CHAPTER 8  

 CHANGE MANAGEMENT

1. change

1. why change may fail

  • Fundamental misunderstanding as to what the change is
  • Not appreciating that change is a potentially a longer term management issue rather than a short term quick fix
  • Inadequate planning and preparation  taking place beforehand
  • Inadequate communication and availability of information prior to and throughout the change
  • The whole change taking in totality, rather than being broken down into smaller issues  so that progress can be seen and measured
  • Communication of the change being badly planned and poorly structured
  • Predominance of rumours through the grapevine that may not be supportive of the change being managed
  • Bad previous organization experience of managing change
  • Employee resistance
  • Inadequate training support for those involved in the change

2. WHY INDIVIDUALS MY RESIST CHANGE

  • Individuals not seeing the need for a change
  • A lack of understanding as to why the change is necessary
  • A mind set that says "if it isn't broken why fix it"
  • Lack of leadership
  • An individual not being clear of what the benefits are of the change itself
  • Fear of the unknown and uncertainty
  • Possibly influence by the views/actions of their colleagues
  • Previous experience of change, which has not been managed as well as it might have been
  • Lack of training support available
  • A lack of personal motivation to adapt
  • Already working in their own comfort zone
  • Possibility of having to learn new skills
  • Fear of redundancy
  • Human nature