Implementing Changes Paper

Implementing Change Paper

Lillie Swinney

AGHCO310E

HCS/475: Leadership and Performance Development

November 19, 2011

Wallace White

Introduction

Predictable in all organizations is change. The success or failure of change can result by how well the organization’s manager implements and manages the changes. This paper will discuss a manager’s role and responsibility in implementing change, how a manager can productively handle staff resistance to change, and describe every step of the change process. Change management that is successful requires a critical mass of people who are dedicated and willing to change, and will maintain their new behavior to line up with the needs of the change (Leban&Stone, 2008).

A manager’s role and responsibility

An article written by Tom Terez (1990), A Manager’s Guidelines for implementing Successful Operational Changes, lists nine steps a manager should follow when changes are implemented. These steps outline the variety of aspects managers are accountable for when changers are being made within the department. The manager’s responsibility is to analyze the environment where the change will occur during the preparation stage. The first step includes analyzing employee confidence, employee appointment, and possible opposition to changes. The second step is the exposal of details to the changes and to answer questions the employees may ask. Allowing employees to ask question about the changes will help them understand that the organization does not have anything to hide.

In the change process, motivating employees is very important. This can be in the form of getting the employees involved in the change or by providing incentives. Including employees in the planning and implementation stage allows them to maintain ownership and they will be more eager to accept the change. The manager also challenges the employees to allow the change, embrace it, and make sure the change will be successful in the long-term. To...