How A Manger Lead The Change Brought By Reorganization (Term Paper Sample)

CHANGE MANAGEMENT PLAN
Professor’s name
Date
Institution
How a manger lead the change brought on by reorganization
Introduction
Every manager who comes in a new organization should have a strategy that must be implemented by all the employees for the eye of achieving organizational goals and objectives. As a new manager in my department dealing with sales and marketing, I will consider the following as a way of leading the change brought about by reorganization.
Create a plan
The first step before leading change as a manager I will create a plan within my department. Every business requires changes and must adhere to those changes in order to survive. If a business does not experience changes it is a clear indication that it is not technologically improving and no new innovations (Goldstein, 2014). This may make the business to collapse because customers are not well served with quality products. The main aim of having a strategic plan is to ensure strategic update of the areas of need and to critically understand the current situation of the company as well as where it needs to be after a certain period of time.
Communication
As a manager leading change in sales and marketing department, communication will very crucial. As a manger I believe that organization must maintain regular, strong and clear communications with my staff before, during and after the change process. Communication is a strong pillar that encourages trust between the team working towards achieving better sales in the market. It’s through communication that new ideas are welcome from all levels and information is able to be shared within the department and will be used to determine whether the promises made are delivered.
Identification of key players
To lead the change in a department as a manager, identification of key players will be crucial. I understand that people will react in different ways during transformation but my duty as a manager will be selecting few individuals to help me advocate for change. The function of the key players is to be as my instruments, encourage all employees to participate and to help sustain their morale of being involved in a change process.
Delegating of tasks
Delegation of tasks is another way of leading change brought about by reorganization. A manager leads from the front but he can never implement changes alone. In sales and marketing department a lot activities needs to be implemented to help achieve the goals and objectives thus profits and stability. Manager delegate duties example, collection of essential information from the potential customers is a task done by employees in order to make strategy decision making (Tichy, 2013). My duty as a manager in the period of change is to provide support and guidance to employees as they take their responsibilities. Delegating tasks to employees during change will open to easy accountability of people. Employees are well accounted for on the basis of the equipments, talent, resources and responsibilities within the department.
Culture and behavioural training
Another way of leading change within the department is considering culture and doing behavioural training. Training is the most important aspect that will help a manager lead employees in organizational changes. This provides a know how to employees on the new work stations and equipments for the purpose of avoiding resistance. Through training, those who used to work in the department are able to avoid cultural shocks that may arise from changes.
Keeping a team motivated, engaged and willing to embrace the change
Clearly defining vision
A manager clearly defines his vision to all employees in order to keep them motivated. This is done through effective communication and in the most simple and understandable manner. Employees are hence kept working and involved in the change process because they understand where the company current situation as well as the vision of the manager on where the company needs to be at a given time.
Upgrading equipments
Keeping your team motivated, willing and engaged to embrace changes is a vital process. A manager should keep in mind that the old facilities used by employees cannot keep them encouraged. Provision of decent tools, training and provision of support will highly motivate and keep employees willing to embrace changes in a sales and marketing department.
Often communication
As a manager of sales and marketing I will ensure that I do often communication to my all employees to keep them remembering the task at hand (Maxwell, 2013). Communication in such a big organization with many employees may be a challenge but use of internal memos, newsletters regular meetings and training sessions can make it a success. Often communication will keep them well ad versant with my visions hence employees staying motivated, willing and motivated to continue being involved in the change process.
Engaging everyone
As a manager getting everyone engaged will be a crucial aspect to my employees. Employees will be incorporated in decision making and planning in sales and marketing department. This will make them proud of all decisions made because they were involved hence may see the whole project as their own and it is something they can fight for, for the purpose of prosperity. Each and everyone’s new idea will be determined without discrimination hence proving that they are engaged. Employees are hence kept engaged, wiling and motivated to embrace departmental changes.
Feedback
Giving feedback is a key motivator. Being a manager is to give immediate feedback to employees. This will make employees get motivated in case the feedback from the manager is positive. On the other hand, negative feedback to employees can provide the right way to for them to correct themselves. To make them feel more motivated, public appreciation and thank you notes for the work well done will no doubt keep employees motivated and willing to embrace changes.
Being respectful, fair and trustworthy
As a manager, acting respectful, fair and creating trust with employees will help motivate them get more involved in the change process. Being in management a lot of problems may arise between employees and hinder change management in a department. Manager should be wise and make fair judgements to solve issues. Respecting and creating trusts to your employees can be an important factor to make them get encouraged, motivated and have the will to embrace the change (Cohen, 2015). Being too serious and moody on duty should be dealt with. Employees work more efficient and effective in environment full of fun and joy.
Giving special attention
As a manager giving special attention to employees with high potential in an organization will encourage them to get involved. With the harsh economic grounds it’s hard to maintain all aspects of crisis and so manager should try hard to ensure they are attended to. Avoiding doing downsizing will be another way of making employees kept motivated and willing to embrace the change.
Factors that might hinder the change process and how they can be addressed
Environment
Organization environment is a factor that hinders the change of a department. The external stakeholders of the sales and marketing department contain many entities that are involved such as customers, suppliers, competitors and the intermediaries (Rice, & Emery, 2011). All this parties can hinder changes if they are not involved in the process of change.
Organization environment is another factor that may hinder the change. A manager has the duty to gather the knowledge on how all of them have effects to the department and bring solutions by training all entities at the event of need to changes in the department. This will avoid shocks and all possibilities of them resisting.
Structure
Power within organization can be either decentralized or centralized and this can become a threat to the change. In an event that only those in power at higher levels forces the change in an organization without giving room for employees being given chance to bring ideas, the process of change can be hindered. As manager all levels of people are entitled to make decisions and should be engaged at all costs in making changes. This will be a success by making a clear chart of the duties of management of all levels.
Reactions
Employees in particular departments may react differently on the event of changes. One group naturally tends to resist the changes because they feel insecure while the other group feels safe with the changes made and support the initiative (Rice, & Emery, 2011). To deal with this reaction, a manager comes up with initiatives that make the opposing group to stop resisting. Briefly the manager should take time to listen to resisting group and provide a platform in which the new facilities, decent tools of work, training and promising support to them can deal with this factor appropriately.
Culture
Organization culture is a factor that hinders the change of a department. It includes the unspoken patterns and values that show how things are done in a particular company. If the culture of the department is violated then expect a lot resistance because employ...