1. How can a company use change management to minimize the resistance and maximi
ID: 3770919 • Letter: 1
Question
1. How can a company use change management to minimize the resistance and maximize the acceptance of changes in business and technology? Give several examples?
2. Briefly explain in your own words what is prototyping and what are the advantages of using the prototyping as a development tool?
3. What are several business decisions that you will have to make as a manager that have both ethical and IT dimensions? Give examples to illustrate your answer.
4. Describe the different approaches of business/IT planning.
Explanation / Answer
1. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization. Resistance to change is normal; people cling to habits and to the status quo. To be sure, managerial actions can minimize or arouse resistance. People must be motivated to shake off old habits. This must take place in stages rather than abruptly so that "managed change" takes on the character of "natural change." In addition to normal inertia, organization change introduces anxieties about the future. If the future after the change comes to be perceived positively, resistance will be less.
Education and communication are therefore key ingredients in minimizing negative reactions. Employees can be informed about both the nature of the change and the logic behind it before it takes place through reports, memos, group presentations, or individual discussions. Another important component of overcoming resistance is inviting employee participation and involvement in both the design and implementation phases of the change effort. Organized forms of facilitation and support can be deployed. Managers can ensure that employees will have the resources to bring the change about; managers can make themselves available to provide explanations and to minimize stress arising in many scores of situations.
Some companies manage to overcome resistance to change through negotiation and rewards. They offer employees concrete incentives to ensure their cooperation. Other companies resort to manipulation, or using subtle tactics such as giving a resistance leader a prominent position in the change effort. A final option is coercion, which involves punishing people who resist or using force to ensure their cooperation. Although this method can be useful when speed is of the essence, it can have lingering negative effects on the company. Of course, no method is appropriate to every situation, and a number of different methods may be combined as needed.
Of the companies that contact for a true team "building" event, the vast majority are looking for an activity to assist the team in managing change within their organization. With change, comes resistance. That's simply Newtons Third Law of Energy and Inertia. Unless an external force acts upon us, we like to stay on the course we are headed.
People are a major focus of organizational change management
Developing innovative ways to measure, motivate, and reward performance
Designing programs to recruit and train employees in the core competencies
Also involves analyzing and defining all changes facing the organization .
2. Prototyping is an attractive idea for complicated and large systems for which there is no manual process or existing system to help determining the requirements. The prototype are usually not complete systems and many of the details are not built in the prototype. The goal is to provide a system with overall functionality.
Advantages of Prototype model:
Disadvantages of Prototype model:
3. Managing Business Ethics takes the view that ethical and unethical conduct are primarily the product of how systems align within an organization to promote certain kinds of behavior. The authors start from the assumption that most people wish to behave ethically. They then show how intelligent systems design can encourage managers and employees to follow their predispositions for cooperation and uprightness. Throughout the text, Treviño and Nelson introduce practical suggestions to guide organizational culture toward this goal (e.g., audits of cultural systems)--and address difficulties and pitfalls that lead to the breakdown of ethical systems. With detailed references to historical crises (e.g., the financial collapse), they immerse their readers in the nitty-gritty of how individuals and organizations respond to ethical dilemmas and catastrophic circumstances. The result is a comprehensive learning experience that finds wisdom in both success and failure, which may prepare future generations of professionals to wrestle with tough situations in an increasingly complicated global business environment.
Ethical debacles are a regular occurrence, so business ethics is far from a fad. “It’s an ongoing phenomenon that must be better understood and managed and for which business professionals must be better prepared.” The 2008 financial crisis has created an environment of outrage and mistrust like no other. History has shown that divorcing business from ethics runs huge risks. Capitalism will succeed only when firmly tethered to a moral base, which Adam Smith knew well.
A true ethical dilemma puts two or more “right” values in conflict. One should use multiple approaches to think carefully about the issues and avoid falling into a solution by accident.
1. Consequentialism (teleology): utilitarianism can be practical but cumbersome to calculate.
2. Duties and principles (deontology): focus on correct action, rights or a categorical imperative. However, it can be difficult to decide which duty, right or principle takes precedence in a clash, and this approach faces troubles when following rules might lead to devastating consequences.
4.
You must create a well-rounded strategic plan that provides a platform for continuous growth of your small business. It should be designed to impact the following critical factors:
Follow a Three-Step Analysis for Each Factor
1) What worked (i.e., what did you do that proved to be right and what is it that needs to be done in addition to that). What was wrong and did not work? What needs to be stopped immediately?
2) What bold and dynamic results are you committed to producing in identified areas? All targets should be bold and quantifiable and must be able to inspire everyone responsible to make things happen and achieve targets.
3) Who stands accountable in relation to each factor (i.e., which executive/manager/department)? Some factors can be mapped directly to a functional department, such as marketing or sales, while others like customer satisfaction may not fall under one clear domain. However, there needs to be one department that is accountable.
Many small business owners are so busy that they failed to create strategic goals in this past year. If this describes you, then resolve to plan, carry out on continuously monitor your goals for this new year - starting today.
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