Management Change Excercise Research Paper Example | Topics and Well Written Essays - 750 words

Management Change Excercise - Research Paper ExampleThe steps take being of urgency, development of powerful coalition, creation of a qualify vision, communication of the change vision, eradication of obstacles, creation of short-term success goals, building on the change, and integration of change into the corporate culture of the organization (Mind Tools, 2012).The first-class honours degree step in the surgical process of change management requires the organizational leaders to convince the organizational military unit that a trustworthy change postulates to be in that respect on urgent basis because of certain reasons (Coutts, 2000). If this action is not taken, people would underestimate the necessitate of change. In the second step, the organizational leaders need to develop a team which facilitates gaining of peoples consent for change implementation. If this action is not taken, much more effort would be required to convince individuals because they would be scatte red and not members of the same team. In the third step, the leader needs to develop a relation between change and a overlarge vision in order to make it easier for the pursuit to realize what is happening. If this action is not taken, followers would ease up subjective idea of what is happening. In the fourth step, measures need to be taken to quickly communicate the change and spread the vision. If this action is not taken, there would not be uniformity of approach payable to deprivation of information in certain followers. In the fifth step, the leader needs to recognize the barriers in the air of implementation of change and do whatever is required to remove them. If this action is not taken, the change process is likely to be interrupted along the way. In the sixth step, the leader should appreciate together with the followers the achievement of intermediary goals. If this action is not taken, followers might lose interest as there is little realization of achievement of preliminary goals. In the seventh step, the leader should emphasize upon a need for the followers to continue working in the same direction so that the achievement of preliminary goals leads to the acquirement of the ultimate goal. If this action is not taken, followers might become over-confident and not do the needful. In the 8th step, the followers need to be motivated to constantly review the change process and keep modifying it to enter upon optimal results. If this action is not taken, the change may not bring the desired results. Each of the octonary steps included in the Kotters model is essenti altogethery an action that requires a complete outline to be taken effectively. Implementation of change and its management as suggested by Kotter requires sound management skills in an individual. As a manager, I have good oratory skills and thus, can convince people or for the least, present my opinion in an apprehensible manner. I am good at taking actions pertaining to every (prenominal) the steps of Kotters eight step model generally. However, I need a little forward motion in the fourth, seventh and eighth step. This is because of the fact that I am a little careless due to which, I might not be able to make sure that the process of change is communicated to all of the organizational personnel. This requires a bit of organization on my part. I find it difficult to recollect myself if the continuity in a process is broken. So after the sixth step, in which I as a manager would celebrate preliminary goals with the organizational personnel, it might be difficult for me to develop the focus over again to make sure that