Managing the Change
How to communicate change in an organization
Change is one of the vital aspects that improve the management process which will either eventually contribute to production of more yields or lead to collapse of the firm. The management implements the appropriate change enacted in the organization in most cases. However, since it is the duty of the employees to accomplished assigned duties, it is better for the management to inform the employees about the change. In most organization, change is spelled out to improve the performance of the firm. However, this is not similar in all the organization owing to the fact that change might also contribute to the collapsing of the firm (Raimbault & Barr, 2011).
For this reason, it highly depends on the way change is communicated to the members of the organization to determine whether the change will be profitable or lead to losses. The most effective method of communicating change to the organization is through the hierarchy management strategy. The hierarchy management technique is that which promotes the flow of orders and commands from the management to the lowest level in the organization. The instruction concerning the change must originate from the top level of the organization to the lowest level (Klev & Levin, 2012). This is of benefit since most of the members of the firm will adapt the change with more instructions from the upper management.
However, the management ought to ensure that the appropriate instruction concerning the change is well spelled out to the employees. The employees ought to be involved in the change. Most organizations implement surprise change without involving the employees. This is not the appropriate way to implement change since the employees might not agree to the implemented rules and regulations (Raimbault & Barr, 2011). Using hierarchy technique in implementing change into the organization is the most appropriate management style in communicating and implementing change.
Attitudes, both positive and negative, that comes with change
In the organization, not all the employees and members of the firm can favor proposed and implemented change. Some people in the firm will automatically become rebellious to any change that might be implemented in the firm. However, others will appreciate new changes that will lead to yielding profitable gain in the firm. Since people are different, change in the organization usually arises to mixed feelings. Most of the employees will however, think alike and this is an advantage if the employees contribute to the change (Klev & Levin, 2012).
Dealing with both the negative and positive changes in the organization is a challenge to most of the managers in the firm. The way to deal with the attitudes that arise to the change in the organization might affect positively or negatively the attitudes of the employees. The positive attitudes arise from the appropriate changes in the firm that pleases the employees. The employees will work delightedly under the changes that attribute to the positive attitudes. However, the negative attitude arises from the lack of consultation in implementing change (Klev & Levin, 2012). In most organizations, strikes and riots are impacts of the negative attitudes in the employees.
Strategies for managing attitudes
In dealing with the positive attitude, there is less resistance from the members of the organization since most of the employees will agree to the change. However, the management ought to encourage the employees to working rather than rejoicing for the change made. Employees might stop working and focus on rejoicing on the changes enacted in the system of an organization. This is risky since little or no working progress will be undertaken in the organization thus contributing to losses (Raimbault & Barr, 2011). For this reason, the management ought to initiate peace in the employees and insisting on working even persistently to achieve the expectation of the organization.
However, when dealing with negative attitude, the management needs to be selective with the choice of words and opinion from other employees. This is vital in reduction of resistance from both the employees and other members of the firm. Poor handling of the negative attitude towards change is one of the key aspects that contributes to riot and strikes in the firm. To reduce the increase of strikes, the management has to explain in details to the members of the firm the importance of the change implemented. The opinion of the employees also ought to be considered in critical situations to reduce resistance (Klev & Levin, 2012). Involving the employees and other sub-ordinate members of the organization is vital in the reduction of the resistance in the firm. The organization ought to consider all the members of the organization before implementing change in the firm. The attitudes whether negative or positive ought to be managed by the management since not all people have equal characteristics.
The role of president, manager, and employee in managing proposed changes
The key role of the president of the firm in implementing change into the organization is agreeing or rejecting the proposed changes in the firm. After the management has proposed the expected changes to be enacted, it is upon the president to agree or reject the proposed changes. The purpose of the president in making changes usually involving signing the proposed regulations and rules that ought to bring changes to the organization (Raimbault & Barr, 2011). However, the president will approve not all the changes proposed by the management. Only the most favorable and appropriate changes are to be agreed by the president.
The role of the manager in implementing change in the organization is to initiate the employees into applying the implemented changes. Once the president of the firm has affirmed the appropriate changes to be undertaken, it is then the role of the manager to ensure that all the employees adhere to the new changes. The manager is also vital in proposing the appropriate changes to be enacted to improve the performance of the firm. The changes undertaken in the organization depends on the manager. This is for the key reason that the manager is in charge of all the undertakings in the firm. The employees play the role of adhering to the new changes implemented in the organization.
How can combining leadership and communication strategies mitigate resistance to change?
Combining leadership and communication strategies is one of the appropriate strategies in implementing change into the organization. A leader whose main function is to ensure that all the schedules of the firm are adhered manages the organization. For this reason, the leaders know both the changes that the firm needs. The leaders in the organization also know the reaction of the employees and the suitable method through which they communicate to the employees (Klev & Levin, 2012). For this reason, combining leadership and communication strategies is one of the best techniques to mitigate resistance to change in the firm.
References
Klev, R., & Levin, M. (2012). Participative transformation: Learning and development in practising change. Farnham: Gower.
Raimbault, C., & Barr, A. (2011). Emerging risks: A strategic management guide. Burlington, VT: Gower.
