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Qualities necessary to be a Experienced Change Agent

Change real estate agents are market leaders who cut across the organization and its business units without regard to the traditional hierarchy. Directly or indirectly, they apply new processes, teach employees on new procedures, and act as role models to show new and improved ways to work. AN ALTERATION Agent is the immediate liaison between the technical project team members and the end users [Gardner, J. W. (1991)]. The Change Agent is aware of the new business process being integrated and is aware of the impact of that process to the business.

The role of any change agent is very important in an organization as it isn't an easy task to manage a change in an company. When there exists any question occur to improve in the business which means that its need to make a change in a designed and organize fashion. It could be said with the problem of IT job it has to change the model of the task and this also edition should be maintained properly. An alteration in the business or the project could be started within the business or also may be from outside the house source. [Gardner, J. W. (1994)]. As an example, there is a product which is very popular among the people. But there need a change in the look of the product. [Budd, R. W. , Thorp, R. K. , & Donohew, L. (1997)]. This is actually the example where there's a change initiate within the business. Currently the main concern about this product is that how will the company react to this change. This sort of change is been able by the change management within the organization. Immediate and the as positive replies to this changes could be possible within the organization.

Change agent:

A change agent is a person whose presence or thought procedures cause a change from the traditional way of controlling or considering problems [Jakobson, R. (1990). ]. Management consultants tend to be hired as change brokers for corporate organization development retreats.

Role of your change agent:

There are some roles that might be performed by the change agent. Those tasks are the following:

The change agent should develop a definite change goal:

By diagnosing, a change agent should find out the real issues in the organization and propose the exact and clear goal. By studying he or she will begin the next task:

There may be some hurdle to get the expected result of the business and that needs to be found out.

The organization should have ability to make the desired change which should short out by the change agent.

The expected future of the organization.

The real situation of the organization in the operating time.

The opportunities of the changes that are come in the organization.

There are specific focus on and dreams of the main stakeholders within the organization. To produce a change, the change agent also needs to find those.

There are some worth of the organization.

The problems and the issues which are presented in the business.

Every organization have some future strategy that how will they operate the business in next few years. The change agent should also take those in bank account.

There may be some changes which might be took place by the external environment there is some impact for this change in the organization and as well as the consumers.

By making use of those change agent could in a position to determine whatever kind of changes are necessary with in the business.

The change agent as a facilitator:

The most difficult part of a change agent to make everyone involved in the process of change and make them dedicated to the required actions. The change agent should get himself worried about [Budd, R. W. , Thorp, R. K. , & Donohew, L. (1997)]:

"Identifying the main element stakeholders of the change".

"Involving these stakeholders in the diagnostic process. This means helping them to attain consensus on the changes the organisation must make. When done in a participative process, this can help create ownership for change".

"Being able to help the stakeholders to create clear goals for his or her change process. "

"Educating these stakeholders about the changes they want to make and helping them to understand the way the changes they've decided on will impact on the rest of the organisation. (systems thinking. ) "

"Helping the stakeholders to comprehend how these changes will gain the business, their department and themselves. This in turn builds dedication to the change. "

"Being able to help the stakeholders understand the 'costs' of these changes to the company, their division also to themselves personally. "

the designer

Designing a big change process that will achieve specific change goals, is a creative process. This involves:

Observing all the change tools and interventions that are available.

Selecting those specific change tools and discoveries that will assist the organization to accomplish its change goals.

Creating additional activities and interventions to fill any gaps.

Reviewing that every intervention supports every other intervention, and that interventions support the business's values, strategies and programs.

Arranging and integrating these interventions into one particular, seamless, step by step process.

Deciding on the assignments that require to be enjoyed to support the process.

The task manager

. . "Numerous roles are necessary for an alteration process to work. Ordinarily a change agent will play the role of the project administrator and co-ordinate the activities of different role players. Typical roles in a change process include" [Jakobson, R. (1990). ]:

A change steering committee.

The CEO of the company.

The professional team.

Regional coordinators (in large scale changes).

External consultants.

Internal consultants.

Middle professionals.

Departmental or divisional change agencies.

Communications coordinators.

Change web site designers.

Marketing experts.

Individuals within the company.

The educator

Those involved with managing the change, and the ones who'll be influenced by the change, often are shocked by their thoughts when confronted by change. Resistance, stress and distress of common thoughts associated by change [David, F. R. (1994)].

To teach folks in what types of changes are anticipated in the business is one of the main work of the change agent. Those responsibilities are the following:

They need to find out that how do those types of emotions could be overcame also they have know others feelings concerning this changes.

The mental situation people will face when they have to walk under the process of changes.

A change ought to know just how of overcoming the resistance and they should also help others to do that.

A change agent should be creative to do his / her duty.

They have to make a change process funny and there must be enjoyment within the changes. A change agent should help others to develop those thoughts with them. In order that they shouldn't be scared about the change.

A change must face the resistance and an alteration agent must defeat those resistances.

Tools to make your change process successful. A big change agent must have necessary tactics to make a change process successful.

The change agent as a marketer:

Sometimes they think it is out that change is merely beneficial to the business but not for own self applied to develop his or her career. They think that this kind of change is the excess work with them.

The change agent who've enough skill to create the belief among the list of worker that the change is essential for the business and also for themselves [David, F. R. (1994)].

The worker of the business will get the feelings that change is useful and enjoyable on their behalf.

They will need the change as the opportunity to develop their skills and also the opportunities to learn some new skills.

