Managing changeIntroductionChange in a work place is normally initiated by an organization in order to improve its service delivery. Change in management requires a thorough planning and responsive implementation, most of all, consultation need to done involving the people who are going to be affected by the planned changes. If change is forced to the people usually it brings problems. Change has to be realistic, attainable and measurable, these factors are important especially when considering personal change in management. It has been observed that people change their ways because of being given statistics that change their way of thinking rather than the truth in the content. Human being are habitual creatures who will resist change even if it is good, a person don’t like changing the way he has been operating, this resistance is shown both in personal life and at place of work.

Thus, as stated above it is a true person will require analysis of the issue to make him change. For example if a company needs to shift to e-commerce from traditional ways of trading, a few questions will need to be asked. The analysis will include, how successful is the change compared to the current ways of doing the activity, and what are the trend taking place. Also comparison has to be made in relation to other plays. If the analysis shows that the project if implemented will be successful then it is bound to get acknowledgement from the workers than if when the analysis shows that it may fail. Despite the fact that the, truth of the matter may be different.

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 For the work force to embrace change, they will be more comfortable with figure showing how work will be made easier and the reduction in efforts that will occur. The change that will have to occur in improving customer service and quality has to be analyzed and compared. It is also important to show, the impact it will have on the work force pertaining their status, job description and employment duties. The barriers of success also have to be examined, even if the proposed change is good technical and financial to the top management, yet, it brings complication to the people at work it will be rejected. People need to feel that they are part of a process, thus, in from my observation in bringing a change the people, the must be consulted and their suggestions sought. In initiating the change ensure that it agrees with them, and that they understand the need of having the change, the people also need to chose how they will manage the change and in also should be involved in planning and also implementing the change.

It is also important to use face to face way of communication in handling a sensitive issue. For example when genetic food was introduce on the  many people resisted it not because it was bad but because they there were not consulted, therefore they felt as not put the plan as felt as if they were being forced to use the food. Even though that food was good since the community was consulted there refused to change it to new idea. This goes along way to prove that change has to be integrated with the concerned party for it to effective.   Nevertheless, it is not always true that a person need to have an analysis before shifting their think, some changes are very simple and a person can simply embraces the change by seeing the truth.

For instance, a situation whereby a person has to change from one software version to another upgraded version. In the same line some changes occur because a product as become absolute due to change in technology. These are obvious changes that do not require analysis but truth of the matter. People also like experimenting with new devices and idea. Through out history, human beings have made a lot of innovations because of experiments, it is against this backdrop that the will be willing to try new changes even though they may be complicated and unpredictable. Another weak point of this view is that it limits change to be quantitative in all aspects some changes requires attitudes and can not be measured  but can only be felt, for example attitude change will require the will of a person than the figure on the table. If a staff is upset by the policies of a and ethical conduct of his company ,and has a wrong attitude towards an organization, the change that will be require has to come from his conscience and this requires being satisfied in the mind than seeing the figure.

 ConclusionFor change to be effective the parties concerned have to be consulted and fell as part of the change rather than not being consulted as they will fell as being forced to the change. Resistance in change is normally caused by conditioning or historically felling. Change should be gradually and should be supported by if possible facts figure and statistics to back the change. It is true that people are more willing to change if they are fed with prove of figures and analysis as something new brings anxiety and human being fear change thus they need to be convinced by the analysis. Though, this is not true to every situation as some changes require change of mind which seeks conviction in truth than figures on paper.

                   ReferencesDyer, W, G. (1984): Strategies for Managing Change. Reading, Massachusetts: AddisonWesley Publishing Company, Inc Murray, D. M.

and Schoonover, S. C. (1988): Changing Ways: A Practical Tool For Implementing Change Within Organizations.

New York, New York: AMACOM, A Division of American Management Association. Richard. A, (2000): H. Terms Of Engagement: Changing The Way We Change Organizations. San Francisco, California: Berrett-Koehler Publishers, Inc., Timothy, G.

J. (1996): The Human Side of Change. San Francisco, California: Jossey-Bass Inc., Publishers. Palmer, I and Akin, G.

(2006): Managing organizational change; a multiple perspectives approach, Mcgraw- Hill Irwin