Implementing Change Paoer
JOHN DOE
2/24/11
Implementing Change Paper
HCS/475 Leadership and Performance Development
When trying new things in an organization it may be difficult to achieve since everyone is set in their ways. Mishaps and complication can be reversed by having a manager know the role and responsibilities before allowing the change. It can really separate how change is successfully done or lead to failure. The manager must know what areas need to be changed and what needs to be left alone. They also need to know how to handle situations when or if staff is resistant with the change. Using processes such as assessment, planning, implementation, and evaluation help management help staff in adapting to change and focus on areas that are important. A good manager and organizations success relies on how well the manager can succeed with the change with no disruption of the staff.
The manager must know the three distinct categories when implementing change. First there will be change in people; this is how people relate to each other and how implementing a change would affect how the organization functions more efficient with the change. To have this done the manager must relay the message of why the change is necessary to the organization. The information given must be instructions and details of what changes are being made and left no detail for staff to allow the change.
It is important for the manager to recognize how the staff feels. Even though the manager may not see the signs of change they should put themselves in the shoes of the staff to make sure how they feel about the change. In order to implement a successful change everyone in the organization must understand the change and see what benefits it has as opposed to just being defiant. If everyone understands the positive benefits it may have for them and for the organization they will respond positively to the change. The second area where change can occur in an organization is in the
2/24/11
Implementing Change Paper
HCS/475 Leadership and Performance Development
When trying new things in an organization it may be difficult to achieve since everyone is set in their ways. Mishaps and complication can be reversed by having a manager know the role and responsibilities before allowing the change. It can really separate how change is successfully done or lead to failure. The manager must know what areas need to be changed and what needs to be left alone. They also need to know how to handle situations when or if staff is resistant with the change. Using processes such as assessment, planning, implementation, and evaluation help management help staff in adapting to change and focus on areas that are important. A good manager and organizations success relies on how well the manager can succeed with the change with no disruption of the staff.
The manager must know the three distinct categories when implementing change. First there will be change in people; this is how people relate to each other and how implementing a change would affect how the organization functions more efficient with the change. To have this done the manager must relay the message of why the change is necessary to the organization. The information given must be instructions and details of what changes are being made and left no detail for staff to allow the change.
It is important for the manager to recognize how the staff feels. Even though the manager may not see the signs of change they should put themselves in the shoes of the staff to make sure how they feel about the change. In order to implement a successful change everyone in the organization must understand the change and see what benefits it has as opposed to just being defiant. If everyone understands the positive benefits it may have for them and for the organization they will respond positively to the change. The second area where change can occur in an organization is in the