MGT 311 Reflection Summary
Reflection Summary Week Five
MGT 311
Susan Mills
Reflection Summary Week Five Team The last week of class team C found it very informative with the two major topics of the week. Methods of managing change and diversity are very important to companies and are part of the foundation for successful companies.
Methods to Managing Change
Two change management theories outlined steps to take when implementing and managing change. Kurt Lewin’s model established three steps, 1) unfreezing, 2) movement, and 3) refreezing. Lewin’s theory addresses the tendency for people to stay in their comfort zone, unwilling to change (frozen). Motivation and encouragement through leadership enables people to unfreeze and move forward toward …show more content…
The first step involves communicating and convincing employees that the change is critical to the sustainability of the company, reachable, and for the best of everyone. Step two is to gather a team of respected leaders. Step three involves building a clear vision of the change and the situation that will help the company and its employees. Step four communicates that vision with leadership team as role models. Step five is the enabler for employees to change in accordance with the vision through short-term goals. Step six recognizes the improvements and reassessment of changes to make adjustments as needed. The last step reinforces change by instilling the change into the organizational culture, processes, and procedures (Robbins, 2011).
Generally, the implementation of change is for the good of the organization. However with change comes resistance. There are two major forces for resistance to change; individual and organizational. A few individual forces of resistance would include:
• Habit – the forced change of an individual’s programmed responses or customary …show more content…
The purpose of the task group is to gather and provide information of all types as it relates to the concerns of each employee for as long as needed. This group could consist of not only human resources and management staff but also employees more comfortable with implementing the upcoming diversity changes. Clear communication to the staff of the criticality for the change is an important step in managing change successfully. Additionally, outlining financial and nonfinancial incentives that highlight career advancement, professional development opportunities, and potential financial benefits to the organization and employees helps the company implements programs that fosters, celebrates, and takes advantage of diversity as a competitive advantage and company
MGT 311
Susan Mills
Reflection Summary Week Five Team The last week of class team C found it very informative with the two major topics of the week. Methods of managing change and diversity are very important to companies and are part of the foundation for successful companies.
Methods to Managing Change
Two change management theories outlined steps to take when implementing and managing change. Kurt Lewin’s model established three steps, 1) unfreezing, 2) movement, and 3) refreezing. Lewin’s theory addresses the tendency for people to stay in their comfort zone, unwilling to change (frozen). Motivation and encouragement through leadership enables people to unfreeze and move forward toward …show more content…
The first step involves communicating and convincing employees that the change is critical to the sustainability of the company, reachable, and for the best of everyone. Step two is to gather a team of respected leaders. Step three involves building a clear vision of the change and the situation that will help the company and its employees. Step four communicates that vision with leadership team as role models. Step five is the enabler for employees to change in accordance with the vision through short-term goals. Step six recognizes the improvements and reassessment of changes to make adjustments as needed. The last step reinforces change by instilling the change into the organizational culture, processes, and procedures (Robbins, 2011).
Generally, the implementation of change is for the good of the organization. However with change comes resistance. There are two major forces for resistance to change; individual and organizational. A few individual forces of resistance would include:
• Habit – the forced change of an individual’s programmed responses or customary …show more content…
The purpose of the task group is to gather and provide information of all types as it relates to the concerns of each employee for as long as needed. This group could consist of not only human resources and management staff but also employees more comfortable with implementing the upcoming diversity changes. Clear communication to the staff of the criticality for the change is an important step in managing change successfully. Additionally, outlining financial and nonfinancial incentives that highlight career advancement, professional development opportunities, and potential financial benefits to the organization and employees helps the company implements programs that fosters, celebrates, and takes advantage of diversity as a competitive advantage and company