Paper Writing Service - HelpWriting.net 👈 ✅ Quality You get an original and high-quality paper based on extensive research. The completed work will be correctly formatted, referenced and tailored to your level of study. ✅ Confidentiality We value your privacy. We do not disclose your personal information to any third party without your consent. Your payment data is also safely handled as you process the payment through a secured and verified payment processor. ✅ Originality Every single order we deliver is written from scratch according to your instructions. We have zero tolerance for plagiarism, so all completed papers are unique and checked for plagiarism using a leading plagiarism detector. ✅ On-time delivery We strive to deliver quality custom written papers before the deadline. That's why you don't have to worry about missing the deadline for submitting your assignment. ✅ Free revisions You can ask to revise your paper as many times as you need until you're completely satisfied with the result. Provide notes about what needs to be changed, and we'll change it right away. ✅ 24/7 Support From answering simple questions to solving any possible issues, we're always here to help you in chat and on the phone. We've got you covered at any time, day or night. Managing Organizational Change Essay Daniel LeBlanc Managing Organizational Change BUS600 Management Communication with Tech Tools Professor Emmanuel Lewis November 16, 2009 Organizational change is any action or set of actions resulting in a shift in direction or process that affects the way an organization works. Change can be deliberate and planned by leaders within the organization (i.e., migrating from legacy technology to new improved Internet Protocol infrastructure), or change can originate outside the organization (i.e., new government regulatory process) and be beyond its control. Change may affect the strategies an organization uses to carry out its mission, the processes for implementing those strategies, the tasks and functions performed by the...show more content...In addition, these leaders frequently control resources and rewards within the organization. These core believers need to involve a larger group of initial participators who don t necessarily have the same level of commitment to change as do the core believers, but they participate in the initiative out of loyalty to the organization. The change process takes hold and its successes are publicized, support will spread to others who typically wait and see whether they should commit to the initiative. Last to commit to the efforts are the hard core resisters, some of whom will never support the change process because of personal agendas. A clear and concise motivating vision is needed to inspire a large number of employees to change. People need to know why change is desirable, why they should make the effort to support it, and what it will achieve. The change can be very painful to some employees who

1. Managing Organizational Change Essay
Daniel LeBlanc Managing Organizational Change BUS600 Management Communication with Tech
Tools Professor Emmanuel Lewis November 16, 2009 Organizational change is any action or set of
actions resulting in a shift in direction or process that affects the way an organization works. Change
can be deliberate and planned by leaders within the organization (i.e., migrating from legacy
technology to new improved Internet Protocol infrastructure), or change can originate outside the
organization (i.e., new government regulatory process) and be beyond its control. Change may
affect the strategies an organization uses to carry out its mission, the processes for implementing
those strategies, the tasks and functions performed by the...show more content...
In addition, these leaders frequently control resources and rewards within the organization. These
core believers need to involve a larger group of "initial participators" who don't necessarily have the
same level of commitment to change as do the core believers, but they participate in the initiative
out of loyalty to the organization. The change process takes hold and its successes are publicized,
support will spread to others who typically wait and see whether they should commit to the initiative.
Last to commit to the efforts are the "hard–core resisters," some of whom will never support the
change process because of personal agendas. A clear and concise motivating vision is needed to
"inspire" a large number of employees to change. People need to know why change is desirable,
why they should make the effort to support it, and what it will achieve. The change can be very
painful to some employees whose jobs may require new skills, transfers or even elimination. The
motivating vision should be sufficiently concrete so that people can understand what it means and
why the change is necessary, but not so rigid that it has no room to evolve. A motivating vision is
one that enables people to imagine new possibilities for the organization as a whole and for
themselves as members of the organization. That motivating vision is an advanced leading edge
technology
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