Roles of Managers and Individuals (Essay Sample)

Topic: Roles of Managers and Individuals
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Change can be identified among the very first thing to have occurred. For something to exist there must be a state of change from nonexistence to existence of something. This therefore means that change is come with creation. It can therefore be defined as the act of making something appear different from its initial state. For change to occur there must be an effort either by people themselves or by other forces such as nature or market forces. For an organization to change there must be an effort by the management, employees and other stakeholders. Change can be known or unknown. The unknown change is that where external forces people to comply with the set conditions (Atkinson & Kamp, 2003). This way, people and organizations shake-up their existence and find themselves already changed. The known change is where a blueprint is drawn and followed till its conclusion is reached. For change to positively effective, there must be a balance in the amount of resources available, the number of people working on the resources and a good structure that directs change in the right way.
Change is very beneficial to both an individual and an organization. To an individual, for example, an employee of a given company, change enable him or her to identify what he or she has not been doing right and what was right. With this, the employee can correct the wrongs and improve on the change that has already happened. On what was right, the employee can build on it and achieve even greater heights. This way, the individual realizes his full potential. For the organization, it is important for it to understand that in the current competitive society, change is inevitable. If it does not change, then it risks going out of business. This is so because other companies are changing every now and then. Globalization has turned the world into a global village where information is exchanged in seconds. Organizations are able to borrow technology and change its operations overnight. Without change, competition will be very stiff and the organization’s structure will hinder it from changing. With this in mind organizations today have no other way out past implementing change into their system (Lecky, 1945).
Change; however is not a welcome idea to everyone. In fact, one of the most resisted things is change. Many people have a phobia to change. This is so because many of the times change occurs, its results are very uncertain. This is especially so for the change caused by external causes such as market forces. Other resist change because of they have a low esteem or they lack confidence. Such people think that change is targeting them. In some cases, people may even become violent trying to fight change. Another group of people may challenge change in the organization owing to the fact that they do not know what benefit the change will bring to them. Change is only permitted if it will cause a positive effect on the lives of people who will implement it. If it is going to cause a negative impact, then it is certain that it will face a lot of barrier to an extent of not happening.
When change is being effected in an organization, it needs to occur in all departments. This is important as it creates balance in the organization. The managers need to recognize that every department has different skills. This, therefore, means that even when change is to occur, different approaches need to be used. A good example is change in how the accountant operates in an organization compared to that of a security guard. The approaches to be used here are different. After this is recognized and followed, resistance to change reduces tremendously.
To ensure change occurs smoothly, a process of change needs to be followed. This process follows three stages. The first stage is identifying the new face of the organization after change is affected. This is important because it ensures that people, are not caught unaware. It is also very crucial as it directs the management and the employees on where to go and what to do. The second step of a smooth change process is identifying the gaps that need to be filled, drawing a blueprint and following it. This stage is important as it ensures the change is wholesome. The last stage is ensuring that change is implemented. These steps should include all stakeholders. The management, the employees and if possible, a group of clients should be involved. This way, everyone will own up the change and help it workout out as planned.
The plan must be very clear on what is to be done. This way, it becomes easy to assign each employee a duty in his line of work. When this is done, time wastage is reduced and change occurs timely. Time is a crucial factor to consider. Change revolves around time. A particular design or product may be important at one time, but after some time,...