Implementing change Essay

Managers be entrusted with a leadership role for an organization with an film to set out objectives and create the right environment and effective techniques to fulfil those objectives. There ar supposed to come up with creative suppositions on the transpose needed in the organization and how that diverge should be employ with minimal difficulties while at the same time reaping maximum bene exits from the smorgasbord. A conductors role and responsibility in implementing change unriv every(prenominal)ed major step towards achieving this is of course by means of having a very lead sense of goals.When the management is supply with a clear sense of goals and objectives, past it will be assertable for an organization or an ecesis to contrive a new bearion. The manager is important at this stage. He or she is responsible for coming up with specific objectives and determining what direction the institution is supposed to take. It is commanding that the leader or in this case the manager learn to be patient because in m any(prenominal) cases change demands patience. As a manager, one should be well informed on his or her squad so as to have a good noesis on which members arsehole be best used. Banutu & Banutu 2003)The task of management in times of implementing change demands good communication skills. One of the managers main tasks is relaying ideas, mission, goals, and objectives of the institution to the subordinates. It is therefore important that the manager is skilled in communication so as to effectively hammer the point home. profound communication skills are two way. The manager should overly be a good observer and listener so as to understand any information or feedback that may be coming from the team members.Managers should also propel as role models to their team by for instance put an example of sacrifice. To make the puzzle out of change easier, the managers port should provide a model for motivation. He or she should be ste rilise to listen to team members, respect them, delegate some powers to them, and assist them. such(prenominal) characters and actions go a long way in motivating the team and elevating their interest to the task at hand. Team members are non alone inspired with a mission but also motivated to take up novelty and new ways of ciphering.For a change process to be successful, the manager is supposed to build trust among group members and ensure that they think and work as a unit as opposed to operative as individuals. The manager should be able to nurture intimacy among members, demo self confidence, integrity, and honesty. He or she should be able to connect genuinely life personal experiences with transformational requirements or behaviors of the institution. The manager should have a industrial-strength sense of involvement with the team and its activities. This way, the influence process becomes easier and more effective.It is imperative the manager fully understands the ta sk ahead and relays that to the subordinates. This attribute should be match with high level commitment to the institution. Integrity and consistency are preponderant in the change process if the laid down objectives are to be realized. (Banutu & Banutu 2003) Handling supply confrontation to change One of the most commonality characteristics in the change process is resistance towards change by members of the organization. though resistance to change is mainly viewed negatively, it can have positive outcomes too.For instance, module resistance can lead to a functional involution. This sought of conflict stimulates a healthy debate among members and the leadership as well. Such a debate sheds light on the various faces of change and ultimately leads to a better decision in the end. Staff resistance though could act as a major obstacle to an organizations sideline to achieve change and progress. If the supply is adamant to change its mindset to fit and adapt with changing time s, and so the organization will experience difficulties adapting and achieving progress.Managers are supposed to come up with ways to deal with provide resistance and ensure that the faculty is collaborative instead of the other way round. (Kelly 1992) communicating with staff members is a significant step in dealing with resistance. The leadership should take its time in demonstrating the logic of change to the staff and delineate rid of any chances of misinformation or mis sagaciousness. As indicated earlier, involvement of the staff in decision making is a beneficial tactic in ensuring that staff members not only implement change but also see as being a part of it.This reduces the level of resistance, increases the change property of the staff, and achieves commitment from the staff. The manager can also provide individuals who can bring off and manage change activities or act as one. The manager or the change agents can offer facilitation and support to staff members so t he idea of change and its developed implementation can be easier and more understandable. (Holton 2003) some other method through which managers can avert potential resistance is through negotiation with the staff. The management can offer the staff something like a reward in exchange of lessened resistance.The manager should however be wary of blackmail because some staff members may take rein military unitment of this and demand rewards in any event of a change process. When unmortgaged strategies fail or deemed unreliable to avert staff resistance, the manager can use cooptation and manipulation techniques so as to achieve his or her ends. making facts pay heed appealing more than they really are and hatching force rumors can get the staff to accept change and actually look forward to its implementation. The personalities leading the resistance can be bought off by the manager by offering them important positions in the change process.They are made to feel as if they prosec uted in opposing change but in actual sense the plan goes unhitched. The last prank on the book is the use of coercion. The manager gives direct threats to the staff members and applies direct force. Other measures include transfer of members, demotion, poor letter recommendation, or outright firing. It is important that the staff understands they are not indispensable as the change that the organization is seeking is more important than an individual career. (Bass & Avolio 1994) Steps of the change processThe management with the collaboration and active participation of the staff should engage themselves in assessing the organizations goals and objectives. There should be an extensive understanding of why the organization is taking the change path and how well equipped it is to actually implement its objectives. In the event that the management feels time is not ripe for a particular change process to be initiated, then it can be shelved until the right time comes. The management should put all facts on the table and analyze them before it starts to implement them.All possible scenarios to the process should be considered. In the preparation process, it is important that the manager ensures that staff members fully comprehend the plan ahead of them. It is also important that staff members are to a certain level involved in the process. The reasons for utilise participation, as discussed earlier, is to gain the collaboration of the staff and reduce chances of resistance. Carrying out the actual change process calls for dedication from everyone involved. Any challenges such as staff resistance should be dealt with swiftly.During the evaluation, the management should go back to the aims and objectives outlined during the planning process. External evaluators should be invited so as to avoid any chances of bias. (Banutu & Banutu 2003) closing Only one thing is certain in any prescribe and that is change. Organizations, just as human beings, are in a process of change. It is up to the management to ensure that this is change is to the positive. The modern world is characterized by cutthroat competition and there is no room for being stagnant.