Managing change in organizations assignment

Managing change in organizations assignment Introduction of change through systems: Following is the example of change at my workplace. I worked in an NGO (non profit organisation) .Things are smooth before the introduction of computers. As most of the work done is on books and register which not only take too much time but there is also the chances of error. We often got complaints from Auditors that our system is not right and there are many mistakes and loop holes in it. Therefore our top management decided to introduce the computers in the organisation. As this is big organisation and also funded by government. It has many departments in it. Most of people dont know how to use computers. They resist the change. So we have to look at different systems to make this happen. This is the big change in the system and we also have to keep in mind reactions of different stakeholders. Importance of stakeholders: Stakeholders are people who have some form of interest in the change, whether they are the targets of the change, managers or other interested parties. They can be anybody like directors, shareholders or even creditors. A lack of stakeholder management is one of the key reasons why change projects fail, so understanding them and ensuring they are addressed in all plans and activities is a critical activity. Qualities for a successful system: Following are the qualities of the successful system. 1. Leadership The leadership team is aligned with the business direction and engaged in driving behaviours and practices to achieve change. 2. Culture The work climate and the employee values and behaviours adapt to new business situations and encourage excellent performance. 3. Commitment Employees throughout the organisation are willing to embrace new ways to think, behave, and perform. 4. Capabilities Employees at all levels develop and share the skills and knowledge to perform in new ways. 5. Structure Organisational structures including roles, responsibilities, and relationships are designed to support organisational agility and performance. 6. Communication Employees at all levels share information in a timely manner. 7. Performance Processes, incentives, and management practices recognise, reward, and reinforce the achievement of goals. System modelling: System modelling shows how the system should be working. Use this technique to examine how various components work together to produce a particular outcome. By diagramming the linkages between each system activity, system modelling makes it easier to understand the relationships among various activities and the impact of each on the others. It shows the processes as part of a larger system whose objective is to serve a specific client need. System modelling uses three elements: inputs, processes, and outcomes. Inputs are the resources used to carry out the activities (processes). Processes are the activities and tasks that turn the inputs into products and services. Outcomes are the results of processes. Outcomes generally refer to the direct outputs generated by a process, and may sometimes refer to the more indirect effects on the procedure and the still more indirect impacts on the wider community. Ref: Quality Assurance Tools and Methods website Therefore we develop four systems through which we are going to implement the change. Change through Mutual understanding: We can use collaborative system for this because its suits our organisation. We have different staff in different cities. Like the larger family of distributed applications, collaborative systems are distinguished by the fact that the agents in the system are working together towards a common goal and have a critical need to interact closely with each other, sharing information, exchanging requests with each other, and checking in with each other on their status. The problem with collaboration is that it takes time and effort. When speed is important and resources are limited on the ground, then investing in collaborative efforts can seem wasteful. Consultative system: Further, the system captures users feedback, which can be verbal requirement, facial expression, and keyboard input. Then the system analyzes users response, compares to predetermined goals or experts requirement, and provides user advices in various desired formats. Care must be taken during consultation to ensure that people know the process, and that they perceive it to be fair. As you move away from collaboration, greater trust is required of the decision-makers and thus more trust-building activities may be required. Ref: http://www.freshpatents.com/Consultative-system-dt20070104ptan20070003914.php Bureaucratic system: Previously a bureaucratic approach is used in all the decision. The organization is told how it will go to work. This is thus using the principle of push to drive through change. The problem with this is that there is often a fear that there will be greater resistance to change if people know what is going to happen. Resistance comes particularly from those who hold power. To help reduce the problem of resistance, very high levels of communication may be required. Coercive system: A coercive approach is also in the list as it pays little attention to the people, their ideas or their needs. Changes are implemented in a relatively mechanical way. Typical of a coercive approach is the shock and surprise that people encounter as change is thrust upon them. Not all coercive approaches are unethical and some are simply born of the need for urgency. Ethics lie in the values of the people who are planning and implementing the change, rather than the fact that a coercive approach is being used. Analyse and evaluate these systems: Collaboration: A Collaborative approaches are particularly important when you have a high level of professionally qualified people like in our organisation almost 50% of people are highly qualified and rest are qualified by experience . Consultation: Consultation is, in many ways, a watered-down version of collaboration. The views of people are elicited, which does take some time e.g. achieving an acceptable decision with a lot of people is often very time-consuming. Direction: Under directive system a flip over from pull to push required and you thus need the power to be able to make this work, particularly getting people all going in the same direction rather than scattering as they run away from the push. Direction thus needs to be done firmly and quickly e.g. every body know how to do and when to do it and have proper resources to do that and also suits situations where time is of the essence. Coercion: As discussed earlier it an aggressive way to implement change , coercive suit only those situations where you need people to move particularly fast or where human relations have broken down to the point where nobody listens to anyone else and the only option is force. Of course this is not a desirable option, but when the alternative is total failure, it may be the best (or only) choice of action. Ways of implementing the change: 1) Developmental Change: Developmental change occurs when a company makes an improvement to their current business. If a company decided to improve their processes, methods or performance standards this would be considered developmental change. This type of change should cause little stress to current employees as long as the rationale for the new process is clearly conveyed and the employees are educated on the new techniques. When major change such as the decision to close a division, if the company attempted to implement developmental change as the first step in streamlining the business, employees may be more likely to accept the change. The employees could see that the company attempted different strategies before determining that closing the division was the only option. Ref: http://businessmanagement.suite101.com/article.cfm/types_of_change#ixzz0MV67BmVa Transitional Change: Transitional change is more intrusive than developmental change as it replaces existing processes or procedures with something that is completely new to the company. The period when the old process is being dismantled and the new process is being implemented is called the transitional phase. A corporate reorganization, merger, acquisition, creating new products or services, and implementing new technology are examples of transitional change. Transitional change may not require a significant shift in culture or behaviour but it is more challenging to implement than developmental change. The future of the organization is unknown when the transformation begins which can add a level or discomfort to employees. Ref: http://businessmanagement.suite101.com/article.cfm/types_of_change#ixzz0MV6MZhVU Transformational Change: Transformational change occurs after the transition period. Transformational change may involve both developmental and transitional change. It is common for transitional and transformation change to occur in tandem. When companies are faced with the emergence of radically different technologies, significant changes in supply and demand, unexpected competition, lack of revenue or other major shifts in how they do business, developmental or transitional change may not offer the company the solution they need to stay competitive. Instead of methodically implementing new processes, the company may be forces to drastically transform themselves. Ref: http://businessmanagement.suite101.com/article.cfm/types_of_change#ixzz0MV6QbmZR Analysis of Changes: Articulating the reasons for the change and sharing the vision of the senior leaders of the organization can help alleviate some of the resistance to change. Employees will naturally resist change but are more likely to accept the change if they view top management as keeping them informed and supporting them throughout the process. Employees will look for a rationale for the implementation of this major change. Top management should be prepared to involve employees in all phases of the transition. Ref: http://businessmanagement.suite101.com/article.cfm/types_of_change#ixzz0MV74bIUm Conclusion: Any change requires a typically set up through a series of regular and formal meetings at all levels of management through the organization.

