STRATEGIES AND TACTICS FOR EFFECTIVE ORGANIZATIONAL CHANGE
Change management strategy is presented as the way an organization will generally address change in and around it. It is a mechanism that aims to minimize any negative effects the changing events bring about, while at the same time capitalizing on the transformation. While change can often be a good thing, it's something that many individuals are uncomfortable with, or even fear. To many employees, hearing of coming changes implies negative outcomes: the loss of a job; a new manager; a restructured team; company-wide layoffs; reduced pay or benefits. As a leader, it's your responsibility to set the tone for your team and prepare yourself for managing organizational change as effectively as possible, helping your reports to understand and navigate this change as best you can. Overcoming resistance is the most difficult job in implementing changes. Introducing changes at the beginning will initially have a small number of followers, and more will be those who will create resistance to change. The sources of resistance to change are different, for example: first, the resistance stems from lack of information or honest disagreement as to the facts and second, resistance is more personal and emotional (people are afraid that with the changes they may lose their job).
A manager can improve his chance of success in an organizational change effort by: Introducing an organizational analysis that identifies the current situation, Problems and the forces that are possible causes of those problems; Introducing an analysis of factors relevant to producing the needed changes; Selecting a change strategy based on the previous analysis that specifies the speed of change, The amount of overlapping and the degree of involvement of others; Monitoring the implementation process. Managers are more concentrated on making business transitions successful. They focus on implementing change by determining the discrete steps that need to happen and their sequence. Managers are also typically responsible for allocating resources, such as personnel, and determining how success is measured. Ideally, but it's the primary responsibility of a manager to know how to design, direct, and shape change processes.
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