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Essay / Research Paper Abstract
A 5 page paper that discusses aspects of managing change, such as the manager’s roles and responsibilities in terms of managing change, resistance and how to overcome it and developing a plan for change. Bibliography lists 7 sources.
Page Count:
5 pages (~225 words per page)
File: ME12_PGchg311.rtf
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Unformatted sample text from the term paper:
need and that has been planned in advance. Planned change is driven by top management. Emergent change is change that evolves on its own spontaneously as a result of different
actions that may or may not be deliberate. It is ongoing. Opportunistic change happens when it is observed that a beneficial change can be made that will help the organization,
employees or other stakeholders (Process Performance, 2011). In his 1990 book, A Force for Change: How Leadership Differs from Management, Kotter identified the mistakes managers make when they are
trying to make changes. He discovered there were eight reasons change programs fail at such an alarming rate (about 70 percent fail). From these reasons for failure, Kotter devised an
eight-step process for succeeding. The manager is responsible for each of these factors: there must be a sense of urgency that suggests this change is desperately needed; the manager
needs to crate a coalition of supporters to help the process; the manager should have a very clear vision of the outcomes of the change; this vision needs to be
shared with everyone; employees need to be empowered to clear any obstacles in their way when it comes time to implement the change; make sure there are short-term wins if
the change is a long-term process; celebrate small successes and keep moving forward towards the outcome; and anchor the change so it becomes a component in the corporate culture (Kotter,
1990). It is the managers responsibility to make certain that the change happens successfully. The many roles the manager will take on during this process include that of problem
solver, resource finder, resource allocator, coordinator, organizer, communicator, counselor, strategist, interpreter, and evaluator. 2. Handling Staff Resistance No matter what the change is, there will be people
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