theories are
Managing Changing Managing Change reflect critically personal perspective philosophy managing change changed ( ) semester Drawing learning experiences semester (group case study, relevant change management theory, reflections relevant personal experiences organisational change), reflect critically personal perspective philosophy managing change changed ( ) semester. Managing change The world we are living in is always changing. The nature of the business world today is very different than the way it was decades ago. Change is inevitable.
Change Management Change as a dynamic process The adopted approaches in the development of change process The elements of the change management models The Measurement Constructs Tool Components of the constructs tool Guidelines for the Questions asked This paper discusses the concept of change management using various parameters. It does this through a development of personal management theory. The change management model is used to provide change management agents with a model that is both structured and
They will look to the leadership for answers. The articulation of a formal case for change and the creation of a written vision statement are invaluable opportunities to create or compel leadership team alignment" (Jones et. all, 2004). Furthermore, there are three steps that must be followed in order to be successful with applying this principle: Confronting reality and articulating the need for change, in order to convince each individual that
Software quality management, compliance, and collaboration across the entire organization also need to be integrated at the process and role level with the LMA supply chain. As the LMA supply chain is very unique in that it specifically deals with prototypes often that are under covered under security guidelines and clearances, there needs to be continual focus on change management and task ownership in this area as well. For
In conclusion the Interpreter role would need to define the extent, interaction and depth of internal and external forces as exemplified by the growing acceptance of the SaaS platform by enterprise software purchasers. The competitive threat of SaaS would also need to be kept in context as well, as SaaS has the limitations of a lack of security as it is entirely stored on the Internet, and also has