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Essay / Research Paper Abstract
A 7 page paper that responds to specific issues related to changes in an organization. Topics include: manager’s roles and responsibilities, resistance and overcoming it, and assessment, planning, implementation, and evaluation. Bibliography lists 7 sources.
Page Count:
7 pages (~225 words per page)
File: ME12_PGchg131.rtf
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Unformatted sample text from the term paper:
the task of making those changes happen. Other times, the manager herself may initiate changes in their own areas of responsibility. In either case, the manager has the responsibility to
make the change process successful. The managers roles include that of change agent and advocate for subordinates. Chew, Cheng and Petrovic-Lazarevic1 (2006) suggest managers take these three steps: remember that
for change to succeed, the manager needs the cooperation of employees, which means they need to communicate clearly and listen to employees concerns; gain an understanding of employees attitudes, guide
employees through the change process, listen to concerns and try to do something about them; and once the change had occurred, continue to communicate frequently with employees and help resolve
any problems that may occur as a result of the change. One fact about change that managers need to remember is that change is not an event as it
is so often portrayed, it is an ongoing process. Any kind of change takes time. Change always begins with the emotions of people and the key points to emphasize are
how the change will affect each person; what will it do to their current position and status within the organization; will people have to learn new ways of doing things;
and how will it impact the organization. The manager becomes the change agent. This will include the roles of coordinator, problem solver, counselor, communicator, advocate, and organizer. Chapman (2010)
writes that the managers primary responsibilities are to facilitate and enable the change that is to take place. The manager must also interpret and communicate information about the change (Chapman,
2010). Managers must remember that they cannot simply mandate and force changes upon employees. It wont work. Managers need to find a way to empower employees in the change process.
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