论文代写:管理案例研究
论文代写:管理案例研究
地址变更正式
现在当所有措施终于有效时间进行变化,采取积极的措施。在这一步的管理变革阻力Posci组织变革的方法将(罗宾斯,2009)。有三个阶段的变化过程:准备改变,改变和加强管理。在准备改变它被要求做出适当的任务和程序进行改变的过程。下一步将是管理变化和使交流计划(Nelson和快,2010)。沟通是非常重要的改变员工,因为他们需要成为变化过程的一部分。最终员工负责进行的改变,如果他们不满意他们无法应付的情况(劳伦斯,1969)。最后一步是加强改变当最后员工进行了改变。在这个阶段收集的反馈是员工中收集的通信会话。通过这种方法的领导人变更管理过程可以评估员工的反应,他们可以根据员工的反应,使变化过程更有效(国王和安德森,2002)。这些措施可以有效的TR公司的情况,他们可以为管理工作的变化情况。
识别电阻变化的根源
管理阻力生效当领导人和管理者进行阻力的变化知道症状。这样他们能够识别的弱点,然后在这些点(赫西,2000)。可以采取一个例子可以帮助解释这一点:如果监管者识别根本原因喜欢他们知道员工展示抵抗,因为他们害怕未知,他们担心自己的工作。这样的领导人可以与员工沟通此事,让他们安心的现状(科比,2009)。这可以应用于案例研究和组织的常务董事需要考虑这个问题。
与经理的权利
最后一步是与合适的经理能够工作的发展变化过程。正确的抵抗组织高级领导人的管理者和组织的中层管理人员。这些人直接联系与变化过程和他们采取行动对变革的阻力。重要的是组织的高层领导人展示勇气实践的变化,然后展示给他们的员工(科比,2009)。这些解决方案是重要的管理变化。强迫永远不会帮助组织适应形势的变化。
论文代写:管理案例研究
Address the change formally
Now when all steps are taken it is finally time to conduct the change effectively and take proactive steps. In this step of managing resistance to change Posci organizational change methodology will be followed (Robbins, 2009). There are three phases of change process: preparing for the change, managing the change and reinforcing the change. In preparing for the change it is asked to make proper tasks and procedures for conducting change process. The next step will be to manage the change and make communication program (Nelson and Quick, 2010). It is very important to communicate the change with the employees because they need to become the part of the change process. Ultimately employees are the ones that are responsible for conducting the change and if they are not comfortable with the change they cannot cope up with the situation (Lawrence, 1969). The last step is to reinforce the change when finally employees have conducted the change. In this stage feedback is collected from the employees that are collected in the communication session. Through this method leaders of the change management process can evaluate the responses of the employees and they can work according to the responses of the employees and make the change process more effective (King and Anderson, 2002). These steps can be effective in the situation of TR Company and they can work for managing the change situation.
Identify the root causes of resistance to the change
Managing the resistance becomes effective when leaders and supervisors conducting the change know the symptoms of the resistance. In this way they are able to identify the weak points and then work on those points (Hussey, 2000). An example can be taken that can help in explaining this point: if supervisors identify the root causes like they know that employees are showing resistance because they fear the unknown and they are worried about their jobs. In this way leaders can communicate with the employees about this matter and make them at ease with the current situation (Bryant, 2009). This can be applied on case study and managing director of the organization needs to look into this matter.
Engage with the right managers
The last step is to engage with the right kind of managers that can work for the development of the change process. Right resistance managers of the organizations are senior leaders and middle managers of the organizations. These individuals are directly linked with the change process and they are the ones taking action about the resistance to change. It is important that senior leaders of the organization show courage to practice the change first and then demonstrate it to their employees (Bryant, 2009). These solutions are important for managing the change. Coercion can never help in accommodating the situation of change in the organization.
