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The impact change has on people/the organisation

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Introduction

Principles of Management BCD 1H07 Managing Change Assignment Word count: 1901 By Student: **** Contents: * What is change? * The impact change has on people/the organisation. * Charles Handy opinion of managing change. * What a manager can do in the face of change. * A manager's responsibility during times of change. What is change? More and more organisations today face a dynamic and changing environment. This in turn is requiring these organisations to adapt. "Change or die!" is the rallying cry among today's managers worldwide. Change is when something different happens, and there are two types of change, small and organisational (large). Small changes such as adding a new person, modifying a program, etc. are fairly easy to manage. Organisational change, as in regard to organisation-wide change is much harder. Examples of organization-wide change might include a change in mission, restructuring operations (e.g. restructuring to self-managed teams, layoffs, etc.), new technologies, mergers, major collaborations, new programs such as Total Quality Management, re-engineering, etc. Usually organisational change is forced by some major outside driving force, e.g. substantial cuts in funding, dealing with new markets/clients, need for dramatic increases in productivity/services, etc. ...read more.

Middle

A changing organisation is one that uses differences to grow better, that treats politics as a bonus and people as individuals who are rightly different and usefully different." "There are those who want to change things and those who would willingly settle for a quiet life...The challenge for the manager is to harness the energy, so that the organisation develops...We should not wait until change is forced upon us, as individuals or as organisations because change then is hurried, unpleasant and often beyond our control." I feel in the above 2 quotations, Charles Handy it saying it is possible to manage change, if you try to channel and teach everyone about it, especially those who are sceptic, and once everyone believes in their new goals, then they will be enriched, more content and better at achieving them. Change should also be anticipated, rather than just thinking about it and undertaking it when it arises, as it is very likely to be rushed and become inadequate. What a manager can do in the face of change. Successful change must involve top management, including the board and chief executive. Normally there is a campaigner who initially instigates the change by being visionary, persuasive and consistent. ...read more.

Conclusion

Moral is also very important, a manager must make sure that their subordinates have good moral, because if they don't they will feel unmotivated and therefore their productivity and quality levels will decrease, causing the organisational objectives to take longer and be harder to achieve, also time is money! Managers must be able to communicate well, otherwise the above will be very hard to do. Simply sending your subordinates emails about what they have to do is not good enough. Face to face communication is the best as you will be able to explain any doubts your subordinates have, and it will improve the quality of their work, as they will know exactly what to do, and this will also help teamwork and their motivation/moral. Managers need to get out and network with their subordinates in order to understand and address concerns and ideas. Ensuring everyone in the organization has a personal role in the change effort will help achieving the change goals. As the complexity increases, effective managers must have a strong knowledge of the people in the organization and the tasks they perform. And they must have the skills to use that knowledge in practical and flexible ways. Aggressive, forward thinking, and humble managers, are the silver bullet for companies who desire to create an environment of change. ...read more.

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