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Do You Believe The Different Viewpoints Of Change Are Within An Organization

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1. What do you believe the different viewpoints of change are within an organization? I believe we all have different viewpoints of change, especially at the workplace (organization) employees who do not hold a top "management job" are usually afraid of organizational changes because changes can mean different things good changes and bad changes, a good change can be better company management, company benefit to employees, system upgrades. bad changes a whole new team is coming to the organization and that means someone will be without a job. Who are the change agents?

The changes agents can be and include stakeholders, upper management, employees, suppliers and internal consultants as well. Anyone that supports and anyone that helps
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PSA is highly customer focused that is why the internal stakeholder hold high interest and power in the change process. They have dominated relevance to the change process and are extremely important to it. Wining their interest and attention is critical for the success of the change process. They should agree, relate to the change vision and support the change process. Their engagement will be maximized through consultation (Zaccaro and Klimoski, 2001).

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For me to be a good change agent, I would bring my talent of being understanding. I would be understanding of every situation, and allow my sensitivity to shine through. To be a change agent that will make a difference, I would bring my talent of being authentic, and going with how I feel. I would want to provide the best for everyone, and would love to change things for the

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The Civil Rights Act was passed on July 2nd, 1964, 31 years earlier a holocaust of Semitic people had begun; both of these events share one thing in common, their origin from discriminatory hatred and prejudice. The 1920s and the emergence of the American Dream were precursors of these two events, expressing an escalating tension towards Jewish and African-American people. A simple fact that arises from this time period was that the white Christian male was viewed as superior to any other race, sex, or religion. During the 1930s, the novel The Great Gatsby by F. Scott Fitzgerald was released, stemming from this ideology. Furthermore, the Roaring 20s was used as a catalyst for the spread of white supremacy, as shown in The Great Gatsby through

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The majority of the world fears change. In our lives we need to embrace change, get excited for what it has to offer, and do our part to learn. Doing this can put us ahead of our competition and make us a people more marketable. The simple structure of having an open mind to change and action can yield incredibly powerful

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This phase encompasses developing a thorough plan, giving this plan to employees, develop a timeline, and fully develop communication skills. Phase 2 involves communicating with those that may be affected with the change, assess driving and restraining forces, and responding to concerns about projected change. In phase 3, a change agent should be identified. Change agents do not always have to be a manager or employee of the organization. If looking at an external change agent, always take into consideration that external change agents can be more objective than internal ones, but can be costly, take more time to assimilate duties and be seen as a threat by other team members (Mitchell, 2013).

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Why is it important to incorporate a theory or model related to change when implementing practice changes? Incorporating a theory related to change helps with the implementation process and ensure the succession of change to flourish. When using theories it framework is to guide the process of translating the research into practice, it explains what influences need to be implement and assists with evaluating the change (Nilsen, 2015, pp.11). Models are used to serve similar reasons when incorporating and implementation change.

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Fortunately for us, change management is already a well-established field which is guided by evidence and tested principles, most of which focus on the relevance and application of my current leadership and management practice, which without thinking, I use daily. Change management models are concepts that provide an in-depth approach to company changes. Their aim is to guide us to making changes, navigating the transformation process, and ensuring that changes are accepted and put into practice. As stated, I have used such theories and models in changes, I have made within the company I work for, examples are within recruitment and the training of inexperienced staff, restructure and department changes, changes to internal tools we use, monthly progress reports and format changes made using a less complex model. All of which I have found to be effective within my job role, change will rarely be welcomed but by managing it properly can minimise negative reactions by choosing a change management model that functions and points us in the right direction of our desired outcome and onto the path of successful change.

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The change agent will be the nurse manager in the department, and the task at this stage will be to make others see the need for change, and also to assess the readiness for change within the

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Change hosts of multitude of amazing opportunities–an opportunity to learn and grow, an opportunity for new beginnings and finally an opportunity way to improve life. Change should be looked upon as an opportunity instead of a threat. I was one of those many individuals that created a barrier from change and chose to hide. My outlook on change was entirely altered upon my transfer to a new school. Change made me a better and happier human being.

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Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

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The Kurt Lewin Model Of Change. [online] Available at: http://www.change-management-coach.com/kurt_lewin.html [Accessed 24 Jul. 2014]. Kfknowledgebank.kaplan.co.uk, (2014). [online] Available at: http://kfknowledgebank.kaplan.co.uk/KFKB/Wiki%20Pages/Managing%20strategic%20change.aspx

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The post office was experiencing serious economic turmoil and overall poor performance and as a result, the change generators ventured into a process of change management. Change management according to Lewin's Change Management Model states “Change Management is a broad discipline that involves ensuring change is implemented smoothly and with lasting benefits, by considering its wider impact on the organization and people within it. Each change initiative you manage, or encounter will have its own unique set of objectives and activities, all of which must be coordinated.” This model is divided into three (03) phases unfreezing, changing, and freezing. In the case these phases were adapted as Generating change, Implementation and Adoption.

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My experience in Change Management is very limited. The theoretical knowledge I have acquired during the first four weeks of this module has made me realize that transforming organizations is a difficult and complex task. I have read case studies mentioning the unique contribution of change leaders whose role is to talk to people’s hearts and minds. I have also understood how important is to reconcile conflicting interests and emergent tensions between top-down transformation initiatives and functional operations. Despite the widespread belief that managing change is tough, there is little agreement regarding the factors which influence change the most.

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