Tempting Fate: Essay on The Monkeys Paw -- essays research papers

-Ildar- Tempting Fate The â€Å"Monkey’s Paw† reveals an intriguing story of destiny and death. The Theme challenges the classical ideas of destiny and fate. From the beginning of the story Mr. White denies the seriousness of the paw. When he says, â€Å"Well, why don’t you have three sir†, he is in a way mocking Morris and the criticalness of the paw. The effects of disturbing fate do not even occur to him at this point and his intrigue and human greed override his judgment. â€Å"If you don’t want it, Morris, give it to me†, Mr. White had said after Morris threw the paw in the fire. This is where Mr. White made his first mistake. Mrs. White on the other hand manages to keep a cool head in the beginning and is apprehensive of the paw. She originally senses the danger that the paw poses but doesn’t make much of it and actually encourages Mr. White to use the paw. Mr. White’s first wish was a simple one as he thought. â€Å"I wish for two hundred pounds,† he had uttered so easily thinking that this was as straightforward of a wish as there could be. Little did he know that tempting fate in such a way had serious consequences. At this point in the story the writer foreshadows the grim events that follow when Herbert says, â€Å"Well, I don’t see the money, and I bet I never shall†. Ironically Herbert is correct. The twist of the story revealed itself when Mrs. White opened the door to receive her money. The visitor from Maw and Meggins delivered the bad new of their sons untimely death, â€Å"He was ca...

