In order to be successful one needs to have a great motivator. It takes a lot of determination, and patients in order to reach and surpass set goals. For me my motivator is success. I not only want to be successful but I feel the need to be successful in today’s day and age. From my experiences as a student I have come to the realization that education is a very powerful, enriched, and very promising tool to have.
Kotter’s Eight Stages versus Ivancevich, Konopaske and Matteson Textbook John Kotter’s discussed a process of eight stages that should be used to create change in an organization or business environment. His eight stages will be compared and contrasted with the textbook used in the Organizational Behavior course. While some of his stages correlate with the textbook, there are differences as well. Stage 1: Establishing a Sense of Urgency According to Kotter, a sense of urgency is important to gain buy-in from the employees of the organization. It is essential to reduce complacency and increase urgency by developing a vision that others will encompass.
The mission statement is a written statement that states your team’s purpose and helps to inspire and motivate your team; the vision statement takes this one step further and looks at the desired future for your work team. Having the teams input into these goals and objectives helps give the team members ownership and a sense of belonging to the team. When the team’s goals are set, they need to have a certain criteria that must be met to make them a realistic goal. They must be clear, concise, have a set time frame, and most importantly, be measurable. These goals need to link with the organisations goals and KPI’s to help create a more efficient workplace.
Change management is a style of management that aims to encourage organizations and individuals to deal effectively with the changes taking place in their work. (English Collins Dictionary) Change is inevitable so to adopt a good change management strategy is very important for an organisation. Kotter a professor at Harvard Business School in his 8 step change model shows how to create an effective change. The very first and the base step is to create urgency that is to know what the whole company really wants and examining the market in which the organization operates.This is the most important step because if this step goes wrong your whole model may fail and even lead to losses.Second step is to form a powerful coalition that is to form a team of influential people who can convince other people in the organisation that change in necesaary and needed. Just managing a change isnt enough a goodleadership is equally important to lead it.
Successful organisations have leaders who set high standards and goals across the entire spectrum, such as strategies, market leadership, plans, meetings and presentations, productivity, quality, and reliability. Kouzes & Posner, 1987 talk about the road to great leadership and how it is common to successful leaders. They say to challenge the process, find a process you believe needs to be improved the most, then share your vision in words that can be understood by followers and inspire them. Next you enable others to act, you give them the tools and methods to solve problems and when the process gets tough you model it the right way. A boss tells others what to do but a leader shows that it can be done.
An example is the flattening of organisations structures and thus the increased importance placed upon communication in management roles. (pg 29, Bardia 2010) Throughout the core of the article, the author explains in detail some of the different aspects of communication that a manager encounters in a changing organisation. The changing environments facing the corporate world are creating new ways for managers to communicate. The Journal article explains how there is; group communication, increased emphasis on informal communication, the increased use of information technology in communication and cross cultural communication all playing a major part in how organisations are run and operate ( pg 31,32, Bardia 2010). This part of the article was appealing as it provides an excellent resource for the major assignment, and would aid in describing the systems and structures communication can be organised and provided in organisations.
The more effectively you deal with change, the more likely you are to prosper. For an organization, change management means defining and implementing procedures to deal with changes in the business environment and to profit from these changes. In this essay I will discuss about a way to manage the transition from the perspective of Mr. William Bridges. II. About the author WILLIAM BRIDGES, Ph.D., President William (Bill) Bridges is a PhD and internationally known pioneer in the field of “change and transition management”.
Management of human resources is very important of an organisation, the management should therefore find the right approach to their employees to be able to plan and manage them in a professional manner. Human resources management is important for an organisation because if employees perform efficiently it increases the production and/or customers services in an organisation. A business can manage its human resources through methods such as: motivation, training, appraisal and personal development planning. A very important aspect in HR management is employing staff with the right skills and qualification required for a particular job role and training those staff who don’t have the right required skills to carry out a particular task. Management of human resources is essential as it commits employees into achieving organisation goals and objectives.
A goal is what a person is trying to accomplish (DuBrin, 2004). In order to direct ourselves we set goals that are clear and understandable, challenging, and achievable. Feedback is an important element in goal setting. We need feedback so we can determine whether we are succeeding or whether we need to change our goals and/or direction. We find feedback very encouraging and motivating.