Is The Set Of Techniques Used For Implementing Planned Change

Steps in Planned Change

Once managers and an organization commit to planned change, they need to create a logical stride‐by step approach in society to attain the objectives. Planned change requires managers to follow an eight‐stride process for successful implementations, which is illustrated in Figure 1.

1. Recognize the need for alter. Recognition of the need for change may occur at the height direction level or in peripheral parts of the organization. The change may be due to either internal or external forces.
2. Develop the goals of the change. Remember that before any action is taken, information technology is necessary to determine why the change is necessary. Both problems and opportunities must be evaluated. And then information technology is important to define the needed changes in terms of products, technology, structure, and culture.
3. Select a alter agent. The change agent is the person who takes leadership responsibleness to implement planned change. The change agent must be alert to things that need revamping, open to skillful ideas, and supportive of the implementation of those ideas into actual practise.
4. Diagnose the current climate. In this step, the change agent sets about gathering information about the climate of the organization in gild to help employees ready for change. Preparing people for change requires directly and forceful feedback about the negatives of the present situation, every bit compared to the desired future state, and sensitizing people to the forces of change that exist in their environment.
5. Select an implementation method. This step requires a decision on the best manner to bring about the change. Managers tin make themselves more sensitive to pressures for change by using networks of people and organizations with different perspectives and views, visiting other organizations exposed to new ideas, and using external standards of performance, such as competitor's progress.
6. Develop a plan. This step involves actually putting together the plan, or the "what" information. This phase also determines the when, where, and how of the plan. The plan is like a road map. It notes specific events and activities that must be timed and integrated to produce the change. Information technology also delegates responsibility for each of the goals and objectives.
7. Implement the plan. After all the questions accept been answered, the program is put into performance. In one case a change has begun, initial excitement tin can dissipate in the face of everyday bug. Managers can maintain the momentum for change by providing resources, developing new competencies and skills, reinforcing new behaviors, and edifice a support system for those initiating the change.
8. Follow the plan and evaluate it. During this step, managers must compare the actual results to the goals established in Step 4. It is of import to determine whether the goals were met; a complete follow‐up and evaluation of the results aids this determination. Change should produce positive results and not be undertaken for its ain sake.

Continue in mind that a comprehensive model of planned change includes a fix of activities that managers must appoint in to manage the alter process effectively. They must recognize the need for change, motivate change, create a vision, develop political back up, manage the transition, and sustain momentum during the alter.

Source: https://www.cliffsnotes.com/study-guides/principles-of-management/managing-change/steps-in-planned-change

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