Changes at Work Place

Managing Change in the Workplace

The author of the article talks about change in the workplace. She states tat change is exhirating and terrifying. She also states that change is badly needed around any workplace. Whatever an individual's attitude to change is, it has to be the most reliable companion that anyone is likely to ever have. Change will always be with us so it mans that it's better off making friends. The author gives several tips on how to manage change within a workplace.

The first thing that needs to be understood is that growth requires change. If one doubles the number of customers they serve, then how will the current system s in place hold up? Therefore there is need to review the current processes and see how they work if there is an increase in workflow. It is important to ensure that the processes in place can handle the increase in customers ( Holland,2005).

The second thing is letting go of the emotions that revolve around change in order for you to engage in productive conversations with those that have been invited. For instance, if one is a manager and their employees are resentful on a change that is very much needed, one can help create a productive dialogue that will enable one to let go of their personal investment in the outcome. The simplest thing to do is discussing the situation without any anger, ego or pride. The employees will be more open when it comes to understanding the necessity of the change and one might learn something new as well.

The third thing is ensuring that one looks for opportunities that normally encourage or invite change. Ask questions such as where can the existing processes be streamlines? What is there to learn from spots whereby things bog down now? Are the employees' best gifts being used or simply using them where a warm body is needed? Employees who feel as though they are using their gifts are more likely to stay and hence put their best effort in their work. When one becomes an active participant of change, and at the same time remain receptive to the gifts that come with change, then one can learn from it and hence be able to grow with it (Holland,2005).

The author's conclusion and/or recommendation

The author recommends three things in order to effectively manage change within a workplace. These are the understanding that for there to be growth there has to be change, letting go of emotions that revolve around change which will enable one to have meaningful conversations with those involved in the change and finally looing out for opportunities which usually invite change within an organization. The author's conclusion is that active participation in change requires one to be receptive to what change has to offer and hence be able to learn from it and grow from it.

Your conclusion and/or recommendation

The management of change within the workplace is something very within any organization. This is because change comes with good things for the organization.it is therefore very important to know how to manage the changes so as to realize the full benefits that come with the change. Therefore I can see that the author has tried to give us pointers on how to manage change within an organization.

How the concept in the article applies to your organization. The first thing that author highlights is the need to understand that for there to be growth there has to be change. With this understanding then people will be aware of the importance of change and hence embrace it. If the employees are made to understand that the change will make them grow bot on an individual and organization level then they would not resist the change but embrace it. The second thing is ensuring that those involved in the change process let go of their emotions around change so as to be bale to have productive conversations with those people that are involved. If the employees have some formed opinion about the change then it would not be easy to make conversations with them on the change and hence they would not be bale to find out the importance of change for the organization. Emotions can make people block out anything good about the change and hence they would not be able to realize just how important it is. The author suggest that one has to ensure that there are no emotions among those who will be part of the change process hence enable the process to take place effectively. The last thing is that one has to look for opportunities to invite change.one does not just wake up one morning and say they want to change this and that in the organization. They have to have evaluated the change before it is implemented. Change does not come out of nowhere hence those involved have to look out for opportunities in order to make change possible. If one is actively involved in change and open towards the benefits that come with change them it will be possible to learn from change and be bale to grow with it.