Anticipated Barriers and Strategies for Overcoming (Essay Sample)
For your BUS 699 Capstone Project, you are going to demonstrate knowledge, skills, and abilities you have developed throughout your academic and professional background. This project is designed as an opportunity to create something that is relevant to your “real” life and can be useful to you and/or your organization. The Capstone Project Overview contains information on each of the sections and milestones for this course-long project.
Please choose a project from this list or develop your own. The goal is for you to choose a project that is meaningful to you.
Your first milestone should include the following:
• The project you chose and “why” you chose it.
• The challenges you anticipate you might encounter while solving the issues you have identified in the project.
• The strategies you will employ to overcome these potential barriers.
This assignment should be 3 pages in length, include evidence-based research, and be formatted following APA guidelines.
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M1A1: Capstone Project Part 1 – Topic Selection
The project of choice is titled “Leading an Organizational Change Process.” In general, companies need sufficient time to adjust to all the changes occurring in today’s shifting and growing business world (Arazmjoo & Rahmanseresht, 2019). Therefore, leaders must ensure transitions happen effectively, so this study focuses on exploring the most motivating factors businesses can use to guarantee success and increased productivity.
Anticipated Barriers and Strategies for Overcoming
Both external and internal pressures can work against achieving successful organizational changes. First of all, the perceived impacts could boil down to the negative side, making the people opposed to any changes. The view is that the change may make the people feel hurt when shared with the current authority, job security, and payment structures.Therefore, managers must take the responsibility to recognize all the forces because it helps identify how best to execute inevitable changes (Al-Mulla, Ameen, Issac, Nusari, & Al-Shibami, 2019). The continued need for growth has been witnessed in every sector of the economy, thereby necessitating managers to find approaches to evolve and stay competitive. The primary reason is that employees can resist newly introduced policies can have adverse effects on the management’s interests.
Another potential issue that may arise is the lack of clarity on the expectations regarding what employees should understand about the changes instigated. Without transparency, the organizations' members become confused and contribute to an already stressful period. The most effective approach for lessening the people’s resistance due to such experiences entails having open conversations and involving everyone in this change-making process (Zainol, Kowang, Hee, Fei, & Kadir, 2021). Transparency alleviates specific fears employees may have since the leadership states the real intent of this change and provides precision on the reasons for introducing the changes. By engaging all employees, everybody will take part in the change readiness questionnaires. Through that approach and the surveys, change managers receive all the critical and required information. Appreciative inquiry is uniquely suitable for companies working towards being inclusive, collaborative, and honorably considerate for their people and the communities served.
One best strategy to overcome the employees’ resistance towards change calls for managers to adopt questionnaires to assess how team members feel and believe about the company and its capacity to adjust to changes. With more tremendous enthusiasm towards changes, employees can initiate the changes, display additional cooperative behaviors, and exert significant efforts. Palmer, Dunford, and Buchanan (2017) stated that from the questionnaires, the organization can determine its readiness for change. Employees have various reasons to resist change, including the thought that new experiences are naturally scary. More explicitly, people are deemed to be uncomfortable with potential changes, and so personal interests may cause the perception of adverse outcomes to organizational identity and culture. Motivating employees to change provides a different perception of its benefits and promotes their willingness to accept it in furthering the organization's missions and goals.
Of course, many employees may resist the new policies implemented, the whole organization's team should understand the bigger picture and enjoy its associated benefits. Having a resistant group of employees and departments against new inventions can make the entire workplace feel dragged behind. However, having a founder who is a strong leader in the company is not enough to render the ability to absorb and advance with the latest changes. Employees can become motivated to accept the potential changes (Zainol et al., 2021). Change-readiness denotes an organizational ability to adjust to changes. The success of this move depends on the effectiveness of its leadership, the strength of its strategic visions, and motivation among the employees. Companies without the capacity to communicate their strategic goals clearly can be described as not change-ready. The process can be determined in many ways, including having effective leadership.
Changes in management remain crucial to attaining its successful implementation in all levels of the organization. Poor management skills potentially crash the organizational changes and make the effectiveness halt (Palmer et al., 2017). Leadership styles align with the navigation and coaching of organizational changes, and that necessitates the implementation of the transformational leadership approach. Effective management makes communicating changes to employees easy to lead. Transformational leadership mak
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