Here is the synopsis of our sample research paper on Questions on Change Management. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 8 page paper looks at four issues concerning human resource management and change including perceptions of change, different interventions of organizational development, how things need to change to get better and the ice cube model of change. The bibliography cites 4 sources.
Page Count:
8 pages (~225 words per page)
File: TS14_TEhrmquest4.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
the physical and social environment, and an individuals interpretation of that environment and its meanings. Interpretation of that environment itself will be influenced by a number of factors; personal experiences,
personal values, influences from the external environment and beliefs concerning the way in which events will take place. This creates a subjective judgment which varies from person to person, which
may be accurate, but might also be totally erroneous (Bilton et al., 2004). A great deal of management literature indicates that the
success of the change, not only in its final outcome, but it is being and the degree to which it is successfully implemented, is dependent upon the employees who are
involved in implementing change, or working within the changed environment. This reason, the employees perception of the change, regardless of whether it is accurate or not, it is very important
to the change process. If the change is announced, the individual employees will then interpret the way that they believe the change will
take place, including the impact will have on business, and the impact it would have on themselves in terms of their workplace position and the personal well-being. If an employee
involved in the change does not believe that it will be successful, they are likely to provide resistance (Huczynski and Buchanan, 2007). If an employee does not trust management, which
may be the case if the company is making change because of difficulties, or believes that they will be impacted negatively, they have no motivation to support the change.
It is for this reason that Lewin (1951) advocates the use of a "champion" to the cause may be beneficial, someone who is
...