Implementing Change in the Workplace

Implementing Changes in the Workplace
Implementing change in any area of an organization can be challenging due to the fact few individuals enjoy change whether at work or even in their personal life. It is important that the manager has a plan of action before trying to implement any change. In order to implement the new changes in the organization, the manager’s duty and views within the area is extremely important. The manager’s role is to assess the change that needs to take place, produce a line of attack to execute a change, carry out the change, and finally evaluate the change in an appropriate manner. In order to have a fruitful application of a new change in any system it is critical for the business supervisor to be involved in every step of the way.
When taking the steps in implementing change, managers must represent themselves as change representatives. Acting as change representatives is the substances that secure that the change process is going to run from one step up all the way up to the last one when the change comes to be unending. Change representatives have a skill to encourage others, display effective interpersonal skills, elasticity, assurance, and a capability to handle opinions from varying sources of contributions. “Organizational leaders should look for these characteristics when assigning responsibility for managing the change process. Managers, though often not the precipitators of change, are accountable to the organization for leading change. Managers serve to assuage fears about change by answering questions, addressing rumors, acknowledging uncertainties, and leading by example. Managers can remove fears of the unknown by hosting question and answer sessions with those affected by the change. Including affected parties in discussion and planning as much as possible helps garner support for impending change” (Ratini,2011). “Responsibility for managing change is with management and executives of the organization - they must manage...