This is the choice to the employee to grow their presence in the business.

They will find the change as the knowledge of excursion where everyone will find out their personal skills.

To do this an alteration agent has to apply some marketing strategy within the organization. Those are as follows: [Gardner, J. W. (1991)]:

The change agent should make the correct publicity among the employees.

There should be an environment of contest within the organization.

A change agent should get the help of various media as example theater.

There should be some prizes predicated on the theme of change.

There should be some incentive and honor for many who participate in the procedure of change.

The successful participators will treated as a role character in the organization.

Change agent as an Inspiration agent:

A change agent should help others to participate in the chage [Hanakawa, S. I. (1996)]:

A change agent should help everyone to discover the skills they may have in them.

Everyone have imagine the private magnitude. A change agent should help them to get this.

A change agent should give courage to everyone for taking the risks to make a change. That should be their magical power of earning change.

A change agent should help specific to get out from the resistance to change and make sure they are successful.

Everyone's success how much small that may be, should be celebrated.

A change agent should encourage others.

There may be amount of resistance to changes. A change agent should find out the systems in a creative way.

A change agent should recognize the obstacle that need to change the whole system.

A change agent should identify the success and they should share with other worker in the organization to encourage them.

Qualities necessary to turn into a complete change agent:

A good agent should have the correct attitude to the amount of resistance. They should have sufficient knowledge to help make the changes.

The correct procedure to the changes:

It's challenging to make change. Its have to have good ability of keeping own personal perseverance with the changes. The change process is combination with the feeling of bothersome and disappointed. A big change agent should be driven to get out from those types of situation. A big change agent should be faithful on the change and they should have positive patterns with the projects. They have the necessary skills and knowledge to adopt the necessary steps to produce a change successful.

Mainly the level of resistance to the change came from the older management of a business. They have behaved sensitively to have the support from the older management. A change agent need to make agreement with everyone in the business and these kind of deals mostly took place with the staffs who are mature in the business. So a big change agent has to respond tactfully with them because if indeed they do not buy into the changes then the job becomes failed. A big change agent must have also political knowledge. That is important just because a change agent then in a position to know any types of ongoing circumstances within the organization carefully.

Proper consciousness about the change:

In the sense of the business a change agent must be aware with the existing situation of the business and a change agent should have sufficient knowledge in the field of business too. An alteration agent should have also the managerial skills.

Not only this but also a change agent must have knowledge about the economical situation of the business that means from where those cash come and how it is expend. They need to make it sure there must be minimum costs to bring the changes. A change agent also needs to aware with the buyer of the organization or the business and those who are meticulously related with the business externally and the internally too. A good relation with the employee of the business is necessary to make the changes effectively so, an alteration agent should make a good understanding with all the current employee of the business.

The important skills of a change agent:

To handle the situation under the strain an alteration agent should be expert enough. An alteration agent must have the ability to take care of such a disorder successfully.

A change agent should have good sensible skills and they should in a position to understand the causes of such type of situation. An alteration agent should know the distinct goal of the business and they'll work towards those goals and help everyone to reach that goal effectively. They should able to take all the stresses.

They also have to have the ability to relate to the level of resistance of others, research it and make necessary changes if found valid. Communication skills are highly relevant in overcoming resistance.

They should have also the next qualities:

Common sense. Along with the courage to use it.

Credibility and trust - the ability to work at all levels in the company.

Knowledge of change management.

The ability to work with teams of men and women both inside and outside the organisation. This includes the ability to use people across all departments.

The potential to do very unstructured work.

Creativity. The capability to custom design functions to meet up with the goals of the company.

Self confidence balanced by humility.

Facilitation skills

Design skills.

Coaching skills.

A love of advancement and new ways of doing things.

A love of life and a feeling of fun.

A heart of caring.

The capacity to inspire people. To bring out the magic within every person and every team

How to conquer the level of resistance as a big change agent:

To take advantage of resistance, a "whole-system" view is necessary as well as an understanding for the interconnectedness of diverse symptoms and true "root-cause" problems. THE IDEA of Constraints (TOC) and the Thinking Procedures that are part of the TOC body of knowledge provide just such a view and a couple of powerful tools you can use never to only address level of resistance but also utilize it to enhance the perfect solution is beyond the original concept.

The TOC Thinking Techniques are rational "thinking and communication tools" which, while they can be used in standalone situations, alongside one another form a coherent problem-solving and change management process. Their generic purpose is to translate intuition into a format that may be talked about rationally, questioned without criminal offense, and modified to more totally reflect the knowledge of a situation. They are used for the structure of solutions to problems as well concerning facilitate communication, cooperation, and consensus among the ones that must be involved in its image resolution.

Conclusion:

Change is a lot more than merely the "perspective thing. " Implementing change is inter-related to scanning the surroundings, making an estimation of the situation, determining what direction the organization must take, knowing what the culture of the business is, how to leverage that culture to aid in change, and deciding what actions have to be taken up to make the change. Effectively employing change also is immediately related to the control style of the organization's top leaders. Also, as you move through your choice making process, aiming to assess the necessity for change, be sure you ask the questions about opportunity costs. It is important to assess the costs of change as well as the cost of not changing.

A change process is nothing but a disorder when its need to solve it. A change may be need because there may be a problem occurred in the organization. A change agent need to aware of the situation and they should help it out to solve the problem. It is their responsibility to make everything within control in the organization. An effective change agent is he / she who can undertake it. A big change process can be seen as a going out of the present point out and getting into to a fresh condition through some arranged process.

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