Changing Managerial Role- Perspective of Organizational Behaviour
* Changing Managerial Role
Change Management is an approach to shifting/transitioning individuals, teams and organizations from a current state to an anticipated upcoming state. It is an organizational process meant to helping change stakeholders to accept and embrace changes in their business environment or individuals in their personal lives
“It’s not so much that we’re afraid of change, or so in love with the old ways, but it’s the place in between that we fear… it’s like being between trapezes. It’s Linus when his blanket is in the dryer. There’s nothing to hold on to.”
- M. Ferguson
“People don’t buy what you do; people buy why you do it”
-Simon
According to Former secretary of Education, USA “Richard Riley”
The top 10 demanded jobs in 2010 did not exist in 2004
In order to solve problems, we don’t even know our problems yet
So what does it all means?? Shift Happens
Pre-Requisites of CHANGE * Vision: Develop, articulate and communicate a shared vision of the desired change * Need: A compelling need has been developed and is shared * Means: The practical means to achieve vision: planned, developed and implemented * Rewards: Aligned to encourage appropriate behavior compatible with vision and change * Feedback: Given Frequently
An effective CHANGE sponsor must have * Power: to legitimize change * Pain: Personal Stake * Vision: Total in-depth view * Public/Private Role: Commitment and ability to support change publicly/ meet privately with agents * Performance Management: Ability to reward/confront * Sacrifice: Pursue change despite personal price
* Concepts about Changing Managerial Role
There are few concepts regarding changing managerial role in this article which are
“Significant changes in context and relationships between CE/corporate board, investment managers, analysts, bankers, PR, auditors, lawyers, employees, the press and regulators”.
It means that the changes in relationship
Change Management is an approach to shifting/transitioning individuals, teams and organizations from a current state to an anticipated upcoming state. It is an organizational process meant to helping change stakeholders to accept and embrace changes in their business environment or individuals in their personal lives
“It’s not so much that we’re afraid of change, or so in love with the old ways, but it’s the place in between that we fear… it’s like being between trapezes. It’s Linus when his blanket is in the dryer. There’s nothing to hold on to.”
- M. Ferguson
“People don’t buy what you do; people buy why you do it”
-Simon
According to Former secretary of Education, USA “Richard Riley”
The top 10 demanded jobs in 2010 did not exist in 2004
In order to solve problems, we don’t even know our problems yet
So what does it all means?? Shift Happens
Pre-Requisites of CHANGE * Vision: Develop, articulate and communicate a shared vision of the desired change * Need: A compelling need has been developed and is shared * Means: The practical means to achieve vision: planned, developed and implemented * Rewards: Aligned to encourage appropriate behavior compatible with vision and change * Feedback: Given Frequently
An effective CHANGE sponsor must have * Power: to legitimize change * Pain: Personal Stake * Vision: Total in-depth view * Public/Private Role: Commitment and ability to support change publicly/ meet privately with agents * Performance Management: Ability to reward/confront * Sacrifice: Pursue change despite personal price
* Concepts about Changing Managerial Role
There are few concepts regarding changing managerial role in this article which are
“Significant changes in context and relationships between CE/corporate board, investment managers, analysts, bankers, PR, auditors, lawyers, employees, the press and regulators”.
It means that the changes in relationship