Leading Organizational Change (Individual Change Project)

Leading Organizational Change (Individual Change Project)

Leading Organizational Change Introduction Organization transition is whereby organizations arrive at the targeted point in their course. Change occurs due to different purposes. Organizations modify the way they perform their activities and the way they are designed in order to attain their goals and this help them develop. Change is felt whereby an organization multiplies its assets. Through this, it improves on its efficiency. Organization transition involves assets, the people in a certain occupation, gender and social equality. Team work is also required in order to keep things orderly (Anderson, 130). Human Resource Organization is the organization that is going to focus on.Objectives for the Organizational changeMy objective for change would be.1) To help attain the desired goals of the organization for it to develop.2) To converse how change can be effective and ineffective3) To support the workforce during the process of change so that they may concentrate on their abilities.4) To prepare the staff psychologically on the duties they will perform after the transition.Basis for change and the values it will have for the Human Resource OrganizationOrganizational transition will make the organization change structurally and advance technologically. Through technological advancement, the organizational Change will help organization venture in educating its recruits, get them involved in different activities, and amend rules to inspire various employees (Anderson, 130). Improving on support and remuneration methods and also different employees will get to work in various departments and their ranks will be improved. Reasons for changeFor organizational transition to be effective, as a manager, I must come up with a procedure to estimate if the change is necessary and plan on how to reduce opposition (Anderson, 130).Personal challengeMy greatest personal challenge to achieving the set objectives is hesitation and diffidence. Struggling to deal with doubt and timidity leads to torpor. Discerning opinion and preservation shows that people identify that the details are in line with their views. It’s a routine that people fail to approve their views if change does not occur (Anderson, 130).Assessing transition readiness of the organizationI can assess transitional readiness by taking note of where change has been experienced in the organization. Some sectors tend to perform better than others (Anderson, 130). This will help me know which sector we need to concentrate mostly on for the development of the organization.My Transition Plan1) Which procedure should be followed to establish change in the organization?2) I would focus on technology. Which are the ways to transfer the facts and figures?3) Who are the main people affected by the change?4) Which would be the design of the organization after the change?How I will propose to the organizations leadership on how to manage the changeI would use business procedures example strategies and measures to propose the organization’s leadership.Benefits of Organizational change to the organization and how the values will be measured1) Efficient change will help portray a good image of the organization and also there will be high yields.2) Organizational change will help improve on channels of communication3) Organizational change will motivate people to work for that particular organization.4) Teamwork will be highly observed.5) Change guarantee that the new processes are affected and there is order.The values will be measured by.1) Attending to customers on time and ensuring that they are satisfied.2) Managing time properly.Work CitedAnderson, Donald L. Organization Development: The Process of Leading Organizational Change. Thousand Oaks, Calif: Sage Publications, 2012. Print.

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