all, 2004).
Furthermore, there are three steps that must be followed in order to be successful with applying this principle:
Confronting reality and articulating the need for change, in order to convince each individual that change is necessary and that it will attract positive aspects for the organization and its employees
Demonstrating the belief that the company has a viable future and the leadership to get there, so that it accentuates the need for the specific changes in case, on the one hand, and to boost employees' morale through the change management process, on the other hand
Providing a map to guide behavior and decision making, because these changes must be kept under control at all times, in order to implement a successful change management program
The above mentioned steps must take the form of a unitary message. This message must be carried by the organization's leaders. However, even if the general idea of the message must be a unitary one, the form of the message must be adapted by each leader for each division it is addressed to, in order to be clearly understood and to avoid any misunderstandings that might sabotage the success of the change management program.
Regarding the principle of creating ownership, "leaders of large change programs must overperform during the transformation and be the zealots who create a critical mass among the workforce in favor of change. This requires more than mere buy-in or passive agreement that the direction of change is acceptable. It demands ownership by leaders willing to accept responsibility for making change happen in all of the areas they influence or control" (Jones et. all, 2004).
Change Management Benefits
Although dealing with change management can be a very difficult process, the benefits that derive from this process make worth the trouble. For example, it has been proven that change management helps diminishing risks that are usually associated with change, eliminating resource conflicts and redundancies, and reducing costs.
Also, there are several strategic benefits involved. For example, the change management process can help to determine the real impact that change would have on the organization as a whole and on each of its divisions. Furthermore, this would help the organization's managers to make contingency plans that would be based on verified information (Koch, 2007).
In addition to this, change management can also determine increased internal teamwork and external customer satisfaction. Given the fact that change management is time consuming and that it also involves key employees in the process, it should only be performed under strict conditions, when change is absolutely necessary. Therefore, any change request proposal must follow certain aspects:
It must present the risk level that is...
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