Explain Steps in Organizational Changes Process Essay Example for Free

Explain Steps in Organizational Changes Process renderThere are four steps in ecesisal exchanges process. The management of change implicates determining the demand for changes, determining the obstacles to change, implementing change, and evaluating change. Explaining steps in organizational change process are as follows First, the organization may determine the needs for changes to make organization more responsive, flexible and competitive.Before the changing, the organization should find the suspension between performance objectives and actual performance, and parts both(prenominal) indicators, which alike total net profit, sales per employee, and labor costs, to measure the gap in straddle to decide whether the organization needs to change. Second, the organization need to identify the obstacles, which like resisting changes at organization, division or individual level, Unions resistance, the culture, strategies and structures of the organization, and pecuniary ability, to antedate new policies and practices when the organization need to changes.For example, for the financial ability, HR manager expects to introduce new technology to make the organization more competitive. However, the organization doesnt have enough subsidies to afford all staffs to learn new skills. Therefore, the organization should identify all dominance barriers. Third, the organization should consider which methods to implement in the change to reduce the resistance from managers or employees. The organization git use internal managers or outer consultants to carry out the changes.The internal managers have more internal about people and business operations, but the internal managers often are too narrow to successfully introduce change. Besides, the external consultants are politically neutral and possessing broader and have more knowledgeable viewpoints, but the external consultants do non know the organization and its staff. Therefore, the organization sho uld measure which method is more suitable for the organization. Moreover, the organization should use Top-Down or Bottom-Up approach to implement the changes.The Top-Down approach which managers need to involve in decision and implementation, this approach emphasizes on speed and action. This approach shows the low-level staff just participates in the changes, but top-level managers are made decisions. The Bottom-Up approach which involves considerable discussion and consultation with managers and employees, it emphasizes participation, communication, and the minimizations of uncertainty. This approach makes the staff have more motivations and satisfactions. Therefore, the organization should choose which approach to implement the changes.Last, to measure the effectiveness of changes, the organization use about indicators, like employee productivity, job satisfaction, sales, to compare the before and after situations to analyze and control the outcome. For example, when the organiz ation enforced the change, it layabout compare the sales this year and last year to evaluate the effectiveness of the change. Therefore, the organization sens utilize different indicators to evaluate the effectiveness of the change. The organization should change regularly as the business purlieu is constantly changing.However, some of reasons why the employees sometimes resistant to change are followings If I were a HR manager, I would handle this situation with different methods to help the employees. As a HR manager, I would elapse with the employees to reduce the influences of them. Some employees may resist changing because they feel incapable of performing well to a lower place the new way of doing things like using high technology, and they do not understanding what is happening or why. Therefore, I would communicate with them to reduce their resistances.As a HR manager, I would participate with the employees to attend some lessons or courses, which are provided by the organization. It is because some of them may feel work overload and loss of shell when they faced the change. They may feel that they are physically or mentally unable to handle the change and feel uncomfortable. Thus, I would participate with them to support them to change. As a HR manager, I would organize some channels, which like meetings, memos, E-mails, and social network, to let the employees know why the organization needs to change in order to reduce their resistances and angers.In the channels, I would tell them the high technology only less skills required, the change can carry lower pay rate. So I would organize some channels to reduce their veneration of the unknown. As a HR manager, I would negotiate with the organization to provide the counseling for the lay-off employees to lower negatively charged emotions. Some of them may feel that their pay and benefits may be reduced or they may retreat their job as the economic downturn. Thus, I would require the organizati on provide counseling to give them comfort.As a HR manager, I would negotiate with the organization providing rewards when the employees accepted some required. The organization needs to introduce some high technology as an example, if some of them, who accepted the requirement, may have opportunities to increase their pays or promotion. Therefore, I would utilize some rewards to attract them. Therefore, as a HR manager, I am not only monitoring organizations environment, but also I should communicate with employees.