Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
.....change management for any leader.The most important feature of change management for any leader is the alignment of company culture and its behaviors to suit desired outcomes. Therefore, change management depends on setting strategic goals and objectives first, and then managing change incrementally. As Jones, Aguirre & Calderone (2014) put it, "plans themselves do not capture value; value is realized only through the sustained, collective actions" of the organization's members. This is especially true in large organizations, but change management strategies and philosophies apply to organizations of all sizes and types.
When leaders are managing long-term major changes in their organization, they may need to keep in mind the four types of organizational change: scale, magnitude, duration, and strategic importance. The scale of the change determines whether it affects the entire organization or only one department. The magnitude of the change refers to the degree to which the change veers from the status quo, and in what way. The duration of the change could be short-term or long-term, and its strategic importance can be relatively small or it could also mean the life or death of the organization.
When a leader focuses on the alignment of culture with change outcomes, the steps in change management can be clarified. The change management team can work at the pragmatic issues like uncovering training needs, new systems, or new technologies. Every layer and element of the organization needs to work together on the change, because alignment is thorough. The leader has to identify conflicts and resistance to change early in the process to minimize problems and maximize the achievement of change goals.
2. Discuss the significance of employee involvement in the change process.
Even when the change occurs from the...
As Jones, Aguirre & Calderone (2014) point out, "companies will reap the rewards only when change occurs at the level of the individual employee." Most significant change transforms organizational culture on a meaningful level. Employees need to be made aware of the big picture issues as early as possible, because those big picture issues invariably affect their daily lives, their workflow processes, and the methods by which they achieve their own goals. Even when employees are relatively removed from the change process, they will be affected in other ways, such as through alterations in organizational structure that can make the workplace either more or less pleasant for some workers. In some situations, employees can be empowered to lead change in their specific areas of expertise. When employees need to adapt to a new system or regulatory environment, their input into guiding a smooth change process can be invaluable. A leader that does not actively solicit employee feedback during the change process is either missing out on the opportunity to maximize the value of the change, or committing a potentially fatal error. The change leader can involve employees in other ways, too, such as by maintaining open lines of communication.
3. How can items like work design, job descriptions, and a clear stated vision aid in the change management process?
Organizational change leaders often underestimate things that seem unrelated to the change itself, such as work design. However, detailed job descriptions and a clear stated vision can smooth the change process considerably. Work design is an integral facet of organizational culture. If the change process entails shifting from a hierarchal or bureaucratic structure…
Organizational Motivation Leadership Effective and positive leadership is a basic foundation for any administrative institution to yield good results and therefore cause a great impact. In this study we base our focus on a critical organization which is the infant daycare. Infant daycare organization Infant daycare centers are organizations that focus on the welfare of the child by providing care while the parent goes to work or gets engaged in other activities that may
Organization Change - Leveraging Power & Influence in Change Management Leveraging Power & Influence in Change Management Change is the only inevitable factor within any organization in the contemporary society. The changes that take place in line with the Human Resources as well as the technology are so rapid that to stay relevant, each organization must of necessity keep up-to-date with the changes that are relevant to the organization. However, to have
Organizational Change Management Plan The pervasive adoption of home care treatment programs over their more costly and less flexible institutionalized counterparts is forcing rapid change throughout the healthcare industry. Many of these changes are predicated on serving the patient more effectively, and this often encompasses their treatment programs, the level of patient satisfaction attained with their remote care, and the effectiveness of remote support and treatment from trained healthcare professionals. Telemedicine's
Change Management Organizational Change Organizational change aims at ensuring that the implementation of changes in an organization is smooth and successful. Moreover, it ensures that the benefits of these changes are achievable (Burke 2010). The introduction of social media and technology has recently had much effect on business in the recent past. Accessing information by the organization is easier nowadays thus; the need for introducing changes to business to cope with the
Organizational Change Plan Part II Change Methods The modern world demands for organizational change. Hospitals in particular need change to handle the growing problem of elopement or, intended leaving of a medical facility after person is aware of not having permission to do so. Organizational change to solve such a problem can come from several areas. Some of which may involve new leadership or new ways to assess any changes throughout the
This is significant, because the author cites studies that indicate how organizations that have a high degree of transformational leadership skills throughout each layer of their companies are much more adept at transforming all forms of knowledge into an ongoing competitive advantage and competitive strength. By making the commitment to an ongoing leadership development program, the author contends that a knowledge-based organization emerges that is capable of interpreting and