Manager Role in Implementing Change

Manager power in Implementing Change Nicole Paschel University of Phoenix HCS/ 475 Ashley Tennessee December 17, 2010 Manager Role in Implementing Change There argon successful ways to implement substitutes in many different organization and all employees requisite to fancy how the sorts will benefit them and how it will affect their work daily. Managers within an organization that are seeking change need to bring the idea to their employees or management team to receive etiquette feedback. In this paper I will discuss Managers role and responsibility how manager successfully handle change.Managers enjoy that any miscellanea of changes whether it is tonic ideas, new technology or new programs can create concerns and in most cases resistance. Employees bring on many of their own reason for resisting changes within the organization. A good reason could be that many employees turn over upon accustomed to the companies way of doing things and management come in with new approa ches. These new approaches are expected to fall in line with the employees but this does cause the wall of resistance and this wall can become strong.Many employees advert forward to changes benefiting them in ways so it is important that management empower people to agree and dupe changes in ways that would works for them as employee. Mangers will never face a situation where on that point are no problems with bringing in changes. When implanting these changes management need to understand why these changes are necessary, what need to be change and if there are any blocks to enable the changes, close changes are not overnight so management needs to involve their selves in monitoring the changes making sure the changes works.Some are affright by change and many can adapt to it these token of personalities are know as type A and type B personalities. Managers alike need to be respectful to the employees while adjusting to the change and as well as the employees need to do the same with management. Employees need to alike realize that management feed a little more of a harder job and that is to make sure the changes is doing what it needs to do in benefiting the company and is the change benefiting their employees and keeping them happy or at least content.Every responds to change differently, so mangers and graduate(prenominal) staff needs to try to introduce these changes slowly so that it is not such a shock. around employees would like to rescue a message ab stunned change from two people with authority, CEO or their immediate supervisor. Without those people of authority relaying the most descriptive message about the change this can fix into two reasons for employee resistance, lack of awareness about the change and they are comfortable with the way things are and awe of the unknown. During the change mangers need to understand their employees concerns during this time.There are key phases for managing employees during change Awareness of t he need to change, Desire to figure and support thechange, Knowledge of how to change (and what the change looks like), Ability to implement the change on a daily basis, and Reinforcement to keep the change in place. Organization need to know that employees will proceed through with(predicate) the phase or change at different rate of speed (Garrison Wynn,2005. There are also six personal or professional phases that many employees go through when change is brought about.Employees may not go through the phase change in order. The six phases are 1. Anticipation. The waiting stage. They really dont know what to expect so they wait, anticipating what the future holds. 2. Confrontation. People begin to confront reality. Realizing that change is really going to pass by or is happening. 3. Realization. Post change Realizing that nothing is ever going to be as it once was. 4. Depression. very much a necessary step in the change process. This is the stage where a person mourns the past . 5. Acceptance of the change emotionally.Although they may still have reservations, they are not fighting the change at this stage. They may as yet see some of the benefits even if they are not altogether convinced. 6. Enlightenment. In Phase 6, people completely accept the new change. In fact, many wonder how they ever managed the old way. Overall, they feel good about the change and accept it as the status quo from here forward. (Garrison Wynn,2005) With these different phases that is why it is hard to tell or determine how long changes will relieve mavenself to implement.If employees were not aware that any changes were required then chemical reaction of employee may be, why change if change is not working or that the change was a mishandle of time. Mangers should be ready for the resistance to any change, prepare for it, and make special efforts to assess and deal with mavin-on-one reactions to change. A manager or a person in leadership mustiness develop a proper atti tude toward the resistance of change that their employee may have. Looking at the thoughts that many may have and carefully listen to their concerns is something that managers must do to help with the resistance of the change.Engaging many with the change should be make after fully understanding the concerns of others. The best way to minimize resistance to change is to involve those who is responsible for the change and those who are affected by it. Consulting employees from the areas affected first hand and not leaving in the dark is another method of handling resistance. With involving those who are affected a test run of the new changes could help iron out the problem areas, get feedback on what is working well and find out how to improve the on the change to make it affective.In conclusion key to monitoring change effectively is to taking into custody in touch with the people. Ask your employees questions and demonstrate concerns for their well being and committing to whatev er is necessary to make the changes work. Most people feel comfortable with changes. The support of the managers and allowing the people to adjust to the change is greatly needed it is also another way to let the people know the concern you may have for their well being. Managers must keep in mind that support from one another and allowing enough time and flexibility for the changes to take place is good leadership.No change takes place over night but with the help of every one pulling together it could make the changes a positive and an effective situation. It is best for everybody to be on one page and support one another. Reference Garrison Wynn. (2005). Change Management. Retrieved from http//managingchange. biz/manage_change_resistance. html Terez, Tom. (1990). Industrial Management. Retrieved from http//www. thefreelibrary. com/A+managers+guidelines+for+implementing+successful+operational -a08851664 (2008). The managers Role in Leading Change. Retrieved from http//www. healths cotland. com/uploads/documents/8308-LessonsInChangePart2. pdf