Managing Change

In either ecesis motley is somewhatthing which is inevitable thusly it is the responsibility of the manager of any precondition organization to ensure that the veer is managed effectively. One major mis look at managers do make is that approximately of their times they unravel to impose the change in the organization such that every employee has to abide by it. The point is, we constitute to understand that change does occur but employees stool to be do to go through the change gradually.Basically a change cannot communicate em locatement at once it is something which has to come gradually. Therefore managers should not rent that once a change is started indeed every employee is to use the putting green sense to know that the change is either taking place or has taken place.What is important before change is adopted and incorporated in daily operating procedures of an organization is the idiosyncratic differences in the organization. This get out friend managers im prove their attractionship styles especially in institutions where democracy prevails. In any business environment the main aim is to maximize the profit and minimisation of losses. If the change is going to bring positive results then it is as well behaved as a rest.Before any restructuring or change take place in an organization, I believe it is near(a) to understand why the change takes place, where it is from and the target group of people it is to affect. This is because in problem solve situation, the root cause of the problem has to be identified is when possible solutions are identified. Individual employees operating in the organization has to be made sure of the change and things explained to them more widely.The following are some of its methods followed in individual change process according to Robert Bacal(nd). Generally there are iii builds that are followed for change to take place. The first variant is the preparation phase which is subdivided into two item s, namely the contact and awareness full point. The contact stage is the ascendant of change process.It is the sensing or predicting that change is either taking place or has taken place. It is the preliminary state of change process. The awareness stage is where an individual in an organization become well informed close the change. The change is being contemplated in this stage. The second phase of change is the toleration phase which is also subdivided into perceptiveness stage and positive perception stage.The understanding stage is where the individual is to conceptualize the subject matter that is analysis of the change. This helps whizz to understand its nature and why it occurs. It can only take place when a detailed research has taken place. The positive perception stage then takes place. This is where an individual is made to view the change positively for it get out help the organization improve the results it produces. Results in this case may be products produced by a company or services provided. For this to happen change has to be given positive judgment and perception.The last phase in change process is commitment phase, which is further subdivided into four stages namely the installation, adoption, institutionalization and internalisation stage. The installation stage is very important because it deals with the implementation of the change. Question standardised how are people made to accept the change is very important. A change which is not effectively managed will be rejected. So this becomes a crucial stage when it comes to change process. Installation has to do with ensuring the change full treatment in the organization and all the resources has to be employ.After implementation, the change is then adopted. In the adoption stage, change now becomes something that everyone in organization is used to. Could be its positive do has been seen or it might have added some value to the organization therefore it is worthy. The third st age in this phase is the stage of institutionalization. The change is now taken to have a capacious history and regarded to be useful to the organization. It is viewed as durable, having some value and therefore it is incorporated into the daily operating procedures of the organization. The change is made official and nemine contradicente accepted in the running of the organization. The last stage is the internalization where for each one individual is suppose to be dedicated to change. This is because the change now becomes something which has been tested, experimented, well-tried and trusted by the organization.Any change should be made ready to the whole group of employees in a business organization. This is when the employees will have faith in their leader. It is believed that team work is the key element for good results to be obtained. So dealing with individuals in an organization means the leader/ manager is trying to use divide and rule method and this will demoralize employees. So for spirit of team work to be well-kept things must just be done together and discussed.The change in this case must be known to everybody so that they can move to it before implementing it or else some members will not be well-heeled with the change. Piloting should be done before the actual implementation to reckon whether it will bring negative or positive impact to the organization. The feelings and entertain of employees must just be considered because they always work as a team.Sources of information also matters a lot in any organization. For font rumors spreading will confuse and misdirect the employees. This normally occurs when information is leaked to a click of individuals. The information should be made official from the top most person preferably the manager. Otherwise when it comes to large companies, top most managers tend to use mass media such as television and radio dust this is because the information is targeting a large number of people and very much effective when the information is to be passed very fast.In conclusion effects of change will largely depend on how effective the change was implemented and the managers ability to ensure that the employees take the change more positively. Therefore, he has to know the feelings and interests of employees before change take place. He also take to explain in time why the change is necessary.BibliographyLuecke R. (2003) Managing Change and Transition.Havard championship School pressGianna M., Enach & Herbert W. (1998) Embracing and Managing Change in Tourism.RoutledgeTaylor&Francis Group publishers shaft E. & Amanda C. (1999) Managing Change Changing the Role of Top Public Servants. Commonwealth secretariate publishers.Ingham, G. (2000) Managing Change A Guide to British Economic Policy.Manchester