What is the theory of change management?
change today is more part of business than ever before and is constant. Changes theory is aimed at assisting employees, managers - and the company itself - to easily adapt to beneficial changes. This can be a difficult task if employees do not personally feel that the change is worth it. The theory of change management seeks to reconcile the interest of the organization to change with the interests of all its members.
In a given situation, the change could associate more strongly with the structure, technology or strategy of the organization, or could focus on the attitude and behavior of employees. It is common for the main change in one of these areas to require changes in most others. The theory of change management focuses on how to identify and synchronize such necessary changes. For example, if a new intranet is set to improve the company's internal communication, employees will have to undergo training system - structural change - and will also have to feel comfortable with new technology - attitudes and bredand.
Because it is easier to change technologies and on paper the role of jobs and goals of the company than it is to change the minds of people, the theory of management of changes often deals with finding ways to face the resistance of employees to change. The resistance occurs for many reasons. In some cases, people are simply intimidated by changes and fear that they will not be able to keep up and that a new way to do something can be more difficult. Sometimes it has nothing to do with difficulty; Changes often make work easier, but there is still a reluctance to accept changes at the emotional level. An employee who has been writing for years, a signature, stamping and manually delivering colleagues, he could feel angry by seeing this process -and aspect of his or her work -he is an outdated E -mail system with notes.
A human being could be the most adaptive creature on the planet, but he or she can still be stubborn. DeclarationAs "just don't feel good" and "I can do it twice as fast as old" are common and testify to this creation of the custom of commitment to raise things awareness. People accept a change when they understand its value and do not feel that it depicts everything they consider important. They may feel an older way to do things is important for many reasons, from the sincere belief that the old path is better for a feeling of loyalty to predecessors and tradition.
management theory of changes supports communication strategies, educational programs and consultations as a means to overcome the doubts and concerns of employees. One of the key principles of change is that all employees will be informed and made to feel part of the decision to change. Managing managerialization may sometimes feel impressed by the prospect of making major changes. Consultants specialized in change management methodologies are sometimes brought to carry out them.