Roles of Managers and Individuals Essay Example for Free

Roles of Managers and Individuals EssayThere is one thing that is a invariant within any(prenominal) boldness which is miscellanea. switch over is undeniable and inevitable. Change is what leads to progress. Structures, procedures, systems and policies and systems or just a some forms of spay which an organization will use when utilizing assortment. When an organization undergoes goes there is a focus on the behaviors as well as the results based production delivered by its employees. When employees engage themselves in the trade forge composition taking ownership of the processes in place, the organization will obtain value. Management at the executive level to the supervisors on the front line will every last(predicate) play a business office in the process of change. The following will examine the roles of managers, change agents that argon apply, as well as the managements role in combating rampart, and championing change.Roles of ManagersThe ultimate goal of change management is to engage employees and encourage their adoption of a new way of doing their jobs. (Change Management Learning Center, 2014). There are several key management roles in the change process such as a project team, intermediate level managers and supervisors and finally executives and elderberry bush management. Senior-level managers and executives have many roles such as visibility and participation throughout the entire duration of the project, pass around with employees, manage resistance and build a group of strong leading for the future. An effective way to guess the success of a project is through strong leadership. Front line supervisors and intermediate-level managers also manage resistance in addition to the roles of coaching, advocating, communicating and acting as a liaison for upper management to theindividuals. Employees pick out hearing the risks and rewards that come from change and how it will affect the staff on a daylight to day basis from t heir direct manager as this is who they built a report with. Managers act as the utterance of the organization and must be advocates of change whether they agree with it or not. The managers job is to stay resistance from employees, take direction while providing feedback to the team and helping with the individual transitions of the employees.When dealing with the change process, the role of the individual is the acceptance of altering the day to day operations while using the solutions of change. The employees are in charge of controlling the changes and alterations in their particular division or area. The employees also act as the main source of feedback regarding the changes as they are on the front line and see all of these changes first hand.Change AgentsWhether the organization is large or small, it will need a change agent to undergo the change process. A change agent is defined as individual or group that undertakes the task of initiating and managing change in an organ ization (Lunenburg, 2010). A change agent will either be internal, which consists of managers, supervisors or any employee that is in charge of the over-sight of the change, or extraneous, which consists of any third party firms or consultants. knowledgeable Change AgentsInternal change agents consist of individuals that provide training, knowledge, personal perspectives, procedures in problem solving, skill building, data gathering to measure processes and assistance with team learning within groups. Internal changes agents will invest themselves personally in the change and have knowledge of the organizations culture, issues, employees and environment.External Change AgentsExternal change agents are used to make large organizational overhauls and massive changes. These change agents are brought in from outside theorganization and are used to provide an unbiased perspective of the situation and push the organization to think outside of the norm.The draw-backs of external change ag ents are avail business leader ( as they will have other clients), cost, and time ( to become old(prenominal) with the way the organization runs its business).Combating ResistanceThe first step in combating resistance is to realize that not all employees are going to resist the changes. erstwhile the employees who do resist are identified its grave for management to identify how each employee will respond better(p) when feeling resistant. Managers would be best served face for signs of resistance that include sabotage, blaming and intimidation. Once these symptoms have been identified management must utilize the correct court with which they use for the employee. Some of these approaches includeResistance Cycle- This approach includes the psychological stages such as resistance and denial. Situational Approach- This is a combination of six methods that range from communication to education to implicit and explicit coercion. Thought Self-Leadership- This process involves spark advance through persuasion using the thoughts of the individual. Successful leadership involves identifying and understanding the differences between the two styles of resistance, passive and active. Once this is done, action may be taken to squash any resistance the employees have created.Championing ChangeChampioning change begins in the hiring and grooming process. Organizations are committed to choosing the best available candidates that will flourish and blossom into the leaders of the future. The organization must identify the changes they are looking to make and then choose employees that will best format to those changes, Once the employees have been selected, they must be given all the tools needed to transition the organization to where it wants to go, this includes training and education. Finally, feedback needs to be given throughout the process to ensure that all agreed upon changes are being completed successfully and are accomplishing desiredobjectives. There is one thing that is a continuous within any organization which is change. Change is undeniable and inevitable. Utilizing change agents, having active leadership and management with the ability to communicate, and sustaining a positive relationship with the employees are sure fire ways to ensure a unlined transition through change.ReferencesChange Management Learning Center. (2014). Retrieved from http//www.change-management.com/tutorial-job-roles-mod2.htm Lunenburg, F.C. (2010). Managing Change The role of the change agent. International daybook of Management, Business, and Administration, 13(1), 1-6. Retrieved from http//www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C. %20Managing%20Change%20The%20Role%20of%20Change%20Agent%20IJMBA,%20V13%20N1%202010.pdf