Implementing Change

Implementing wobble in a department of organization elicitister be difficult. Management moldiness form a picture ahead implementing the change. The managing directors role and responsibility in implementing change indoors a department is very important. The tutors role is to assess the change that inevitably to take adorn, come up with a syllabus to implement a change, implement the change, and pronounce the change in a timely order. To have a successful implementation of a advanced fulfil, the four-in-hand must be moved in for each one note. The motorcoach must keep the provide involved and let the ply experience why the change is taking place and how it leave behind affect the relieve oneself process.The autobus faces many challenges such as meeting the organizations goals and act uponing with supply extremitys who might baulk the change. This paper will focus on the succeedrs role and responsibility in implementing change, the way a motorcoach sh ould successfully handle round resistance to change and define each step of the change process such as assessment, supply, implementation, and evaluation. When there is a change in the work process within the department, the carriages role and responsibility is to retrace sure the implementation of the changes takes place smoothly with the help of the staff.According to Sullivan &038 Decker (2009), the music director must be able to eliminate openly and honestly with the staff, support the staff if they are resisting the change, emphasize the validatory outcomes from initiating change, find solutions to problems that are obstacles to change and accept the constancy of change. The animal trainer must be able to identify the change, collect and analyze data, develop a conception, help the staff prepare for the change, prepare to handle resistance, provide feedback, and evaluate effectiveness of the change.The manager should involve the staff in the implementation of the mod ernistic work process. According to Knoer (2011), communication is one of the most important tools that a leader must utilize to successfully implement. If the manager does not involve the staff, the staff might believe their input is not important or their employment will be change. This can lead to resistance from staff and have a negative affect in the department. The staff can give managers their input on what areas should be center on and awaken concerns that management might look over.By having the staff involved the manager can prevent them from resisting the change or have a breach understanding of why the staff might be resisting and work on ways to lower the staff resistance. With change comes resistance. According to Fiedler (2010), resistance is considered to peradventure have positive and/or negative impact on a change, and to be exerted by internal or external environments. The department manager must be able to successfully handle resistance from staff members.S ome reasons why a staff member might resist the change is because he or she might not trust the manager, have a fear of failure, believe the change is unnecessary, staff may think if a certain change did not work in the early(prenominal) it will fail again, and the number one reason is the staff member might think he or she will lose their job. oppositeness can also come in the form of poor work habits, not showing up to work on time, calling in sick, and lack of interest in the change. The department manager can manage resistance by talking to staff members who are opposed to the change.By talking to the staff, the manager will understand the staffs concerns and illuminate any misunderstanding. The manager must be willing to listen to the staffs ideas but explain to the staff why the change needs to take place and the positive changes the implementation will bring to the department. The manager must keep open communication, support, and maintain trust of the resisting staff. A m anager can be successful with resisting staff if he or she is flexible, confident, realistic, staying focused on the big picture, by combining ideas, energizing the resistors with interests, and solves problems.The change process should be taken in steps of assessment, stick outning, implementation, and evaluation. The first step assessing the change requires collecting and analyzing important data. Assessing the department will help the manager contract what changes are needed, how to improve the quality of work, stay ahead of the competition, and how to approach the implementation. The plan is the second step and involves gathering the resources needed to implement the change. According to Lombardi &038 Schermerhorn, planning is the process of setting performance objectives and determining what actions should be taken to earn them (p. 7). By having a plan management can prevents mistakes and accidents from happening, without a plan the new change can become a chaos. Employees w ill be doing what they think is right and this can cause many problems between the staff and management. When management has a plan employees know what is expected of them and know how to get hold of the departments goals. The next step is to implement the change, where the plan is put into action. The manager has to make sure the staff has the resources needed for the change.If the staff needs to be train they should receive all trainings before the implementation of the change. This can help the manager keep employees focused and energized. The last step is the evaluation of the change. In this step the manager will evaluate the new step after a set amount of time. The evaluation allows the manger to see how the change has affected the department, whether the change is working, and meeting the goals required in the plan. When implementing change, the manager must knows his or her roles, responsibilities, and how to approach the staff.The manager should not decide what changes ne eds to take place without assessing the departments needs. The manager must take into context how the new change will affect the employees work process, productivity of the department, the morale of the department. Employees concerns should be taken into consideration as well as the expectation of resistance from some employees. At each phase of the change the manager must refer to the plan and must be able to evaluate the change in a timely manner. Implementing change can be difficult but if the manager follows the change process they will be successful.