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Please answer original forum with a minimum of 250 words and respond to both students separately with a minimum of 100 words each
Page 1 Original Forum with References
page 2 Nikole response with references
page 3 Erlis response with references
While there are many factors driving the pace of organizational change today, there are four (4) factors that stand out; globalization, technological changes, the rise of the knowledge worker, and the importance of cross-functional collaboration within organizations. Bearing in mind that change is now the new normal, what must organizations do to effectively manage the rapidly changing internal and external environments within which they conduct business?
Bearing in mind that change is now the new normal, what must organizations do to effectively manage the rapidly changing internal and external environments within which they conduct business?
We have finally made it to the end! I have learned so much these last 8 weeks, this course has truly pushed me past my comfort zone.
For organizations to effectively manage the rapidly changing internal and external environments within which they conduct business the first things they should do is access organizational and employee readiness. This is where managers and leaders would make sure the organization is equipped with the knowledge, skills, and abilities needed to implement the changes. The next thing they should do is lay the groundwork for the change. Doing this requires managers to work closely with the HR department to create a clear vision manage culture shift, conduct strategic workforce planning, and reduce interpersonal conflict. (Week 8 Lesson, APU). Once the vision is clear then the organization and implement and adapt the change with a structured method. Leaders must keep in mind that they may be required to guide and correct throughout the change process and make any adjustments needed. The last thing an organization must do to effectively manage change is to sustain momentum. This is where the organization keeps the change going. Leaders and managers must not let employees begin to burnout or get bored with changes. Leaders should keep old habits from returning and continue to be excited about the changes. They may have to offer incentives to employees to keep the momentum and moral going. Leaders should make sure they plan carefully, align leadership roles, find and support advocates, and constantly monitor, measure, and adjust changes as needed.
I can’t believe how quick and smooth this 8 – weeks passed. Thanks everyone for the reply, discussions, and supportive coments through this time. Good luck.
According to the weekly topic , change management is the systematic approach and application of knowledge, tools and resources to deal with change. It involves defining and adopting corporate strategies, structures, procedures and technologies to handle changes in external conditions and the business environment. Effective change management goes beyond project management and technical tasks undertaken to enact organizational changes and involves leading the “people side” of major change within an organization. The primary goal of change management is to successfully implement new processes, products and business strategies while minimizing negative outcomes.
Business managers who want to undertake major transformation to stay competitive must work with HR staff to gain employee acceptance and support.
Having the right leadership and buy-in from the executive team is critical to unifying the organization behind a common strategic direction.
Another key is making sure all managers are equipped to coach their direct reports toward commitment. One-on-one conversations help individual team members analyze how the change will affect them, determine their level of commitment and choose how they will act. Unfortunately, many managers are not adept at change management. The lack of change management skills among managers can make change initiatives difficult to achieve. A Towers Watson Change and Communication ROI Survey found that 87 percent of employers train managers on effective change management; however, only one-quarter of those employers found the training to be effective. To increase managers’ skills, HR should provide training that is tailored to the specific change initiative and the competencies necessary to lead successful change.