Question

Reflect on the section Planning and Executing Change Effectively, in Chapter 7 of the text (book) Carpenter, M., Bauer, T., & Erdogan, B. (2010). Management Principles, v. 1.1. Summarize the key steps in planning and executing change in a 500 word or more journal entry.

Answer 1

The following unfreezing, changes and refreezing are the steps for planning and implementing changes. Freezing shall ensure the readiness for change of members or staff of an organization; change, implement, or implement the proposed changes, and re-freeze guarantees that the change becomes stable, with new methods, regulations or procedures become the standard, Carpenter, M., Bauer, T., & Erdogan, B. (2010).

Unfreezing Before Change

Notify members or staff of a plan for change of a change? If staff are aware of a change, they will probably adapt and commit themselves more to a change. If the vision is exciting, staff are excited and proud to be part of a company change. The symbolic value is given if management informs the employees of the move.

Develop an urgent sense; people are more appropriate for accepting change if they know it is necessary. If a company does well and employees are aware of this, there will be no need for change; if the company has to confront external and/or external threats, the changes are vital for employees.

Build a Coalition; a leader doesn't have to convince everyone when a change is needed. Instead, management should prepare managers' opinions so that they can inform employees that change is needed because the leaders talk about it.

Support should be provided; workers should not feel that their views are not valid and managers should prepare staff for change through emotional and instrumental support. Emotional support through allowing employees to express their concerns and opinions and to provide helpful support by providing a training program for employees in order to learn the role of the new system. Effective leadership and incentive skills can help managers support workers in the new transformation.

Allow staff to take part, research reveals that it can be possible for employees to participate in this change. Participation can be helpful if it starts earlier before changes start. If, for example , a company suspected that its products were not made well, one way of convincing employees to call clients and ask about products, so employees will be persuaded to change after they hop on the phone and hear customers complaint.