As a multinational corporation it is imperative that the organization have a procedural plan for the implementation of a successful and sustained method for change when the need arises. This procedural document will provide a strategy for a model of change that can be a successful tool for you. Based on the results of research it is clear that a company’s ability to compete in this ever changing dynamic of the 21st century comes down to the ability to adapt and adjust to changes at all levels of the organization.
Before detailing the method by which the implementation of changes should occur, this document will discuss situational reasons for the changes that result in the need for organizational change. There are many factors that may cause …show more content…
701). 1. Identify the change, 2. Implement the change and 3 reduce resistance to change. One of the most important aspects of any change initiative that is often not found in any models of change (Mariana & Violeta) is a step of reducing resistance to change.
The following measures can be used for this aim. Providing everyone involved with a clear and concise intent of the purpose of the change is the first step to efforts to reduce resistance (Burge, 2008). Being open and honest with employees about the desired outcome of the change can reduce fears. Thirdly, creating an effective and easy to maintain process is essential in reducing fears (Burge, 2008). And the last step for reducing resistance to change noted by Burge (2008) was to create an environment where feedback is encouraged.
In conclusion applying the ADKAR method with the soft approach models discussed in this procedural document are tools that I believe will improve your efforts to implement desired changes in the organization. Resistance to changes can be mitigated with the above mentioned approach. In times of immediate need for change the process defined above can be beneficial for the implementation of changes that are
Before detailing the method by which the implementation of changes should occur, this document will discuss situational reasons for the changes that result in the need for organizational change. There are many factors that may cause …show more content…
701). 1. Identify the change, 2. Implement the change and 3 reduce resistance to change. One of the most important aspects of any change initiative that is often not found in any models of change (Mariana & Violeta) is a step of reducing resistance to change.
The following measures can be used for this aim. Providing everyone involved with a clear and concise intent of the purpose of the change is the first step to efforts to reduce resistance (Burge, 2008). Being open and honest with employees about the desired outcome of the change can reduce fears. Thirdly, creating an effective and easy to maintain process is essential in reducing fears (Burge, 2008). And the last step for reducing resistance to change noted by Burge (2008) was to create an environment where feedback is encouraged.
In conclusion applying the ADKAR method with the soft approach models discussed in this procedural document are tools that I believe will improve your efforts to implement desired changes in the organization. Resistance to changes can be mitigated with the above mentioned approach. In times of immediate need for change the process defined above can be beneficial for the implementation of changes that are