Some Cannot Forget :: essays research papers

The Vietnam War Purpose: To illustrate my view on the Vietnam War. Audience: Anyone with an interest in the Vietnam War. Some Can't Forget I awaken and bolt upright in bed, my heart racing and sweat beginning to bead on my forehead. My chest heaving with ragged breaths, I try to figure out what startled me out of sleep. Then I hear it: The terrified scream of my father piercing through the eerie silence. My heart skips a beat and I shuffle my feet under the covers, letting them fall off the bed and land on the carpet. I start to push myself up, but then hear my mom's voice slowly drift down the hall as she tries to awaken and comfort my father. "It's okay. You're home. You're okay. It's over." A sigh escapes my lips and I lay back in bed, pull the covers to my neck, and desperately hope to fall back asleep. Another nightmare of the Vietnam War. I could never in my wildest dreams even begin to imagine having to experience something with such controversy and horror. But my father was there and it is still with him today, almost thirty years later. As most people know, there was an extreme amount of debate over the Vietnam War. There were protesters in the streets and marching on the White House lawn, preaching about peace and civil rights. Young men were fleeing to Canada to escape the draft, while others freely volunteered to join the service. Even though the war was in Vietnam, the fighting spirit could be found all over in the cities of the United States. I understand the opposition to the war, because technically it wasn't even our fight. It was, after all, within the country of Vietnam. But the reason we intervened was because the South Vietnamese government asked us to fight the communism that was trying to take them over. While most people knew this, I don't think they fully understood it or even cared. All they knew was that people they loved were being sent off to a foreign country to die. One thing that I really don't understand is the way that the Vietnam veterans were treated after they returned home. These soldiers were fighting for our country, doing their duty to serve and protect. They were not the ones who started the war, so why should they be blamed for it?

Prisoner’s Dilemma Essay

The idea of prisoner’s dilemma promoted by Axelrod has created different levels of interpretation of relationships revolving around the international arena. The idea which originated from the rational choice discipline has paved the way for alternative explanations in the practice of governance in the anarchic arena.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Due to security issues prevalent in the international arena the concept of prisoners/security dilemma comes into the picture. According to (Mc-Graw Hill Companies, 2005, p.3) â€Å"security dilemma arises also when we don’t assume that nations and their leaders are inherently evil, war-mongering people.† In addition, the lack of trust and pursuit of relative gains among members of the international community paved the way for such actions among states. According to (Mc-Graw Hill Companies, 2005, p.7) â€Å"if trust is lacking there is likely to have strong relative gain concerns.†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Thus, there is a need of continuous information sharing, consensus, and trust among members of the international community. With the application of this will the issue of security dilemma be alleviated. According to (Mc-Graw Hill Companies, 2005, p.8) â€Å"security dilemma can arise between states in the anarchic international system due to lack of trust, misperception, and miscommunication, and the inherent ambiguity of every state’s attempt to acquire military power to survive.†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One example in catering and addressing the challenges posed by security and prisoners’ dilemma is the creation of institutions that will foster the mechanisms and processes to alleviate the idea. It must be able to create communication measures, pave the way for trust to occur between states and clarification and monitoring that will enhance the distinction of offensive and defensive purposes. With these initiatives, the negative setback created by security and prisoners dilemma can be alleviated and prevented. In this light, cooperation may be possible. Work Cited Mc-Graw Hill Companies. ‘Prisoners Dilemma’ 2005 accessed December 10, 2007 [on-line] PowerPoint Presentation.

Are Parents the Best Teachers?

Obviously, the first teachers we have in our lives in most cases are our parents. They teach us to walk, to speak, and to have good manners before we reach â€Å"the real world. † More than even the professional teachers that we have in school, parents are generally the most involved in the development and education of children. Almost for sure our parents are the best teachers at the beginning of our lives, which actually corresponds to the parents' role in nature. Parents are most committed and involved in teaching their children; they have a kind of instinct to sacrifice a part of themselves for the betterment of their children.They love us and have great patience while passing down their knowledge to us. They wish us a success and thus will not teach us bad things. And of course, implicit learning occurs when children unconsciously copy some of their parents' habits and styles of behavior. During the second stage of child development, adolescence, parents can still be in t he best position to offer advice even though the children might not accept it. In this case, perhaps the child's friends would be the best teachers. Adolescents are notoriously rebellious in many cultures and may automatically reject any advice from their parents.My first marriage for instance, was solely a matter of doing the opposite when my parents tried to intrude in offering their advice. So in such matters, parents should be much more flexible and be rather the partners with their children. So we can see that being a teacher of growing child become more and more complicated case as the time passes and many parents are simply not able to meet the increased demands. On the other hand, I would say that parents are not professional teachers and they tend to be very biased by their love of their children.So wishing good things and an easy life may prevent children from maturation. In any case, parents usually can present only one viewpoint of the world, while good teaching should b e based on different attitudes. Thus, when children go to school and have a great diversity of teachers, they learn much more than their parents could probably give them. Furthermore, once our parents get older, they become more conservative and cannot always be objective in regard to modern trends and fashions. Thus we need to take their advice with caution during that period.However, some kind of intuition which I believe shared between relatives about what everybody needs and great love which exists in a families still makes our parents very good teachers and advisers at any time. In conclusion, while parents are not the ideal teachers, and well-rounded children will generally need a great diversity of teachers in their lives in order to have a more accurate view of the world, parents are generally the most committed of all teachers and have the greatest emotional investment in their children and their future.

