美国代写论文：分析变革管理
美国代写论文：分析变革管理
介绍
B部分：同事的面试（连同我的个人经历）
我还插入了我的同事对我采访他时采取的以下问题的回应：（注意：我的同事是我的同事，他也是销售和市场助理经理）
问题：
Q.1。为什么提供了这个变化的理由，以及由谁来提供？
答。重组原因：
移动和过渡是每个工作实体的重要组成部分，现任首席执行官的活动使该组织寻找另一位领导。
通知谁？
董事会通知我们变更。
•即使团体在适应复杂情况时发现问题，领导者也会在学习中使用自我感觉（Rutledge，Merryn，2009）以使成员调整。
同事的回应：
遵循同样的理由向他的部门提供信息。
我们被要求与董事会会议
Q.2。广义而言，变革过程如何管理？
答。变更管理如下：
公司通知我们所有人提前了解即将发生的变化，我们准备接受变化。
许多员工无法接受变化的情况，因此离开了组织。
在了解了新领导者的能力和对员工的有效政策执行情况后，他们加入了并加强了现有的员工队伍。
同事的回应：
不像我，他对这个变化有点不高兴。
他与组织有情感上的联系，他很难抵制这种变化。
但是，在这个变化的时代，他只是给自己一个时间，认识自己，却拒绝了这个变化。这对他有效，他开始接受变化。
美国代写论文：分析变革管理
Introduction
PART B: Colleague’s Interview (along with my personal experiences)
I also have inserted my colleague’s response to the below questions which were taken when I interviewed him: (NOTE: My colleague is my counterpart, he is also Assistant Manager- Sales and Marketing)
QUESTIONS:
Q.1.What rationale was provided for the change, and by whom?
Ans. Reason for restructuring:
Movement and transition are part and parcel of every working entity and the movement of the current CEO made the organization to look for another leader.
Informed by whom?
We were informed by the Board of Directors about the change.
Even when the groups were finding problems in adjusting to complex situations, the leaders used sense making in their learning (Rutledge, Merryn, 2009) in order to make the members adjust.
Colleague’s Response:
The same rationale was followed to provide information to his department as well.
We were called for a meeting with the Board of Directors
Q.2. In broad terms, how was the change process managed?
Ans. The change was managed as follows:
The company informed all of us well in advance about the fore coming change and we got prepared to accept the change.
Many employees could not accept the changing situation and hence, left the organization.
But after comprehending the competency of the new leader and her implementation of effective policies for its employees, they joined back and the existing employee force strengthened.
Colleague’s Response:
Unlike I, he was a little upset with the change.
He had an emotional connect with the organization and it was very difficult for him to resist this change.
However, he resisted the change by just giving time to himself and knowing himself in these times of change. This worked for him and he started accepting the change.
