Organization - Modelling
In today's world, new initiatives, projects, technologies and other life changing aspects come, improve or change within a limited time and changes the way people work or approach different scenarios. Changes come with new challenges and benefits too. People are often resistant to change, whether small or big, because they may not predict how to go about it. It is, therefore, important to manage change in order to have an easy time in its adoption, and this can be done in eight steps.
Change is helpful if the whole organization wants it. Creating a wave of change helps to initiate the initial motivation and get things moving. The change leaders need to create a sense of urgency to the change and organize the right team to carry out the transformation change. A change is initiated by challenges that are previously being experienced and showing the solutions and the future benefits can act as a motivation to change
[...] The existing people should support the change and in case new people are brought in, they should be introduced to the culture. The people who made the contributions should be recognized and replaced to make sure that their legacy remains even after they are gone. Bibliography Band, W. A. (1991). Creating value for customers: Designing and implementing a total corporate strategy. New York: Wiley. Lippitt, G. L., Langseth, P., & Mossop, J. (1985). Implementing organizational change. San Francisco: Jossey-Bass IMPLEMENTING A CHANGE Dalziel, M. M., & Schoonover, S. C. [...]
[...] (1988). Changing ways: A practical tool for implementing change within organizations. New York, NY: American Management Association. Lucenko, K., Conference Board., & Post-Merger Integration Conference. (1999). Implementing a post-merger integration. New York: Conference Board. Steelman, T. A. (2010). Implementing innovation: Fostering enduring change in environmental and natural resource governance. Washington, DC: Georgetown University Press. Mayworm, P., Lago, A. M., Knapp, S. [...]
[...] Creating short goals can lead to short wins. The people who help in achieving the short wins should be recognized and rewarded Build on the change Real change must run deep. Short wins should only give insights on what must be done by analyzing what went right or wrong. Improve on the right things, correct the wrong ones and bring in new ideas to continue the change. Conclusion Make a change to be part of the organization by talking about it always and make it visible. [...]
[...] Running head: IMPLEMENTING A CHANGE Article On-Steps In Implementing a Change. Case study of Modeling as a facilitator of change 2 IMPLEMENTING A CHANGE Implementing a change Case study of Modeling as a facilitator of change Introduction In today's world, new initiatives, projects, technologies and other life changing aspects come, improve or change within a limited time and changes the way people work or approach different scenarios. Changes come with new challenges and benefits too. People are often resistant to change, whether small or big, because they may not predict how to go about it. [...]
[...] F., United States., & Ecosometrics, inc. (1984). A manual for planning and implementing a fare change. Washington, D.C.: The Division. Collier, U., & Robert Schuman Centre. (1996). Implementing a climate change strategy in the European Union: Obstacles and opportunities. Florence: European University Institute. Lucenko, K., Conference Board., & Post-Merger Integration Conference. (1999). Implementing a post-merger integration. New York: Conference Board. [...]
using our reader.