Implementing_Paper

Implementing Paper Judy Hollingsworth University of Phoenix Leadership and Performance Development HCS/475 Katherine Crawford, RN, MSN, CCRN October 11, 2013 Introduction Changes are not something to look forward to but are necessary in the digital age we ourselves live in because things are always changing. There are different types of changes that can happen to a company, and it will affect each person from the top to the bottom. Everyone needs to be ready for it, and the manager can help this happen. One of the major problems a manager could encounter is are not is individuals from the staff resistance to any change, which can affect his or her job. It is the responsibility of the manager to handle any change; the company is going through, to be smooth and efficient. There are steps to be in the change process, and they are assessment, planning, implementation, and evaluation. Following each step will make any change easier for the staff and management. Manager’s Role and Responsibility Change can happen in any company growing and progressing, and there are four types of organizational changes to be reviewed. The first one is structural change, and it will effect typically how a company is run. It can be a new company-wide new computer system to a company-wide administrative procedure change but will be an internal change. The next change is strategic, and it affects how a company must adapt to external factors like going from an in-personal retail environment to a heavy web presence. This will affect how the employees deal with people one-on-one to acquiring the ability to understand the computer and the World Wide Web. The third is people changes, and this can mean replacing top executives in order to change the company culture or sending management to team-building classes. These changes can impact the employee attitudes, behaviors, and performances. The last change is process change, and this is an attempt to improve workflow efficiency and productivity. This could mean requiring sales teams to document and report his or her activities in a new way, such as going from handwritten reports to reports submitted on the computer. A manager has to be ready for any of these changes and to implement each in a way that least disrupts the workflow of the company and the employees. It is the responsibility of the manager to take an active role in the change process and selecting the right manager for the job is critical. The manager could also be called a change agent, which is a person who “possess an ability to motivate others, exhibit strong interpersonal skills, flexibility, confidence, and an ability to derive ideas from variable sources of input,” according to Rehder (2011). The change agent role is to explain to the staff why the change is needed and give as much detail on how the change will come about. Details like the time it will happen within, which people will be affected by way of learning new procedures or the computer, or if there will be job loss. It pays to have as many answers to the questions the employees will have to ensure that everyone is part of the change and to help instill confidence with the pending turnaround. This will also help stop wrongful rumors from starting, acknowledging uncertainties, and allows management to lead by example. If any of the staff is resistance to any of the necessary changes, the manager or change agent needs to show empathy so the employees know management understands how hard it will be to change, and it will take time on everyone’s part to adjust. The manager can also discuss how the change will protect or increase fairness throughout the organization. “Not addressing this issue can lead some employees to view the change as unfair, but explaining how the change positively affects individuals and by providing good training related to the change can relieve concerns that the change will harm any specific group,” according to Demand Media (1999-20013). Steps of the Change Process There are four steps to the change process, and they are assessment, planning, implementation, and evaluation. The steps are called different things by different people. The German psychologist, Kurt Lewin had a three-step model and used unfreeze, move, and refreeze. Harvard University professor emeritus John Kotter had an eight-step model and used a more extensive and detail listing of what was involved in change. The first step is to unfreeze, and this means to get the organization moving by creating an urgent need for change. “Successful change begins by creating a sense of urgency among the relevant people – for example, by explaining how the company must respond quickly to emerging technologies,” was according to Demand Media, Inc (1999-2013). Relevant people applies to the getting everyone who could be affected ready for the change. The second step is to begin the transition process or planning. This step can be broken down into smaller steps to keep people from confusion about what the details will involve. First build a team of people who have the power to make the changes across the whole company. These people require developing the credibility and power to move the agenda from drawing board to reality. It is the lead by example, if management is fine with the changes; it is easier for the staff to adjust. Encourage managers to relinquish his or her concerns and focus on the larger picture and replace or reassign those who may be unwilling or unable to change. Invest in training and support staff for the more complex changes as this will be to the advantage of the company over time, and help with the adjustment period of when the change is complete. The third step is to build momentum for change or the putting into action the planning up to this point. With this, all the hard work of preparing for the change will take affect. There will be adjustments to the plan as nothing goes smoothly and the company needs to have prepared for this possibility. Knowing that something could go wrong like an order for equipment is late will help everyone in knowing the plans are not set in stone and to go along with the changes and arrange for the delays. No process will ever be perfect so a company has to try to arrange for all problems, which could happen, just in case. The final step is to refreeze and re-establish stability within the company. This is the time to verify the plan was completed properly, and the results are what the company was striving for. Employees will start new routines and eventually return to a normal production level as before the change. Establish and nurture a new culture and enjoy the hard work that was accomplished by everyone. If something did not turn out correctly, go back over the plans and see where a problem could have been diverted and another solution could have been implemented. Any change process is a learning process and much can always be learned from the whole experience for everyone, and it is hoped it will be a positive one. Conclusion Change can happen at any time to any company or organization. It depends on how well prepared the organization is on how well the change will happen. The organization needs to look toward the manager and what this person’s role will be in implementing the change within the organization or department. The role of the manager will have a major impact on how well the change will occur and how smoothly it will happen. Changes, small or big, need to be taken seriously as some employees will be resistant to the idea of any change. The manager and the management of the company need to be very supportive during this time and answer all the questions the employees have in relation to the change. The more the employees know and feel a part of, the better he and she will be about the change and will go along with it. To have a change go smoothly, there are four steps to follow to be sure everything is done properly and covered. The steps are assessment, planning, implementation, and evaluation. These steps can be expanded with more detail to help the manager understand the process and what all needs to be completed to have a successful change. References Demand Media, Inc. (1999-2013). 4 types of organizational change. Retrieved from http://www.ehow.com/info_7743524_4-types-organizational-change.html Demand Media, Inc. (1999-2013). Change management process steps. Retrieved from http://www.ehow.com/how_7936268_change-management-process-steps.html SparkNET. (2013). Implementing change management in your business. Retrieved from http://ezinearticles.com/'Implementing-Change-Management-in-Your- Business&id=1104611 The manager’s role in implementing change. (2011). Retrieved from http://execclub.org/'p=488