week 4
Roles of Managers and Individuals
MGT/426
Roles of Managers and Individuals
Managers and lower level employees have different objectives and responsibilities within an organization. Ultimately managers and employees work towards a similar general goal of completing tasks to generate more revenue for a business. Having a successful business relies on more than managers and employees oiling the wheel of change. A fruitful business also depends on two change agents; human and non- human change agents. When combating change it can be difficult for managers to overcome confrontation and find supportive avenues to unexpected problems. However, by understanding, factoring, implementing and utilizing the change management process will help ensure the success of any business when change is in demand (Akin, Dunford, & Palmer, 2006).
Phase 1: Change Management Process
There are three phases to the change managements processes: preparing for change, managing change, and reinforcing change. When an organization is ready for change they first need to prepare for change. When preparing for change managers need to define their change management strategy. For instance, if an organization is experiencing a rapid growth within the business they need to plan on how to grow the business quickly and effectually. Next are meeting, communication, and preparing the management team for the change. This step is important while in the preproduction process. It is vital to gage how to grow the business, generate ideas, and have meetings on how to tackle different issues that may arise during the growth of the business within the management team. The last step of this stage is to develop a plan on how to grow the business; essentially creating a set of blue prints. During this phase, it is crucial for the management team to think of non-human factors: governmental forces, economy, market, and other outside forces (Akin, Dunford, & Palmer, 2006).
Phase 2: Managing Change
MGT/426
Roles of Managers and Individuals
Managers and lower level employees have different objectives and responsibilities within an organization. Ultimately managers and employees work towards a similar general goal of completing tasks to generate more revenue for a business. Having a successful business relies on more than managers and employees oiling the wheel of change. A fruitful business also depends on two change agents; human and non- human change agents. When combating change it can be difficult for managers to overcome confrontation and find supportive avenues to unexpected problems. However, by understanding, factoring, implementing and utilizing the change management process will help ensure the success of any business when change is in demand (Akin, Dunford, & Palmer, 2006).
Phase 1: Change Management Process
There are three phases to the change managements processes: preparing for change, managing change, and reinforcing change. When an organization is ready for change they first need to prepare for change. When preparing for change managers need to define their change management strategy. For instance, if an organization is experiencing a rapid growth within the business they need to plan on how to grow the business quickly and effectually. Next are meeting, communication, and preparing the management team for the change. This step is important while in the preproduction process. It is vital to gage how to grow the business, generate ideas, and have meetings on how to tackle different issues that may arise during the growth of the business within the management team. The last step of this stage is to develop a plan on how to grow the business; essentially creating a set of blue prints. During this phase, it is crucial for the management team to think of non-human factors: governmental forces, economy, market, and other outside forces (Akin, Dunford, & Palmer, 2006).
Phase 2: Managing Change