Defining Change Management - Free Essay Example

Sample details Pages: 5 Words: 1428 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Essay any type Level High school Did you like this example? Question 1- Two school of thoughts Change Management Schools of Thought School Describe two schools of thought that contribute to change in organizations. Approaches to accomplish structural change, technological change, and people change (self, team and organization). Contributions made from each school of thought to change of self, team, and organization. Factors that Drive Change Impede Change Design School Designing the school in systematic order like the ladders so one can step ahead and have no resistance Leaders can appreciate every one so that if individual has good sense of change so the team and so the organization Changing which encouragement can be positive and changes can be made very easily Changing with no support can be very difficult and may be sometimes dis respectful and unfair to employees Learning School Coaching must be given and should be up to date because decision making also changes with the time. Different thinking and the dreams which are unexpected can be held and come true easily as of the different thinking and complexity handling. Always learn from the every situation coming on the face and try to get lesson from every difficulty so that problems facing can be less stressful in future New structures are hard to apply so the structures with nothing systematic may suffer. Configuration School Structures can be made with a exploratory thinking Structures made can help out every one to easily get the steps of the system to change easily. Configurations are like the core of the changing the settings other system which can be helpful from the lower level of management to the upper with proper instructions etc If they are not been processed in steps then organization may fall in failure of change because of confusion Entrepreneurial School Leader can be made for the working of school in symmetry and the leader can select the good and bad for company and everyone has to obey it The selectiveness of leader can very successful and the company can reach the heights of assumption. Better results can be made if the vision of the leader is good and sense and adaptation is best. The thoughts of the one person are limited and can be easily adapted by everyone. TASK 2 2.1 Two reasons why people and two reasons why system resist change in organisation? People The loss of status and the job security in the organisation Some changes are harmful to our current situation and not even its our nature for making changes, so the change in administration and technology almost resisted because these changes will eliminate their jobs and their roles from the organisation. The climate of mistrust There is faith in the people who are working together. Mutual misunderstanding will blow up the whole organisation and this change result the failure of trust in the organisation. System Power People in power, they donà ¢Ã¢â€š ¬Ã¢â€ž ¢t want to lose their power easily. Control The employee in control of system also dnt want to loose their power so as to retain they have to take care of their system. Fear of unkown The changes which are not known are the most stress giving ones. The system is mostly afraid of these kinds of situations because the whole system disturbs by them. 2.2 5 Strategies to overcome situation of resistance of change Educate and communicate The anxiety can be reduced and ensure the people of what is happy and what is expected of people and support given to them in the time of change. The benefit is the keyword to craze people about doing change which is necessary and benefits only comes with the implementation of change. Participation Feeling of control reduces uncertainty and this will promote the feeling of the ownership. The change and encourage help to implement and design. Deriving themselves may also make them easy to change. Support and facilitate It is very hard to change while; work anxiety is the first emotion come over buy supporting people and encouraging them, training them, coaching them can reduce the resistance from the people mind involved in the changes. Agreement and Negotiate The powerful resistance may offer uncertain but in ret urn but in return you have to offer good for agreement to change. Negotiations may alert people to get their benefits or assume of getting benefits after the change. Manipulation If all the above are expensive and useless then this stage is the cheaper and best suited for every organisation, this is the quick stage and good way to negotiate. This include the like hood selectiveness of employee, the best way to get rid of unlikeness. 2.3One impact of change-related stress and ambiguity on each of the following: Stress- is an external and internal fact that causes tension and unconsciousness Individual Can reduce performance Sickness absence Misunderstanding with colleges Organisation Reduced staff performance Poor decision making Commitment to work will be so poor The absence level will be increased Turnover of staff will be higher The relation between workers will be so poor Team Loss of motivation and commitment Diminished retur ns because of working long hours Time keeping poor and erratic Conflicts between colleges in displaying the problems 2.4Three measures to remove or minimise negative aspectsof change-related stress and ambiguity Minimising Stress Individual Encouragement and discuss the stress with manager, in order for the action to be taken stress issues should or should not be work related. But those who either effect on the functioning needs support and help. Team Encouragement making good relation in between colleges understands each other; any conflicts can be solved by gathering and meetings. Organisation Managers and supervisors have to access the risk taking stress in companies and eliminate it. Managers should aware of every common sign of going or on-going stress, working it out and the solution for it. 2.5 Two methods to test for individual readiness to change in terms of positive and negative forces Change valance The more the organisation evaluate the change the more the they want to get involved to implement the change Change efficiency Task demand Resource availability Situational factors 2.6 Two ways to check the system readiness TheBest way of finding out the readiness of the system is to face the change of the one sector with change and then appraise the result with other department to know the variance and reaction which it is beginning to the system and then you can recognise what is need to be prepared to make it nominal. Task 3 Two schools of thought from Task 1 and Case Studies 1 and 2 as your reference when answering the following questions 3.1.1 Yeah! Ità ¢Ã¢â€š ¬Ã¢â€ž ¢s a very effective change management as they have chosen 15 department managers for the change and its very good as well because every manager has taken out his part and solved his one very carefully. They used two strategies to get the change Structure Planning In return of all They saved their Money Time Pre plans are made and helped them to get the change very easily. 3.1.2 15 departments were used and they all are working as a team as a team and thatà ¢Ã¢â€š ¬Ã¢â€ž ¢s awesome as a team work they can overcome their situation of internal communication. The projects were planned very easily and can be finished at time as well. Even if the organisation is in down turn still they have well satisfied team. But because of the limited resources and stubborn managers is only the narrow place to be successful in some situations. 3.1.3 They used the systematic order chosen the every department managers helped them to get the resolved very easily. The planning and structuring are very helpful for them as the managers are very smart they distributed their work as their roles and their needs and they resolve out every single problem as the ABC College is facing and they looks after the outcome of the organisation as well. The resolutionsinvolvedcultivating communication to duck overlapping jobs within the departments for which an IT system was installed. Reform of the Web site was also originated. Don’t waste time! Our writers will create an original "Defining Change Management" essay for you Create order Works Cited https://www.m-t-d.co.uk/blog/tag/how-to-overcome-resistance-to-change. (n.d.). www.m-t-d.co.uk/blog/tag/how-to-overcome-resistance-to-change. Retrieved from https://www.m-t-d.co.uk/blog/tag/how-to-overcome-resistance-to-change https://www2.pathfinder.org/site/DocServer/Organizational_Structure.complete.pdf?docID=323. (n.d.). www2.pathfinder.org. Retrieved from https://www2.pathfinder.org/site/DocServer/Organizational_Structure.complete.pdf?docID=323 www.d.umn.edu/~dfalk/hbse/matrix/orgresist.pdf. (n.d.). d.umn.edu/~dfalk/hbse/matrix/orgresist.pdf. Retrieved from https://www.d.umn.edu/~dfalk/hbse/matrix/orgresist.pdf: https://www.d.umn.edu/~dfalk/hbse/matrix/orgresist.pdf

