Organizational Change

Primarily, when it comes to motivating change, it is done through creating keenness for change, and overcoming the powerful opposition to change. This activity helps an organization make its members more aware and become convinced of the change process that is taking place within. The activity also helps by measuring the member’s alertness, or readiness, for change and then conquering resistance to change through effectively providing the members with empathy and mutual aid. It is a proven fact that when managers of organizations take the time to learn how people experience changes, and communicates with the employees it reduces any fear that they may possibly endure. Involvement of organization’s management and employees can help with …show more content…
Management runs into trouble when they have groups that have different preferences, interests, and outlooks on things. Some key factors that managers must take in to play when planning for political change are the influence of taxes, war, and stocks. These factors play major roles in not only the executive government’s politics but in the local business realms as well. Managers must manage the dynamics of politics which change through analyzing the change leaders command, identifying target stakeholders that have very high interest in making a change, and having the power and knowledge of influencing stakeholders who resent change and encourage them to make a …show more content…
That’s where sustaining momentum becomes a key priority for management; it is the last process of many in the change process for management. It’s all about providing personal and financial resources needed for any change that is brought up to gain a better understanding and performance during an organizations transition period. Organizational change can create a tension amongst the employees within itself, that’s when the managers are responsible for building a support system. To sustain momentum, managers are responsible for developing any new skills and competencies needed through change by assessing the members of the organization to see what they’re knowledgeable of and where they can improve so the change can take a full successful turn. Sustaining can be seen as keeping a company from going back to the old ways while the change process works itself in. A problem many organizations face is when the people who are responsible for enforcing the change get burned out and stop encouraging the change. HR (Human Resources) helps with this by supporting the leaders with what they need to enforce the change. Most times the trainers of the change need somewhere to vent, and exchange ideas with other trainers to gain a better understanding so they can spread the knowledge to the members of the organization. Ultimately when the leaders of