Manager Role in Implementing Change

Manager Role in Implementing Change Nicole Paschel University of capital of Arizona HCS/ 475 Ashley Tennessee December 17, 2010 Manager Role in Implementing Change There be successful ways to implement throws in numerous different formation and all employees motivation to understand how the qualifyings will benefit them and how it will mend their work daily. Managers within an organization that ar seeking modification need to bring the idea to their employees or focussing team to receive etiquette feedback. In this paper I will discuss Managers role and responsibility how passenger car successfully hired handle diversify.Managers last that either kind of changes whether it is newfangled ideas, new technology or new programs can create concerns and in approximately cases resistance. Employees have many of their own reason for resisting changes within the organization. A goodly reason could be that many employees gain accustomed to the companies way of doing things and focus come in with new approaches. These new approaches are expected to gloaming in line with the employees but this does cause the surround of resistance and this wall can become strong.Many employees look forward to changes benefiting them in ways so it is important that management empower mountain to agree and gift changes in ways that would works for them as employee. Mangers will nalways face a situation where there are no problems with bringing in changes. When implanting these changes management need to understand why these changes are necessary, what need to be change and if there are any blocks to enable the changes, Most changes are non overnight so management call for to involve their selves in observe the changes making sure the changes works.Some are frighten by change and many can adapt to it these typesetters case of psychealities are know as type A and type B somebodyalities. Managers also need to be deferent to the employees while redressing to the change and as salubrious as the employees need to do the same with management. Employees need to also realize that management have a little more of a harder job and that is to make sure the changes is doing what it inescapably to do in benefiting the company and is the change benefiting their employees and keeping them happy or at least content.Every responds to change differently, so mangers and high staff needs to try to introduce these changes slowly so that it is non such a shock. Most employees would like to have a message about change from two people with way, CEO or their immediate supervisor. Without those people of authority relaying the most descriptive message about the change this can excogitate into two reasons for employee resistance, lack of awareness about the change and they are agreeable with the way things are and fear of the unknown. During the change mangers need to understand their employees concerns during this time.There are key arranges for managing e mployees during change Awareness of the need to change, Desire to participate and erect thechange, Knowledge of how to change (and what the change looks like), Ability to implement the change on a day-to-day basis, and Reinforcement to keep the change in side. memorial tab allow need to know that employees will proceed through the phase or change at different rate of speed ( send Wynn,2005. There are also six personal or professional phases that many employees go through when change is brought about.Employees may not go through the phase change in order. The six phases are 1. Anticipation. The waiting stage. They really dont know what to expect so they wait, anticipating what the future holds. 2. Confrontation. People begin to confront reality. Realizing that change is really going to happen or is happening. 3. Realization. Post change Realizing that vigour is ever going to be as it once was. 4. Depression. Often a necessary step in the change process. This is the stage where a person mourns the past. 5. Acceptance of the change emotionally.Although they may still have reservations, they are not fighting the change at this stage. They may even see almost of the benefits even if they are not completely convinced. 6. Enlightenment. In Phase 6, people completely accept the new change. In fact, many wonder how they ever managed the old way. Overall, they feel good about the change and accept it as the status quo from here forward. (Garrison Wynn,2005) With these different phases that is why it is hard to tell or determine how long changes will take to implement.If employees were not aware that any changes were required then reaction of employee may be, why change if change is not working or that the change was a waste of time. Mangers should be ready for the resistance to any change, prepare for it, and make special efforts to judge and deal with individual reactions to change. A manager or a person in leadership mustiness develop a proper mental attit ude toward the resistance of change that their employee may have. Looking at the thoughts that many may have and carefully listen to their concerns is something that managers must do to assist with the resistance of the change.Engaging many with the change should be done after fully correspondence the concerns of others. The best way to minimize resistance to change is to involve those who is liable for the change and those who are affected by it. Consulting employees from the areas affected first hand and not leaving in the dark is another method of discourse resistance. With involving those who are affected a test run of the new changes could help iron out the problem areas, get feedback on what is working well and find out how to improve the on the change to make it affective.In deduction key to monitoring change effectively is to stay in doctor with the people. Ask your employees questions and demonstrate concerns for their well being and committing to whatever is necessar y to make the changes work. Most people feel comfortable with changes. The support of the managers and allowing the people to adjust to the change is greatly needed it is also another way to let the people know the concern you may have for their well being. Managers must keep in mind that support from one another and allowing comely time and flexibility for the changes to take place is good leadership.No change takes place over night but with the help of every one pull together it could make the changes a positive and an effective situation. It is best for everybody to be on one page and support one another. Reference Garrison Wynn. (2005). Change Management. Retrieved from http//managingchange. biz/manage_change_resistance. html Terez, Tom. (1990). Industrial Management. Retrieved from http//www. thefreelibrary. com/A+managers+guidelines+for+implementing+successful+ available -a08851664 (2008). The managers Role in Leading Change. Retrieved from http//www. healthscotland. com/uplo ads/documents/8308-LessonsInChangePart2. pdf