Second dimension is whether it occurs in a proactive

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Second Dimension- is whether it occurs in a proactive, planned, or reactively in response to external events. Proactive (planned)- occurs when managers anticipate events and shift their organizations as a result. Reactive - shifts in the organizations external world lead to a reaction on the part of the organization. o The four types: Tuning – Incremental change made in anticipation of future events Needs for internal alignment. Adapting - is viewed as relatively minor changes made in response to external stimuli. Redirecting - Involves major, strategic change resulting from planned programs. Over-hauling - the dramatic shift that occurs in reaction to major external events. o Common Managerial Difficulties Managers are action oriented and assume other rational people will see the inherent wisdom in the proposed change and will learn the needed new behaviors, or managers assume they will be able to replace recalcitrant employees. Managers assume they have power and influence to enact the desired changes and they underestimate the power and influence of their stake holders. Managers look at the transition period as a cost, not an investment. Managers are unable to accurately estimate the resources and commitment needed to facilitate the integration of the human dimension with other aspects of the change. Managers are unaware that their own behavior, and that of other key managers, may be sending out conflicting messages to employees and eventually customers. 2
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Managers find managing human processes unsettling because of the potential emotionality and the difficulties they present with respect to prediction and quantification. Managers simply lack of capacity to manage complex changes that involve people. Managers’ critical judgment is impaired due to factors related to overconfidence and/or groupthink. Organizational Change roles Change Leader/Change Agent – The person who leads the change Change Initiator - The person who identifies the need and vision for change and champions the change. Change Implementer - The person who has responsibility for making certain the change happens, charting the path forward, nurturing support, and alleviating resistance. Change facilitator - The person who assists initiators, implementers, and recipients with the change management process. Change Recipient - The person who is affected by the change. Often the person who has to change his or her behavior to ensure the change is effective. The Requirements for Becoming a Successful Change Leader They are involved in both driving change and enabling change. They recognize that resistance to change is both a problem and an opportunity Good change leadership focuses on outcomes but is careful about process.
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