Organizational Change Work Change managemen

Question: a. Discuss Kotters eight steps for successful large-scale cha Identify the behavioral changes required in each of those steps for successful implementation. b. Explain Kotters see, feel, change Answer: Introduction In the article by Stacie and Daniel (2008), the manager and the employee relationship relate the resistance of the employees to the changes in the organization. The hypothesis is developed through the influences of the tactics literature so that an identification of the distinct behavior of the managers to reduce the resistance of the employees to the changes in the organization. Change is an inevitable phenomenon. The business world witnesses change every day and organizations have to actively accept and implement these changes in order to maintain its sustainability. The management of an organization plays the most crucial role in implementing changes throughout the organization (Hayes, 2014)). The management delegates this responsibility to the managers, who are considered to be the leaders of the organization. It has often been seen that implementing a change faces a lot of resistance from the employees. A manager has to tactfully handle this situation and harmonize the interests of all the concerned parties. This effective handling of resistance and implementing organizational changes largely depends upon the relationship of the leader and the employees. This essay is directed towards exploring this angle of implementing a change throughout the organization (Burnes Oswick, 2012). Hypothesis: Sanctions: Sanction is a tactics, which is used by the manager to punish the employees for their noncompliance through the reprimands. Leader-Management Exchange (LMX) helps in moderating the usage of the employee resistance and sanctions to the changes. With low LMX, the sanctions should relate positively to the resistance of change and vice versa. Legitimization: There is legitimization tactics used by the manager so that credibility of a request is established through the claims by the authority that is consistent with the organizational policies. LMX will moderate the linkage between the employee resistance to change and legitimization tactics to change. Consultation: LMX moderates thw linkages between the employee resistance to change and consulatation tactics (Furst Cable, 2008). Ingratiation: LMX moderates the linkages between employee resistance to change and ingratiation tactics To counter employee resistance to organizational changes, a leader uses a number of tools that makes the implementation process smooth. The first and the foremost tool used by a leader is effective communication. The changes that the management of the organization intends to implement shall be communicated to the employees in a proper manner so that the employees are able to derive the positive outcomes of the change (Frankland et al. 2013). The next tool is to devise a proper feedback procedure for the employees so that they are able to communicate their viewpoints to the management about the intended changes. The third tool that can be effectively used is to involve the stakeholders in the entire change process so that they too feel as a part of the change and that of the organization. All these tools help the leader to effectively handle any resistance from the employees while implementing the change (Nordin et al. 2012). Another important factor that plays a pivotal role in chang e management is the relationship of the employees with the leader. In practical cases it has been seen that where the leader has a health relationship with the employees, implementing change has become an easy task. An understanding exists in such cases that cater to the needs of both the management and the employees. A relationship of trust motivates the employees to resist less while a change is being implemented (Quinn et al. 2012). As a leader of an organization, it is utmost necessary for me to understand the needs of the employees and my subordinates. This can only be achieved by building a healthy relationship with them. This relationship shall be a mix of professionalism and informal so that understanding can be developed among us. Building of trust and understanding is very necessary so as to have a motivated following. The trust factor is very important as this will help in explaining the change that the management wants to implement (Cameron Green, 2015)). Proper understanding will allow me to communicate with both the sides and work as a mediator within the organization. The importance of proper communication cannot be overemphasized and is indispensable. The nature and quality of relationship with the employees and subordinates will help me to understand the needs of the management and that of the employees. Knowing a person makes implementing changes a less tough job. This helps to devise and use str ategies and tactics according to the nature of relationship with a particular person. This in turn helps in implementing the required changes and the overall objective of the organization is achieved (Kuipers et al. 2014). Limitations and Strengths: The changes that is reported by the employees in the past there might be a recall effect and biases of hindsight. The error related to measurement also represents some limitations. The hypothesis that has been taken also includes the description of the variables that was not measured in the study (Furst Cable, 2008). Implication of future research: The use of sanctions and legitimate tactics is seen to have similar effect on the employees with low LMX. The study helps in investigating the influence tactics in the context of understanding employees resistance to the efforts of organizational change. There are also several other avenues for future research in the same framework. Conclusion The study helps the attribution theory to reconcile the past findings and demonstrating the effectiveness of some managerial tactics depends on the strengths of LMX. The results have shown that employees they can use the quality of the relationship with the manager so the meaning is interpreted and intent of some influence tactics. The moderating role of LMX results suggests support of the attribution theory to study the managerial influence. It can be effectively inferred from the above discussions that managing and implementing changes throughout the organization is a sensitive task. It requires a leader to cautiously attend to the needs of both the organization and the employees in order to reduce resistance while implementing a change within the organization. A leader uses a number of tools in order to harmonize the interests of all the stakeholders while implementing the change. Communication and relationship of the leader with the employees plays an important role in implementi ng a change and the overall change management process. Thus, a leader has to effectively handle the entire change management process in an efficient manner. References By, R. T., Burnes, B., Oswick, C. (2012). Change management: Leadership, values and ethics.Journal of Change Management,12(1), 1-5. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Frankland, R., Mitchell, C. M., Ferguson, J. D., Sziklai, A. T., Verma, A. K., Popowski, J. E., Sturgeon, D. H. (2013).U.S. Patent No. 8,484,111. Washington, DC: U.S. Patent and Trademark Office. Furst, S., Cable, D. (2008). Employee resistance to organizational change: Managerial influence tactics and leader-member exchange.Journal Of Applied Psychology,93(2), 453-462. https://dx.doi.org/10.1037/0021-9010.93.2.453 Hayes, J. 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