Type ‘make or become different “changes direction -. You are either introducing something new, or change something that already exists
change something means you’re going comfort zone. You are used to doing things a certain way and for certain reasons and when this changes you tend to resist, saying “we have always done it this way and it works fine. But do you really know how or why these changes have? Change, if implemented thoughtfully, can be positive and we will show in this chapter
We are constantly experiencing changes – both at work and in personal :.
In the workplace
Changes in technology have affected us all differently; think about changes in the way we work today with business equipment such as computers, the Internet, mail, ATM, online conferencing, and portability of communication
They promised us a paperless office (although it has not quite happened yet) we have now adopted a system to store information in the micro chip no bigger than a thumb nail – you used to fill a filing cabinet with the same amount of information. Computers have also assured to make bookings for services and keep track of people and stock, etc. much quicker and easier.
We can save enormous amounts of time doing online business, saving on labor costs, (envelopes, paper, stamps) and it is quick and convenient.
Think about what changes have occurred in your life.
- Take courses (you do this to change your customers or knowledge levels)
- moving house (why do you do it?)
- Changing jobs (why do you do it?)
- Leaving school and entering the labor market (how you deal with this?)
- “throw out your favorite Old shoes !!!” (why do you do it?)
How often these changes occur? Whatever the reason for the change you have to change the current state of operation
For change to take place effectively and with as little disruption or trauma as possible, you need to approach the issue systematically :.
You (or your management) of
- assess the need for change – what is happening and why it is not working anymore
- research what needs to be done -. Look at the steps you need to take (in logical order) to get where you are now to where you want to be
- look for potential problems with a new approach and look for solutions.
- get feedback and input from relevant staff from the various departments
- implement reform – introducing a new program, process or system for all concerned and provide all the necessary training to employees
- evaluate the effectiveness of change -. Iron out any problems and decide whether the new method or system is actually doing what it’s supposed to
For example, when you move house
First to assess the need for change;
- you’ve got more kids and the house is too small
- you can afford better district
- you are moving to a new city / country etc
Second you determine what kind of house would now suit you. You
- look at a house in the right area
- look at the house right size
- check land rate cost etc
- look how close to transport, shops and schools, etc
- find out about moving costs
third , move!
Finally you settle in to your new house and take care of all the things you can not do before you get
- Adding more points power
- knocking out the wall between the family room and dining
- modernize the kitchen, etc.
Change begins with dissatisfaction.
Any changes come about because of satisfaction with the current state of being. For example,
Personal (affect you). You may be unhappy with your
Work (affects you)
- Department you work in.
Supervisor (influenced by others)
- work environment
- Other staff
Management (influenced by others)
- Company structure
- Introduction of new products / services
- Introduction of new policies
- New owners / managers (a new broom – change for change because)
- customer requirements
If there is dissatisfaction with the current situation, and you or your bosses or managers start looking for a better way to do things.
Reasons for change within the workplace
While any changes are usually caused by external factors, it can be said that there are two changes catalysts company is subjected to
- motivation (preventive)
- External incentives (reactive)
Internal change is motivated
- need or introduction of new systems
- expansion product or service line
- need to review the current processes that are no longer productive
- setting of new goals and policies of
- expansion into new markets
- to add a new key accounts & customer
- change in the office – new furniture, equipment change place
Many of them can also be driven by external influences, to meet product or service demand, but if the change is undertaken as a result of extensive research and. before the need for change will be negative business aspect of this is the proactive and positive
External change is motivated
- competitors may have made positive changes in procedures or improve their product / service which currently affect the business negatively.
- introduction of new or identification of recent legislation which means a major change in how you market or distribute products or services. For example, many years ago the government introduced new legislation with very strict rules on advertising and packaging of tobacco products.
- market trends are changing. For example, people are now much more health conscious than ever before. This has had a major impact (positive) on various companies.
Many of these changes are forced on us by these external influences. If they were expected, investigated and dealt with before they had a negative impact on us, we had to be proactive. If these changes were not expected, investigated and dealt with then we just have to make changes because we have to or because everyone else is doing it and this is the response. Respond to market driven changes (by) can be expensive and stressful as it usually does not have time for return tools, communicate with customers and staff, etc.
Managing change is well researched and thought out, step by step process to introduce something new to your business. Issues when considering changes are;
- Where are you now?
- Where do you want to be in the future?
- How will you get there?
Managing change effectively, then the
Take a good look at where you are now,
1. Methods your
- your products / services
- customer satisfaction levels
- You competitiveness
- sales figures and profit margins
- productivity and efficiency etc phone
2. Determine what it is about your current situation is not working, or wanting and deciding what needs to change to be more
3. Decide what steps you have to do to move from the current, inadequate state to the new efficient and profitable state.
