Contemporary companies exist in a state of constant change. Globalization, outsourcing, mergers, acquisitions, new technologies and new processes are all common issues companies must face as they evolve. The ability to manage change determines survival and success of all modern businesses and we strive to ensure our continued success by learning from the lessons of companies that did not embrace the communication and change process. Change management is the process of planning and coordinating the implementation of all changes through individuals, teams, and organizations. This process is defined as problem solving which is a transition from the problem state to the coveted outcome. Managing change is therefore the process we will implement
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They are unfreezing, change, and refreezing.(Rapidbi, 2014) The primary purpose of change management is verifying changes in assets, personnel, and operations are evaluated and controlled to ensure that the environmental and personnel risks arising from these change are controlled. Our goals and organized change metrics will maximize the opportunities presented by the proposed change, take full advantage of employees’ productivity and suggestions, help the employees prepare for change, and make sure they are engaged with change process. Unfortunately, many organization’s members will often resist change. As creatures of habit, we are generally satisfied with the status quo, and will tend to initially resist change, but this resistance to change is spurred by some internalized reason, and as such, its cause is our responsibility to define and …show more content…
We must not allow ourselves to incorrectly assume that communications is a staff function, something for our human resources or training departments to fulfill. Communications must be the priority for all of our managers at every level within our organization. We must perceive that communications before, during, and after change process is not a directive or one-way communication pathway. In reality, it must be two-way, providing both information to the employees and opportunities for the employees to express their concerns and opinions about the change and implementations. Communication will move employees in an organized way to change acceptance and engage the change as a unified team. Successful change management depends on teamwork and communication with the employees involved in the change process and leadership with a vision that will enable the process rather than dictate the process. Employees only work effectively when they are allowed to participate in the organization and they can only participate if they are fully informed. They must know the intention of the change; they need to feel secure in their concern such as: job security, benefits, compensation, and advancement. Transformation will be impossible unless all those in the organization are willing to help, to include making short-term sacrifices; however, employees will not
They are unfreezing, change, and refreezing.(Rapidbi, 2014) The primary purpose of change management is verifying changes in assets, personnel, and operations are evaluated and controlled to ensure that the environmental and personnel risks arising from these change are controlled. Our goals and organized change metrics will maximize the opportunities presented by the proposed change, take full advantage of employees’ productivity and suggestions, help the employees prepare for change, and make sure they are engaged with change process. Unfortunately, many organization’s members will often resist change. As creatures of habit, we are generally satisfied with the status quo, and will tend to initially resist change, but this resistance to change is spurred by some internalized reason, and as such, its cause is our responsibility to define and …show more content…
We must not allow ourselves to incorrectly assume that communications is a staff function, something for our human resources or training departments to fulfill. Communications must be the priority for all of our managers at every level within our organization. We must perceive that communications before, during, and after change process is not a directive or one-way communication pathway. In reality, it must be two-way, providing both information to the employees and opportunities for the employees to express their concerns and opinions about the change and implementations. Communication will move employees in an organized way to change acceptance and engage the change as a unified team. Successful change management depends on teamwork and communication with the employees involved in the change process and leadership with a vision that will enable the process rather than dictate the process. Employees only work effectively when they are allowed to participate in the organization and they can only participate if they are fully informed. They must know the intention of the change; they need to feel secure in their concern such as: job security, benefits, compensation, and advancement. Transformation will be impossible unless all those in the organization are willing to help, to include making short-term sacrifices; however, employees will not