Reflective Account For The Last 20 Years

Fincham and Rhodes (2005, p525) define change management as ‘the leadership and direction of the process of organisational transformation – especially with regard to human aspects and overcoming resistance to change’.

The key to effective change is identifying how different people perceive and adapt to change at all levels. Change management can be described as the development of new methods to improve the way in which an organization does business. I believe that change is the most important element in successful business management today. There are three ways of dealing with change: resisting, following, and leading. From my experience as a manager, you should always embrace a leadership role in managing change and understanding different approaches to change and why some individuals seem more receptive than others. One of the most important things that a manger can do is to alter/improve communications to leverage different

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

U.S. President, Harry S. Truman declared, “progress occurs when courageous, skillful leaders seize the opportunity to change things for the better” (as cited in Davis, 2012, para. 1). Change management is critical to an organization’s survival and prosperity. Organizations that are resistant to change will fail to meet the needs of their targeted markets and lose their competitive advantage. By utilizing Kotter & Cohen’s 8-step change model, change leaders can successfully implement a change initiative into their workplace culture. In an interview, Chief of Staff for Southern New Hampshire University, Mr. William Zemp, describes his role as a change leader for a government contract and how he utilized Kotter’s change model

Organizational change is the process of continuously adjusting an organization 's direction, abilities, and structure to meet the needs of their internal and external environments (Moran & Brightman, 2000). With the marketplace constantly changing, organizations are forced to find new and innovative ways to improve and grow to ensure long-term success. It has been argued that organizations will not survive in the long run if they do not accept and embrace change (Johnson, 1998). Furthermore, successful change cannot occur without people who are willing to take on a leadership role. If change leaders are not fully motivated, the change efforts will often fail. This is because organizational change is not something that happens overnight. It requires adequate time, passionate leaders, and a true desire to achieve organizational growth. Organizations must also be aware that there will always be resistance, which further increases the need for appropriate leaders to manage and implement the change. Throughout this paper, the importance of change leaders, different types of leaders, and the failure of change efforts will be analyzed and discussed in order to gain a deeper understanding of effective leadership in organizational change. As Moran & Brightman (2000) state, “organizations must prepare everyone for frequent change to ensure long-term growth and stability” (p. 74), and at the root of the change are the change leaders.

"Change is the only constant, we are told" in the twenty-first century marketplace(Ojala, 1997, p.1). In order for many companies, organizations, or institutions to stay competitive in their fields, they must be prepared for change and the effects of that change. According to a 1994 American Management Association and Deliotte & Touche LLP study "approximately 84% of American companies" are experiencing some type of change (Carson, 1998, p.1). Change management helps companies predict, institute, guide, facilitate, and evaluate change. Change management is "the focus of the change project (or initiative), whether it be to bring about alterations at the individual, group…or organizational level"(Henderson and

Business organization faces major changes in their operations environment, from new technologies, applications and processing. With successful changes, interaction and participation from the people that remains involved in the change, called change management. Change management is, therefore, a very broad field, and approaches to managing change, vary widely, from organization to organization and from project to project. Although, change management focuses on the people, whereas, it ensures that changes are thorough, smooth and implemented. There are three articles that I came across that was very enlightening on change management and organizational Leadership.

Change management is an approach ofmodifying people, teams and organizations from the present status to a future preferred status in order toimplement a certain strategy. It is an essential function in any project of an organization because it continuously enables an organization to stay current with other organizations in the marketplace. Change is essential for every organization. In order to achieve desirable utility change must be effective, successfuland most importantly sustainable (Jack Walker et al, 2007). Change management involves detailed planning and effective implantation of the change as well as in depth discussionand inclusion of the people who would be affected by the scheduled change. For change to be effective it should sound realistic, measurable and achievable.For an organization to always adapt to the competitive market environments, change management should be permanent business function that will improve the organization productivity and increase profits.

Change management is an approach of modifying people, teams and organizations from the present status to a future preferred status in order to implement a certain strategy. It is an essential function in any project of an organization because it continuously enables an organization to stay current with other organizations in the marketplace. Change is essential for every organization. In order to achieve desirable utility change must be effective, successful and most importantly sustainable (Jack Walker et al,). Change management involves detailed planning and effective implantation of the change as well as in depth discussion and inclusion of the people who would be affected by the scheduled change. For change to be effective it should sound realistic, measurable and achievable. For an organization to always adapt to the competitive market environments, change management should be permanent business function that will improve the organization productivity and increase profits.

In competitive world, nowadays, managers play a crucial role in remaining operations of companies. With increasingly rapid changes in the technology, culture and economy, a manager is put on a lot of pressure to ensure that the company is run in an effective way. A successful manager operates as catalysts, enablers, developers and coaches to help others make decisions instead of making them all themselves (Mitch McCrimmon, 2010). As Dario Priolo (2011) said, an "effective" manager takes responsibility for ensuring that each individual within his department succeeds and that the team or business unit achieves results. Successful managers require both talent and skill. Managerial skills can be developed through training,

Change management is a structured process of leading people utilizing tools and processes to implement change (Change management: the systems and tools for managing change , 2015) within an organization in response to internal or external factors. Change may be in response to new technology, governmental regulations, market trends, the need to increase capabilities, or the failure of an organization to meet Quarterly financial goals (Anderson & Ackerman, 2001). Katzenbach (1995) list three elements that change leaders master with bringing about change in an organization. These elements are organizational synergy, understanding that market environment, and projecting the competitor’s capacity and intentions

Change Management is a common word in today’s business environment. With continuously evolving business goals and strategies, change is inevitable and managing change is essential. It is important to understand what it is and how to use it to be effective in the discipline. Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented and for achieving lasting benefits of change. The change management focus is on the wider impacts of change, particularly on people and how they, as individuals and teams, move from the

Change management is the application of a structured process and set of tools for leading the people side of change to achieve a desired outcome. Change management emphasizes the “people side” of change and targets leadership within all levels of an organization including executives, senior leaders, middle managers and line supervisors. When change management is done well, people feel engaged in the change process and work collectively towards a common objective, realizing benefits and delivering results.

Margaret Rouse defines change management as a "systematic approach to dealing with change, both from the perspective of the organization and on the individual level.” (Rouse)

Change Management can be explained as the process of implementing a ‘Change’ in any organization to meet or satisfy various constraints. Change management constitutes three aspects to deal with: adjusting to change (-building up an organized methodology for reacting to change requests in any Organizations), controlling change and effecting Change (-Organization ought to have the capacity to inspect the "change" proposed and focus the impact the change will have on the task in general before permitting the change solicitation to be actualized.).