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Assignment Task 1: Understand change within organisations

Nothing remains the same, especially in the field of business. In order not to fall behind their rivals, such organizations have to embrace change regularly. However, for even the best of the leaders, change can be quite complex.

AC 1.1 Identify reasons for the change in an organisation

Change in organization is a slow and painful process; changes many things in the processes of working organizations. Many circumstances occur and require a change in the organisation. Out of all of these, though, there are a few that seem to come up quite a bit. To elaborate: 

In the present day setting the organizations also have such a competitive environment as much change also happens within organizations even the marketplace they operate in they exist. This means the degree of change required is rooted in the grounded context. For example, its source may be new technology or new approach as to how customers expect that services or goods to be delivered. 

AC 1.2 Explain types of change that may occur in an organisation

Many situations can lead to change in an organizations structure or management; for instance it could be as follows. Some of the more prevalent reasons include:

• To sustain this competitive advantage in the current and future business environment the competition keeps on changing.
• To help the organization address factors based from the external environment (such as changes in technology, change in customer behavior).
• To gain extra efficiency or reduce cost Department of Defense review can be beneficial for getting more profound information.
• For instance to address structural reformants such as mergers, takeovers and organizational downsizing.

AC 1.3 Summarise individual and team reactions to change

Transition is always challenging for people and groups, as well as teams. Some common reactions to change are:

• Fear: The believed change is if it is unknown to them that change itself is scary. Concerns of employees may be related to jobs, work load or, their situation in new circumstances.
• Resistance: They are getting used to how it is being done People do not like change because they get used to it being done in a certain way. They may also refuse as a result of fear that may compel them to practice new knowledge and skills at the workplace.
• Excitement: The workers may also possess enthusiasm towards change. Such reward, they also view it as a chance to expand their knowledge and personal development of their profession.

Assignment Task 2: Understand how to support individuals and teams through change 

Change is a necessary, but often difficult, part of life. Whether it’s a change in the workplace or a personal change, it can be tough to adjust. That’s why it’s important to understand how to support individuals and teams through change.

AC 2.1 Explain how to promote the benefits of change to individuals and teams

To promote the benefits of change to individuals and teams, it’s important to:

Communicate the reasons for the change: Therefore managers should ensure that their employees are aware of the reasons behind change and how this change will help them.

Explain the process of change: Employees have to be aware of what they may expect during and after the change, and what they should do.

Provide training and support: From the premises of human relations theory, it means that employees have to be provided with all the necessary equipment to enable them perform optimally.

Encourage feedback: Workers should be provided with an opportunity to make their contributions at various stages so that they may feel that they are part of that transformation.

AC 2.2 Identify barriers to change for individuals and teams

Both individual and team level have numerous change barriers. Some common barriers include:

Lack of resources: The employees’ lack the adequate means that can keep up with the change.

Lack of knowledge: Employers may not know how to make the change or what role he or she will be playing.

Fear of change: People can always be fearful of change particularly where the change is a radical one.

Resistance to change: The organization’s staff may reject new strategies or ideas because they are used to the current working environment.

Lack of Communication: Thus, if the employees do not comprehend change or the process of change, it will be hard to get this change supported by employees.

Lack of trust: Thus, the effective change may not happen, if the employees do not trust the leaders of the organisation.

AC 2.3 Discuss approaches to overcoming barriers to change 

Change is never easy especially in organization and therefore overturning the barriers that can cause it is not an easy task.

• One strategy is to cultivate the EMs’ support by seeking out and mobilizing the employees known as “the willing” for the change process. The identified employees can also be a part of convincing their counterparts and as a result there will always be forces within the organization that will counter the loud opposition that is always heard.
• Another approach is a go-slow strategy, whereby change is decreed from the top and people who do not follow are fired. This is especially good in the short run but it causes long term resentment and staff resistance.
• The third strategy is the least oppressive in which change is implemented incrementally and the workers are given an opportunity to feedback on the changes. While this approach may be slow and time-consuming more often than not it will be more successful in bringing about permanent behavioural changes.

AC 2.4 Outline methods of supporting individuals and teams through change 

 There are quite a few approaches to assisting particular persons and groups in adapting to change. Some common methods include:

Communication: It is imperative that the employees develop understanding the rationale for change, the change process, and the planned change roles.

Training and support: To get the best out of the employees they require to be equipped with all the does and resources required.

Encouragement: Freewheeling and free-speaking especially on issues that causes concern should be promoted among the employees.

Recognition: A lot of effort is required in ensuring that change occurs and hence the employees need to be commended for their work.

Rewards: Sometimes people may require a push to back the change and this may involve use of rewards like bonuses.

Assignment Task 3: Know how to implement and monitor change 

Change is a necessary part of any organization, whether it is a small business or a large corporation. To maintain a competitive edge, businesses must continually adapt to the ever-changing market landscape.

AC 3.1 Explain the process for implementing change 

The process for implementing change can be divided into four steps:

• Planning: Hence a blueprint of the change is the first step in creating change. This should include what will be changed, how it will be done and by whom the change will be done on.
• Implementation: The second one is the actualization of the action plan. This may mean training employees, modifying the structure of a process, or implementing many other different changes in the organization.
• Monitoring: The third one is the evaluation stage that seeks to find out weather the change is healthy for the organization or not by observing the change as it occurs and its impacts. This may be done through a survey of employees or an assessment of key metrics or other ways.
• Adjustment: The fourth process is to fine tune the change where necessary. This may be done by amending the plan, discarding the new plan and returning to the previous method of working, or doing something different.

AC 3.2 Explain how to monitor and review the implementation of change 

Monitoring and reviewing the implementation of change is an important part of ensuring that the change is successful. There are some ways to do this, including:

Surveying employees: Employees can be surveyed before and after the change to gauge their reaction to the change.

Tracking metrics: Metrics such as productivity, quality, or customer satisfaction can be tracked before and after the change to see if there is an improvement.

Comparing to benchmarks: The organization’s performance can be compared to benchmark organizations before and after the change.

AC 3.3 Explain the role of effective management and leadership throughout the change process

The effective management and leadership becomes the key factors in any organisation’s change process regardless whether it is a small organisation or a large company.

The main task of management is to define the direction in which it is proposed to make a change and to deliver this vision to the staff. A strategy also has to be developed regarding how change will occur and they have to be able to stay in control during the generally disorderly process. On the other hand, leaders must have the capacity to get the employees committed to the change to happen.

They need to be able to address opposition and failure and, in the end, be able to steer the organization through the change process. Both management and leadership are crucial for any organisation if that organisation is to undergo any type of change.