加拿大作业：变革管理模式的研究

Results:

Now a day's every manager or leaders in education are required to lead and manage changes. It is significant as though the research finds that change is taking place at an ever-increasing tempo, the evidence suggests that most change initiatives fail e.g. current research recommended that less than 65% of re-organizations met their stated aims which are usually bottom line enhancement. The impact of failures to introduce effective change can also be high e.g. loss of market position, elimination of senior management, loss of stakeholder trustworthiness, loss of key employees. To avoid such failures there is need of acquaintance with the change management principle and models and its consequences. In this section we will describe the basic change management principles and some models for the change management.

 

变革管理的定义：——Definition of Change Management:

Change management is a course of action in which whole system is modified according to any pre-defined framework or modelled by following it.

 

变革管理的原则：——Principles of Change management:

There are some principles followed to make change management. By following these principles as a systematic, framework, team leaders can learn that how to manage their own personal change and how to appoint the whole organization in the process. Although there are many Principles of change management but few of the Principles are following:

 

系统解决个人层面的问题——Address the individual side systematically.

At all times engage and agree support from individual within system as every change creates individuals personal issues. When new leaders are asked to change then work will be changed and employees usually create confrontation which will lead to risk of speed of work, spirits and results.

 

There is a common approach of change management that start with the top management team and then engage the stakeholders and this concept should start in early stage of change itself.

 

从最高层开始——Start at the top

When changes in organization system occurs then everyone looks at the top management as the decisions comes from them who that how this should be along with its protocols. Top management should work together by planning and commitment and they must communicate with each other.

 

让每个层面都参与——Involve every layer

When the course of action of change starts then we makes the strategy then designs its way and in implementation phase starts which affect all levels of the organization. Leadership at every level is must required with expertise in knowledge.

 

沟通信息——Communicate the message

One must keep in mind that there should not be any communication gap during the change management. There is a big mistake which is normally seen that some managers believe that all members in the team understand the problems. There is usually need of regular and timely messages which should be inspirational and applicable. Communication must be from bottom to up and from up to down also so that employees may get information at right time. There is also need of right message to right person to avoid bad consequences.

 

准备应对未知困难——Prepare for unexpected

Whenever change is made according to plan then one usually has many problems faced during change management process. There are some unforeseen ways of reaction shown by some people. The reason of reaction could be anything. There should be persistent reassessment of the impact of change is needed and we should have the ability to adopt any sudden change into the organization.

 

The change management should include the organizational change management procedures along with the individual's development according to the change in order to avoid the conflicts and to have healthy environment in the organization. There are many approaches/models for the change management but here few of them are described here:

 

Although there are many approaches to structure the change management but few are described here:

 

Model XXXX

Model YYYY

Model ZZZZZ

 

结论——Conclusions

Nowadays Organizational change is required and it is increasing, but the change happens not very successfully. T he high levels of failure indicate that effective management of these changes is still lacking. It indicates that there is much to learn about how to manage change more effectively. From our study it can be seen that there is no single model of change and no single solution to effective change management and one should apply it as per need.

 

It has been seen that the management professionals are not always having the appropriate skills to lead change management and are not actively included within the change process. However, many of the issues that are identified concern the 'people aspects' of change. In such cases human resource management department should take the steps for it and manage it, to have healthy consequences of the change. To achieve this there is a need of proper skills is needed in the management side as well as the human resources as well. The change management response should be adaptive.

 

The key elements of the successful change management are plan for long term in broad manner, establish proper communication methods to enable fast review and good decision from the managers, empower people to have decision at local operational level, avoid unnecessary changes and time consuming procedures, encourage people to adapt the changes by proper training and telling its benefits and respect people's feelings and optimize the IT systems to enable effective information management and key activity team-working.

 

建议——Recommendations

Our team recommends a deeper study of change management models for all our stakeholders, our readers as currently there are so many change management models being used by different organizations and their selection criteria depends totally on their own needs and objectives.

 

In theory we have some models which says that one can have be flexible for his way of change management and one should allows the flexibility to respond the change but such models are not very practical when it comes to the consequences of changes. e.g. ability to share knowledge and to operate efficiently, it may have impact on effectiveness of communication or individual commitment, which itself has implications for change effectiveness.

 

The individual development and training plays the important role in change management process. The human resource involvement in the individual development plays significant role. Following are some important responsibilities of human resource team towards the employees, which has significance during the change management process:

 

Participation at the initial stage in the project team.

Being used to negotiating and engaging across various individuals.

Understanding individuals concerns to look forward to problems.

Develop good medium of communication to reach various groups.

Helping people deal with change, performance management and motivation.

Advising project managers in skills available within the organization - checking skills gaps, training needs, new posts, new working practices etc.

Harmonizing out the contracted/short-term goals with broader strategic needs.

Assessing the impact of change in one area/department/site on another part of the organization.