Social Networking The Most Popular Tool Of Communication...

The use of social networking is currently the most popular tool of communication. People use it to connect to their loved ones, circle of friends, and maintain a professional relationship with their colleagues. Students use social networking to connect and collaborate with their peers. It is also a way to spread information faster than the word of mouth. Anything posted online will forever be public. However, many students misuse social networking as a way to compare themselves to their peers and as an escape from reality. This results in having problems with school achievement, self-esteem, and the lack of real-life support. The excessive use of social networking does more harm than good among students if not used properly. Social networking affects the student s’ achievement in school positively and negatively. One may say that it allows students to become an active member on campus and create relationships between peers. Junco, Heiberger, and Loken argue that â€Å" a higher percentage of high users of social networking websites participated in and spent more time in campus organizations than low users† (Junco, Heiberger, and Loken 121). They also add that â€Å"students who were engaged in academic discussions via Twitter also forged interpersonal relationships. While they discussed the reading, students made connections when realizing they had shared values and interests† (Junco, Heiberger, Loken 126). Unfortunately, social networking sites increase the chance ofShow MoreRelatedComputers and Ethics1540 Words   |  7 PagesSocial Networking Danielle Morris Professor Virginia Booth INF 103: Computer Literacy April 16, 2014 Communication is an inevitable occurrence in life and is vital to building and maintaining relationships. Individuals typically interact with family, friends, and colleagues regularly. 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Social Networking has changed many people around the world from educational purposes to people’s life styles. Many of the Social Networking websites have a way to connect with other people all around the world, to make new friends, learn new things and even make relationships. Social Networking has increased in a very fast way in the past years, especially among college students, and high school studentsRead MoreSocial Media And Social Networking975 Words   |  4 Pages Social media, according to (Andreas Kaplan and Michael Haenlein, 2009) is a mass of internet based application that builds on the technology and content foundation of Web 2.0 and which allows the creation and exchange of user generated content. Social media is an internet base tool that increases information sharing. Social media is a medium for social interaction, using the most available publishing techniques, and it uses, a web-based application to transform communication, making dialogues more

Canadian Social Work Practice A New Horizon Of Learning...

Canadian Social Work Practice: A New Horizon of Learning My clear and definite understanding of critical theories and postmodern thoughts provides me significant and appropriate frameworks to practice as a progressive social worker in Canadian context (Morley, 2003). My exploration of reflective practice and the fundamentals of critical self reflection approach enhanced my understanding of specific client situations. Moreover, my learning about anti-racist and anti-oppressive practice helps me to identify socially constructed structural factors which are oppressive in various clientele circumstances (Hickson, 2011). All the above mentioned understandings are merely new to me in terms of practice. I have emphasized more on the principles and guidelines of â€Å"ecologically oriented†, â€Å"competence-cantered† social work practice in back home. My assessments and interventions in the community mental health practices were to modify the environment, provide support and e nhance the strengths and potentialities of the client. I have never focused on the oppressive structural factors like â€Å"poverty†, â€Å"bureaucratic dominance†, â€Å"race†, â€Å"religion†, â€Å"gender†, â€Å"power imbalance†, â€Å"class†, â€Å"economic barriers†, and â€Å"status quo† (Morley, 2003). And I found that all my new learnings are very important as a social work practitioner. A clear and conscious consideration of my social location will perhaps helps me to avoid the reproduction of ‘power over’ relationship with my clients; itShow MoreRelated Teaching From A Design Perspective Essay1714 Words   |  7 PagesA Design Perspective Developing a philosophy of education is more than asserting a love of wisdom in the theory and practice of teaching. It may be heartening to feel, but it lacks backbone. 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