Knowledge Is Power, And That s The Problem - 880 Words

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Reamers Guide And The Nohse Standards Essay Example For Students

Reamers Guide And The Nohse Standards Essay A Contrast and Comparison of Reamers Guide and the NOHSE standardsA lot of individuals are unaware of the presence of social workers in their respective Communities, and the variety of social work services provided by these individuals. While doing the interview with the Community Actions The Community Action Program Corporation of Washington-Morgan County, Ohio I was amazed at the complexity and of the number of human service programs in the local area. So many that I would guest that the question of ethics arises quit often. As a profession, social work has a long tradition with the concern of ethical dilemmas. The identification and resolution of ethical dilemmas is a foundation of social work education at both the undergraduate and graduate levels. Social workers in all occupational settings have been faced with daily ethical dilemmas. While the nature and complexity of these dilemmas have changed over time, modern-day social workers continue to struggle with difficult ethical di lemmas. In fact, all professionals, regardless of their profession, face ethical dilemmas. As a result, over time, each profession (i.e. social work, law, medicine, military, etc.) has developed a method for dealing with ethical dilemmas unique to their expertise. While there are several methods for dealing with ethical dilemmas, the most common and accepted method is the development and implementation of a professional code of ethics. The development of a code of ethics for the resolution of ethical dilemmas is instrumental in the development and recognition of a profession by society. Therefore, one of the key attributes of any profession is the development and implementation of a code of ethics. The National Organization for Human Service Education (NOHSE) developed the Ethical Standards of Human Services Professionals. Professional ethics are concerned with the correct course of professional actions when dealing with ethical dilemmas. Human Services ethics are designed to help human services workers decide which of two or more competing goals is the correct one for the given situational context. The decisions the human services worker makes may affect only a few, however, in some case their decisions affect a multitude of individuals. There is no sure way of resolving ethical dilemmas, however knowing and honoring the ethical standards will assist the human services worker in making decisions that will be of th e greatest benefit for the targeted population or client. The ethical standards of the human services professional are a set of fifty-four guidelines developed by NOSHE to outline the human service professional responsibility to clients. The purpose of NOSHE is to provide a medium for cooperation and communication among Human Service organizations and individual practitioners, faculty, and students. Improve the education of Human Service personnel, by fostering excellence in teaching, research, and curriculum development. Encourage support, and assist the development of local, state, and national organizations of Human Services. Sponsor forums via conferences, institutes, and symposiums that foster creative approaches to meeting Human Service needs. Frederic G. Reamer’s, Ethical Dilemmas in Social Service in comparison gives the human services professional a wide range of complex and controversial concerns in ethical theory and practice. Reamer discusses the ethical concerns involved in working with individuals and families, the desi gn and implementation of social welfare programs and policies, community work, and relationships with colleagues and employers. Although not part of the comparison between Reamers book and NOSHE I would also like to mention the National Association of Social Worker Code of Ethics mentioned in Reamers book. The purpose of this Code of Ethics is to establish that the human service profession has an obligation to articulate its basic values, ethical principles, and ethical standards. The NASW Code of Ethics sets forth these values, principles, and standards to guide social workers conduct. It is relevant to all social workers and social work students, regardless of their professional functions, the settings in which they work, or the populations they serve. It identifies core values on which social works mission is based, and summarizes broad ethical principles that reflect the professions core values and establishes a set of specific ethical standards that should be used to guide soci al work practice. It is designed to help social workers identify relevant considerations when professional obligations conflict or ethical uncertainties