Much of this means to talk with colleagues and gain their input and support. Pros and cons of making changes (or not make) should be discussed with the employees concerned and the consequences of any action to be taken should be thoroughly discussed. This is important because, when the ball starts to roll and it is put into operation, it can be difficult to stop or change direction. So it pays to be sure what you are doing and that
- relevant staff have been consulted and asked for input
- perceived problems are worked through and resolved so that the implementation of the change can go ahead smoothly.
Participants for projects that innovations and changes should ideally choose from numerous departments within the company, select staff are appropriate for the project. Selected from each area of the company depends on the track record of the individual, their ability to be open-minded and fair thinking, their ability to resume the project in a forward direction and their ability to communicate new processes and / or procedures to work companion them.
No two people will see problems, changes or projects in quite the same way, so there is room for disagreement and conflict. With regard to the management should choose only a limited number of employees from various fields to help the change process. This ensures that
- all levels of the company with suggestions throughout the process.
- confusion is avoided by having too many opinions
Why Change management is necessary.
Any change that is made in the workplace is different.
Some changes can be very small, for example:
- changing the wording or the layout of the company form
- get a new fax machine for the office.
- put on the new employee
Some changes can be large and complex
- restructuring of the department or the whole company
- add a new product or service
- upgrade the company’s computer or telephone systems.
Regardless of whether it is small or large change, the transition from old to new will flow more smoothly if the change that needs to occur is carefully considered and managed.
The purpose of the change is to focus on providing excellent performance within the organization with as little disruption as possible. It helps you
- focus on the issues at hand
- avoid the pitfalls along the way
- reduce staff opposition to the changes to be made
- increase productivity and efficiency
- planning process to a smooth transition
- identify communication and training issues that need to be addressed
Deciding what changes need to be made, and why, is essential. After all ‘ if it is not broke do not fix it …! ‘consider brands that have been around for a long time as McDonalds or Coke. These brands have been in existence for years and Many Many are instantly recognizable around the world. How they have managed to be successful as long as other companies have failed? Simply they have their fingers on the pulse of consumer demand and have made changes as and when required.
Proactive management why, when and how the change should take place in an organization can be carried out in various ways including;
Regular studies . This is something that every business should undertake on an annual basis to
- stay in touch with consumer demands
- assess their productivity
- evaluate the profitability of
- compare themselves with their competitors
Research can take many forms. Two of the major types of research are :.
This is information that you have collected yourself first hand. You can do this by
- Get customers and / or employees to complete the survey forms. This can be a form of asking a set of questions which customers or staff can fill in while they are in the office or sent out to him. The questions you ask can vary from study to study, depending on what it is you want to find out.
- offer customers or staff to session ‘Focus’. This is where small groups of employees or customers to spend time with you (perhaps over snacks and drinks) for general discussion on the various issues surrounding your business.
Types of questions you could ask in a survey or focus sessions could be
- If you continue to offer a certain product (sales may be down)?
- If you introduce a new product or service?
- Are your customers / staff satisfied with certain aspects of your business?
- What are you doing well?
- What can be done better?
Secondary Research .
Secondary research is information that has been gathered by someone outside the company. Possible sources of secondary research
- Government departments
- Local Council
- Australian Bureau of Statistics
- industry associations
- Chamber of Commerce, etc.
The type of information you can get from these sources are:
- area demographics such as age and gender population, types of articles inhabitants, where they shop, what per capita and so on.
- economic development, such as the latest employment figures, retail trends and so on.
Business analysis .
Another method of discovering the potential need for changes is to do a SWOT analysis of your business. SWOT stands for
S trength ;. This is an area where business is shining! Those are areas that you can build on to make them more solid and would perhaps require only minor changes.
Weaknesses;These are things that the agency needs to work on. They are areas open to attack your competitors (pointing out weaknesses of your potential customers). Vulnerability should be viewed as opportunities for improvement. A weakness, when recognized, can be dealt with in order to overcome it and possibly turn into a strength. This is where your research will play an important role
- What is a weakness?
- Why does it exist?
- What can you do to overcome it?
Opportunities; Research and understanding of your environment will meet the opportunities that are available to the company. Typical areas opportunity could be;
- new economic, social or cultural development of open potential new markets
- new legislation, the government could make new things possible.
- new technology could increase the exposure to market and efficiency etc
T hreats ; A threat is anything within your environment that will stop you from doing what you need to do and could be
- new competitor
- New legislation threatens as you do now part
- New technologies – all but you …
A SWOT analysis enables you to take a close look at the organization and builds a detailed picture of what, if anything, needs to change.
Problems need to be solved . Problems within the organization can be fairly straightforward or they may be hidden below the surface (and we simply have always put up with them). They often only be seen with your analysis of the organization. Having identified the problem then something needs to be done to solve it. Problems
- impact on productivity
- drive customers away
- drive staff away
- incurred unnecessary costs
- falls legal penalties or fines
the process of change planning starts,
- what exactly is the problem?
- What causes the problem?
- What needs to happen to make it better?
