Change Management Reflective Review free essay sample

The concept of change is more important in our lives as it enables us to face new experiences, either it be good or bad. To be safe from bad experience of change, knowledge to manage the change is compulsory for everyone. Therefore, change management is the set of techniques, principal and skills to manage change of people to attain the stated result of change. * Self-evaluation Change Management enables me to understand the principals, challenges, methods of change and implementation of main changes in an organization. Now, I have skills to handle dynamic situations efficiently and effectively. It will also support me to lead and manage changes in my personal life by using self-awareness and self-management tools. Therefore I have the capability of self-analysis, to establish strong plans and implement them in an effective way for personal change and organisational change. In addition, from my experience of this subject’s classes, I can say that it also aided me to work in a group with different culture members and I felt comfortable and enjoy while working with the team because work was distributed among each member of the group. So no one felt the burden of work and it had also reduced stress. Key competencies of change practitioner/agent and comparison with my competencies Change practitioner may be an individual or a group who have technical skills of change which assist to lead and managing the activity of change. Change practitioner play vital role in the change process and also accomplish work effectively by using several types of competencies such as diagnostics, problem solving, communication, honesty, and so on. To know whether I have ability to act as change practitioner or not, I compare my abilities with the competencies of change practitioner in following manner: Change practitioner must have diagnostic ability which aids him to identify and clearly understand the obstacles and analyse their effect on short and long team organisation goals. Therefore it is used to inquire about the requirement of change. As a change practitioner I have ability to diagnosis the problem which breaks us to move towards mutual goals. For instance while doing group activity, I might face some problem to achieve effective results. At that moment I use my diagnosis ability to identify the problem with their impact on results and also classify need of change. While change process, problem solving ability of change practitioner, aids to determine reasonable solution of problems. He also motivates team members to accept new solutions. Then in return, organisations get positive results from the efforts of team members. After studying change management, I have ability to determine honest and reasonable solutions of problems, and ability to encourage other team members to accept new solution. Communication skill is great way to transmit the requirement for change in the organisational goals and in the responsibility and task of individual. So the practitioner communicates with employees or individuals for new ideas and plans to create effectiveness in the change process. In the context of my ability, I have the ability to transfer ideas to other persons without creating any misunderstanding. Honest change practitioner is essential for successful change. If agent is not authentic to his work, then it is misleading to others. Then in result, implementation of change has failed and productivity of organisation has come down. As per my ability I do my whole work in an honest way and also encourage others to accept authentic solutions of problem while changing. Hence, comparison between my abilities with change practitioner abilities reveals that I have required competencies to perform as a change practitioner. * Personal response to change and feel about change As per my point of view, responses to change depend upon the changing situation, if the change environment is favourable for me I choose to accept it and feel happy and motivated. On the contrary, uncertainly changed environment is unfavourable for me I choose to resist the change and feel stressful. I clear this point with the support of an illustration: I am employee in an organisation. The organisation announces that we are going to increase the salary of employees. Consequence, my personal response to change in favour and I would accept this change. On other hand, unfortunately if organisation announces that we are going to reduce the salary of employees due to recession in market then I choose resist the change and come in to stress In my sight, change shows real image of individuals to the organisation. Those individuals who accept change in a positive manner and those who struggle to survive in change environment. It indicates positive attitude or image of individual and organisation can have faith in them. On the contrary, if individual refuses to change and work against organisational goals then this individual shows unfaithful image to the organisation. Moreover, I personally feel that change is vital for me or anyone because it gives opportunity to face new challenges, technologies and people, and increase ability to make prompt decisions in change environment. It also gives an opportunity to create new policies to solve obstacles and resist with change. Lead and manage to change To survive long term in competitive world, profit or non-profit organisations have required change according to the change business environment such as globalisation, technological changes and uncertain events. There are several models developed to manage and lead the change. These models are Lewin’s change model, Kotter’s 8-step model and action research. With the support of management I would like to follow kotter’s 8-step model to manage and lead to change in the organisation. By following the steps of these models * Firstly, I create urgency of change in the workplace and communicate with others to view the need of change and importance of preforming promptly. * Secondly, I establish a guiding association of individuals to lead change and encourage association to work as a team. * In third step, I build a strong vision to assist the change efforts and also develop a plan to attain the stated vision. * In forth step, I communicate change vision and plan of attain it with team members by assistance of guiding association. In fifth step, I try to remove all obstacles to change and encourage to team member for taking risk to achieve stated vision of change * In sixth step, I generate short term wins and also give reward and recognise to that members those are involved in the improvement. * In second last step I support to current progress by promoting or hiring new members to attain vision and also refresh the process with new change agent, projects and ideas etc. * At last, I establish connection b etween new behaviour and organisational success by aids of developing leadership quality. Therefore, this model more suitable for change at a large scale in the organisation and give best direction to employees to deal with change environment in an organisation. * My ethical approaches and Impact on change process According to Dr. Albert Schweitzer, â€Å"Ethics is the name we give to our concern for good behaviour. We feel an obligation to consider not only our own personal well-being, but also that of others and of human society as a whole† (Maddux amp; Maddux, 2010). As per my consideration, ethics are the guidelines and principals governing behaviour through which I live my life and assist to take ethical decisions. Ethics have importance in change process. While dealing with change, my ethical behaviour would impact either in positive or negative way. For instance, predict I am working in an organisation as a production manager. Due to change in business environment, I decide to change in technology of production and also share every aspect of change with the high level management, employees of production department and each individual who involve in change process and also share my past experience with them so they would motivated and encourage towards change. In result, change will implement successfully and it shows my honesty, fairness towards every stakeholder in the organisation. On the other hand, if I decide to change without consulting with other parties. Consequently, it will reveal my unethical behaviour. Hence, ethical framework in the change process supports to make ethical decision and take action and it also re-evaluate the performance of me while change process . My ethics also allow me to encourage others with fair and straightforward thoughts so others can have faith in me. * Conclusion At final point, this reflective report tried to reveal the principals and other aspects of change which I acquired from change management and I have learned lots of things from the forums discussed in the subject classes. I have learned change agent competencies which will be beneficial for my personal life. It also gives knowledge about different methods of handling and lead to change in organisation or in personal life but I would like to follow Kotter’s 8-step to lead and manage the change because it gives successful result of change. It also reflects my response to change is dependent upon the situation feeling about change is positive because change gives a chance to learn something new in life. While change process, my ethical framework supports to me create belief, reputation and fairness in the eyes of others. I consider that based on change management that I have reviewed in this report I will be able to implement these in the future. I look forward to continuing to learn more about change management. Bibliography Biech, E. (2010). Leading Change: A Conversation with John P. Kotter. In E. Biech, The ASTD Leadership Handbook (pp. 89-102). United States of America: American Society for Training amp; Development. (2012). The change Agent. In E. Cameron, amp; M. Green, Making Sense of Change Management, 3rd edition (pp. 251-254). New Delhi: Kogan Page. LaMarsh, J. (2010). Change Better : Surviveand ThriveDuring Change at Work and Throughout Life. Chicago: B2 Books. Maddux, D. J. , amp; Maddux, R. B. (2010). Defination of ethics. In D. J. Maddux, amp; R. B. Maddux, Ethics in Business: Manage With Authority and Fairness, Second Edition (p. 7). United States of America : Axzo Press.