Com 105 Unit 5 Assignment 1 Lasa 2 Putting the Puzzle Together Com105 Unit 5 Assignment 1 Lasa 2 Putting the Puzzle Together

The authors Dan Health and Chip heath has wrote this book “Switch How to change things when change is hard “ .This book helps you understand how we can make changes at every level, Individual, organizational, societal .It also talks about how we balance our rational and emotional mind in making decisions and categorize them in to small steps down to a path to attain a goal.

To begin any successful change process, you must first start by understanding why the change must take place. As Lewin put it, “Motivation for change must be generated before change can occur. One must be helped to re-examine many cherished assumptions about oneself and one’s relations to others.” This is the unfreezing stage from which change

Organizations must respond to their internal and external environment. Therefore, organizational success heavily relies on leaderships ability to manage change. Unfortunately, many leaders struggle to effectively lead change initiatives. In fact, Ashkenas (2013, para. 1) reported 60 – 70% of organizational change initiatives fail to meet their objectives.

The four departments within the Mobile Division do not work in collaboration and the unit

Please introduce yourself and tell the class a bit about who you are. What is your current knowledge level of this course topic and what do you hope to learn before the course is over?

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

Change takes time and would be more successful if there is buy-in for the organization and community. Making sure that there is a mutual vision for the reason of the change may make these changes easier.

One might say and rightfully so, that change is difficult to sustain. Yes, it is!

As a supervisor at the hospital, I noticed that my team of ten employees were very unhappy, frustrated, and the morale in the department was lower than normal. The employees were “bickering” with each other, and there was no communication throughout the team. This situation was causing stressful conditions and a negative impact in the hospital. However, as a supervisor, I had to address the problem.

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.

Change is inevitable within every organization. The amount of change could be small or it could be large. However big the change, resistance can be minimal or massive. The organization should look inwards toward the potential obstacles to that change. These obstacles may include resistance to two sources: individuals and the organizational structure. Both sources need careful consideration and planning. Haphazard change can be disastrous to an organization. Planned changed is always the best course.

Technology is steady changing in the world today, so therefore organizations are steady having to keep up with technology in order for their businesses to survive. Since the workforce is becoming more and more diverse and customers are requiring much more, leaders must deal with changes in both domestic and global markets and competition (Ivancevich, Konopaske, & Matteson, p.8). There are many ways to go about successful change within the organization, but it’s all about how you present the information to the people within the organization. The Heart of Change focused around eight steps on how successful change comes about. According to Krotter and Cohen, the most fundamental problem in all of the stages is changing the behavior of people. It’s very difficult to try and change an organization when one had been accustom to doing things a certain way. In this paper we will discuss the eight steps presented in The Heart of Change compared to the textbook Organizational Behavior and Management.

There are numerous agencies, businesses, and governments around the world that have struggled with change is the work place. Many of them resist change and end up in serious financial

When the staff changes frequently, the employees who stay have a difficult time building a positive team spirit. A group of employees learns to work well together, only to have one or more members leave. High turnover can hurt

2. Change the culture of the department, so the young/new employees can openly communicate and share their ideas, believes, and knowledge, and also enjoy a more balanced work-life. This change is the result of a change in the culture of the entire company, which will take a long time to implement.