Having done all the research as to what changes need to be made, engage appropriate staff to discuss what needs to be done and how it is doing, resolve any problems with the implementation process and so you now have to let the rest of the staff organization know what is going to happen
You need to :.
- Explain the process. What was needed was a change? Who was involved in the planning? How were decisions made – and, finally, with the goal of
- What new methods will be
- What training staff will get
- What frames should change
- implementation will affect the daily practice of all and so on.
It is important to be honest about the ups and downs. It may well be difficult times ahead so it is best to let people know in advance and report any problems or questions they may have. Make a plan easy to understand by being clear and concise
Communication methods can be ;.
- Personal information session where presentations are made to all staff supervisors or managers -. Perhaps including slides and diagrams where staff can then ask questions
- memos outlining new approaches and give information on how each department is involved.
- staff meetings – Many companies have weekly departmental meeting to discuss general business issues. They present an ideal platform to update staff on new methods.
If done thoughtfully changes in the organization may be affected by a minimum of turbulence and resistance and can provide a stable and secure platform for the company’s future.
Resistance to change.
A common mistake made by management when implementing change is that this change will always be viewed in the unemotional, rational way. The truth, however, is that change is emotive subject with most people, and while they may feel indifferent about the changes, rarely is no emotional reaction at all
This is because change involves two highly emotional events :.
- and end
An ends means that some part of your life, how you do it, is about to come to a conclusion. You’re going to take out of your comfort zone and put into a situation that, but it could be better, is unfamiliar. It is thus often fear the unknown, for example:
- Will I be able to carry out these new tasks properly?
- What happens if I can not do this?
A beginning means you have to move on to something new. This is often traumatic, as it means (hopefully) new training and it is the beginning of a period where you are not quite as sure of yourself as you were before. This puts a dent in your self esteem and can cause a negative reaction
Why people resist change
Most people resist change because they ,.
- fear of losing their job
- do not understand the need for change
- believe it could lower their
- others try to tell them what to do, how to run their lives
- to act beyond them and make them feel insignificant
- do not trust their management
- they have not been consulted about the change and the processes
person has feelings tend to serve as a delicate and sophisticated internal guidance system. How do you feel about something will determine the physical and emotional reaction to it. Emotions are an important source of information and help you make decisions. When you are feeling uncomfortable with a situation or a person, it is your feelings to raise the alarm and stimulate you to be careful and so on
We all have basic emotional needs -. For example, we need to find a reputable and approved. We need to be taken seriously. In the workplace situation that we feel uncomfortable when our emotional needs are not met. If a decision is made on the local environment of our work and we have not been consulted or advised in advance of anger and even rage. Deep these feelings vary from person to person – one person might feel much more in the field than the other – but they need to take into account when looking to make major changes to a particular situation, personal or work-related.
Feelings have been disrespected, ignored or rejection etc can lead to very negative consequences. The initial feeling of the situation can turn into anger, resentment and bitterness and can in the worst case scenarios, lead to feelings of revenge and the need to take a negative action.
While it is not possible for management of the company to consult with every single employee it is very important for them to keep employees on what is happening within the company and to encourage proposals.
In this way,
- all staff are respectful of
- employees are aware of the issues relating to their work
- staff could contribute to the process by making helpful suggestions
- management can move forward with their plans in a positive way.
There will still be people who will be dissatisfaction with the changes made but this is a fact of human nature and must be approved.
How you can contribute to change and innovation
To participate actively change, everyone needs to know what changes :.
- change will interfere with how you work now.
- changes can take a long time – possibly longer than first thought
- change will not remove all the existing problems. In the short term, they may create more – until things have settled
- it is natural to be concerned about the proposed changes and have some doubts
- will be hiccups and glitches and you can go off track sometimes.
agrees that it will be difficult, the important thing is to actively participate in the changes; to strive for exceptional results, to be flexible and tolerant and to always keep the desired outcome in mind.
- not be afraid to make suggestions. If you can see the need for improvement or know a better way to do the job you should not hesitate to say it.
- assist to send the change
- help others in the workplace understand the meaning of the proposed amendment
- help to change the transition
- search and give input
- offer general support
- Change means having to do things in different ways to what you are used to.
- For change to occur, in fact, you need to; assess the need for changes, research what to do, organize the change process, implementing changes and finally to assess the effectiveness of the changes.
- Change begins with dissatisfaction with the way things are now done
- Reasons for change can be internal such as new equipment, products or systems, or external including competitor driven changes, government legislation, market trends and so on.
- Managing change effectively means a) to look at where you are now, b) know where you want to be and c) planning how to get from A to B with the least amount of stress, resistance and loss of business .
- Change can occur; when market trends shift, to solve consistent problem, it is a change in management or ownership and so on.
- People resist change because they are worried they will not be able to deal with new strategies to protect their jobs, because they do not understand what is going on and so on.
- To promote change and innovation you need to; assist in dealing with changes to other staff, help others to understand why change is necessary and what it means to them, giving support and assistance where needed.