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Essay / Research Paper Abstract
A 4 page paper that discusses how to create an environment for change, resistance and what causes it, and to case examples. In one case, the change project succeeds and in the other the project fails. The paper points out what could have saved the failed project. Bibliography lists 6 sources.
Page Count:
4 pages (~225 words per page)
File: ME12_PG696705.doc
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Unformatted sample text from the term paper:
is fierce in most industries and sectors. To remain competitive, organizations must be able to change. They must be adaptable. Leaders must create an environment that can change to meet
new challenges. Primeast(r), a change facilitation group proposed what they call five levers for creating an organizational environment for change. The first is consistency of values, behaviors, and action,
which will lead to an environment of trust and confidence. Systems, policies, procedures and processes need to be aligned with the organizations strategies, values, and vision. Communication is essential and
needs to include informal, face-to-face, and formal communication channels. Communication needs to be top-down, bottom up, written, verbal, electronic, and it must be internal and external. Communication during the change
process should provide information and knowledge and it should be regular. Another lever for creating an environment that will be acceptable of change is critical mass, which refers to gaining
the energy that is throughout the system. Employees must be engaged in the change process. When most of the people accept that changes will happen but that they are involved,
it creates a critical mass of energy and support for the change. Emotion is always involved in change. Emotions include hopes, fears, anxiety, and curiosity. This author says that "change
in the organisation [sic], transition is in the mind of people" transition is far more difficult but change will not happen without it. As Rafferty and Simons (2006, p. 325)
point out, it is not easy to create and environment for change because it means people have to change their beliefs. No matter how well a leader prepares a
staff for change, there will always be resistance. Resistance is a highly emotional reaction and leaders need to manage the resistance as part of the change process. If the manager
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