Management
Managers hold the key to successfully implementing changes in their corporate environments or their installations. How people react to change always depend on how managers present the change. Despite the manager's best efforts in anticipating reactions to change, there is always resistance from 70% of the staff. Leading and implementing change successfully, whether as a team or an organization is a core to achievement in managerial or professional practice (Daft, 2012). It is a difficult, fearful task which does not occur by chance; change should be thought through and well coordinated by the manager.
Role of managers in implementation
Manager's work is to sell the information, motivating resistors while hoping that some logic will encourage those in action to internalize the change and, therefore, change their behaviors (Thames, 2012). They think of innovative ways of how to handle products and services and how to improve technology. Mangers come up with fresh approaches to strategies, ideas and structures that help to foster adaptive cultural values. Managers play the role of enhancing organizational innovations indirectly or directly depending on the leadership style (Karen,2011). Managers provide an enabling environment for; risk taking, exploration, experimentation and sharing of ideas.
Managers build an organization wide commitment while they take employees through the stages of change. They first prepare the employees about the change through meetings, memos, and communication so that employees are aware of the change(s), which is going to affect them. Managers then help employees to accept change by understanding the importance of the change and the positive impacts associated with change. Once the employees accept change, the manager will decide to make implementation and this where commitment begins. Institutionalization and Installation starts, and this is where change...
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