BUS661 Week 6 Assignment.docx

Explaining to the employees the benefits of having

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example, when implementing the new hiring process. Explaining to the employees the benefits of having one hire date and one orientation date will aid in their acceptance of the change. Leaders should also ensure that the entire leadership team is a role model for the change. Having an aligned and committed leadership team is the foundation for any major change in a company. When managers lead by example, the impact can be profound. Another way that leaders can successfully implement and sustain change is through rewards. Employee performance reviews and compensation should align with the changes that were made, and the responsibilities in place (Lamm et al, 2010). Those who comply should be rewarded or desired behavior changes will not take place and the organization will risk the loss of loyalty and compromise the credibility for change. Organizations must be able to change quickly and easily. The business must be flexible yet capable of implementing and sustaining organizational change. Organizational leaders should
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LEADING ORGANIZATIONAL CHANGE 10 ensure that staff, stakeholders and consumers continue to be involved, that goals are being worked out, and that there is progress toward meeting goals. Change management is necessary for organizations to maintain a competitive edge. The process of implementing change is very complex and involve all aspects of the organization. Change in inevitable and subject to several variables attributing to the success or failure of the change process. Change is something that is either endured or embraced. By understanding the strategies and components of change, effective leaders have a better view of the implication of the change initiative.
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LEADING ORGANIZATIONAL CHANGE 11 References Dennis G. Erwin , Andrew N. Garman , (2010) "Resistance to organizational change:linking research and practice", Leadership & Organization Development Journal , Vol. 31 Issue: 1, pp.39-56, Grenny, J., Maxfield, D., & Shimberg, A. (2008). How to have influence. MIT Sloan Management Review, 50 (1), 47-52. Retrieved from the ProQuest database. Kotter, J. P. (2012, November). Accelerate! (cover story). Harvard Business Review, 90 (11), 43- 58. Retrieved from the EBSCOhost database Lamm, E., Gordon, J. R., & Purser, R. E. (2010). The role of value congruence in organizational change. Organization Development Journal, 28 (2), 49-64. Retrieved from the ProQuest database. Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). Retrieved from André A. de Waal , (2003) "Behavioral factors important for the successful implementation and use of performance management systems", Management Decision , Vol. 41 Issue: 8, pp.688-697,
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