Improves change management business
Change management deals with the implementation of change within an organization in a systematic and planned. The main goal of change management is to:. Reduce the probability of failure of implementing the change, reduce resistance to change and make the most of the implementation
To understand change management, it is essential to understand the concept of change. ?We must always change, renew, rejuvenate and ourselves, otherwise we harden,? said Johann Wolfgang von Goethe. And change does not apply only to individuals but to organizations as well. Change is inevitable and is imperative for business success. An organization needs constantly change, adapt to changing external circumstances, otherwise they risk becoming obsolete.
However, the introduction of changes is not a joke. It is human psychology to resist change. There may be several reasons for resistance to change in an organization: the uncertainty, ineffective communication of the necessary changes, lack of courage, lack of skills, lack of communication of the object of change, lack support and motivation on the part of management. This is one area where change management is important.
According to Wikipedia, the management of change is ?a structured approach for people in transition, teams and organizations from a current state to a desired future state.? Management of individual and organizational change refers to the process of understanding and implementation of changes in staff and unique groups of individuals, respectively.
change individual and organizational change management are two key aspects of process change management. The experts have developed several models of change management at both levels. Lewin has developed a 3-step for the management of individual change, called the model Unfreeze-Change-Re-freeze. In the first stage, thawing, an attempt is made to ?unfreeze? or question existing beliefs, policies and procedures, and realizing the need for change. In the stadium, the second change, necessary changes are implemented. The third step, re-freezing, attempts to ?re-freeze? or to create acceptance of the changes recently incorporated to replace the old beliefs with new ones.
Hughes also uses an analog three-phase approach in its business model of individual change. The 3 steps developed by its exit, transit and entry. According to Judson, the implementation of change includes five major steps: analyzing the existing situation and determining the changes needed, providing information about the required changes, motivation and awareness and acceptance of change, development effective implementation of change, assessing the situation has changed, make changes if necessary, and replacing the old with the new system.
Similarly, the formula developed by change management Prosci, known as the ADKAR model, also used in 5 steps. In this model, the stages of change management are: awareness of the need for change, creating desire for the necessary changes; Sharing knowledge on how the changes would be implemented; Creation of capacity for change to implement and strengthen the maintenance of changes in the long term.
Concerning the management of organizational change, the theory of Donald Sch?n is fairly well known. He said organizations generally have the tendency to be closed to change and do not readily accept change. However, if companies develop as ?learning organizations? of all staff is constantly learning, changing and growing and therefore the change would be easier to implement.
In conclusion, changes in management benefits both companies and individuals. The process takes time and effort but the results are beneficial for everyone involved. Change management is an ongoing process and process efficiency can be increased when the individual and organizational methods are used in conjunction with each other.
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