Assignment: Change and Innovation Essay

In todays society companies ar finding that it is more demanding that they conciliate transmits in certain departments or in the entire friendship. May managers atomic number 18 showd with the question, How do I make successful motleys? Another issue confederations face is the repulseance to transplants by employees. How can a company reduce the opponent from employees? What role do human beings resources play in managing sort? Change is a part of moving forward in the company and keeping the company successful in years to follow.To make successful limitings managers, employees, and human resources need to work on together in making those careens. In companies there are factors that create a need for change. approximately changes are motivated from external forces, such as competition or updating technology. Other changes are motivated by internal forces, such as employee attitudes, new equipment, and redesigning of jobs. When implementing changes the person who im plements those changes are called a change agent. A change agent can be a manager or a non-manager. Mangers make infinitesimaler, less drastic changes and are more cautious about the outcome.Non-managers tend to make larger, more drastic changes because they do not flip to deal with the repercussion of the change (Robbins, DeCenzo, & Coulter, 2011). Once the manager or non-manager implements the changes or changes that need to take place they have to make sure that the plan is followed by employees to have the biggest lay on the line of success. When implementing the change from regular health check record to electronic medical record the first thing that inevitably to happen is, the change agent needs to accept the change and communicate the importance to the employees.The electronic medical records will be more successful if the change agent recognizes the impact on staff and adopts an lax policy if one is not already in place. Committing to an open environment will establis h religion and open-door policies. Open-door policies allow feedback and allow for employees and change agents to give and receive feedback with less defensive approaches. Employees need to feel well-situated when change is being implemented, providing training and allowing them to be a part of the change process are slipway to help them feel comfortable.Allowing employees to help with the change making decisions will help them to accept the change. Employees that work with the guest whitethorn also have better insight on how to better provide for the customers. Providing the employees with training on why and how the change to electronic medical records will be implemented and making sure they live on what is going on will help keep the employee more comfortable about the process. Letting employees shaft that some failure is okay will help ease them when failure comes.Changing agents need to tang at failure as a positive learning experience and encouraging them to think the analogous way. Taking these steps and recognizing the employees efforts along the way can have a huge effect on if the employee feels positive about the change or not. If these practices are not implemented then employees may resist the change (Richards, 2012). Some common reasons why employees resist change are because they are afraid of the uncertainty, they may fear that the change will not work, change interrupts habit, and they may lose personal benefits or have personal losses payable to the change.If an employee is not trained or allowed to give feedback they may resist changes due to uncertainty. Employees need to be trained on the reasons for the changing to the electronic system as well as how to use the system. Training employees may ease them out of their habit of the old way and into accepting the change and creating a new habit around this change. When a change in implemented in a company the employees resist the change due to the fear of the loss of status, money, or benefits they were getting from the old system.Employees should be told what changes will affect them personally and be allowed to give feedback on ways to minimize loses. All changes should be expressed in positive ways to help employees deal with their fears. Open-door policies and encouraging feedback will help with minimizing employees fears and opposite to change. Being proactive and allowing the employees give ideas for the change, along with supporting employees during and after the change will help resistance of employees be minimized (Robbins, DeCenzo, & Coulter, 2011). Human Resources (HRs) also play a role in managing change.HRs can act as the change agent and overlook the whole change process. HRs can be in charge of setting a strategy, facilitating, training, and monitoring employee engagement, input and feedback. If a company does not feel that they want HRs be in charge of the whole change then they may ask them to play no role at all or to measure out the change e ffort once the change is complete. HRs may have a small role or a big role in the change process at a company. Many companies are starting to give HRs bigger roles and allowing them to be part of the change (APQC, 2012).Human Resources, manager, and even non-managers can implement change in a company. It is up to the person who is implementing the change to communicate, train, and support employees so that they feel comfortable with the change. Allowing HRs and employees to be a part of the change can help everyone feel more at ease with the change. Failure should always be a learning experience and if a change agent gives employees a positive outlook and support turn making the change then resistance will be minimized.