Change management simulation Essay

As the rapid development of modern economy and the increasingly fierce market competition, the ask of how to postulate organization convince is increasing. E exceptionally for leaders in both large and small companies, the competency of dealing with tack is so significant. In many case, the main reason for caller bankruptcy is that leaders fail to cope with organization environment change properly. The demise of many fortune 500 companies in the 1980s and 1990s suggests that the leaders of these companies were in potent in responding to changes in the business environment they were unable to belabor rigidities in their firms until it was too late. (Beer, M. & N. Nohria. 2000) In order to improve my learning close to managing organization change, I did change management simulation four days ago. Then I am going to talk some the detail of my stimulation. In this simulation, I was the CEO of Spectrum Sunglass Company. For this company, the future is lustrous due to the growing sunglass market. However, from many schoolmaster articles I read, I learned that sustainable development is significant for business, our company should offer some modernistic sunglass products to customers who concern about Spectrums environmental impact. Moreover, new products can also differentiate our products from competitors and provide us to a greater extent sales opportunities. But unfortunately, some of my colleagues doesnt agree with my points, the CFO of my company pretends green rude(a) materials may be so expensive that will influence the profit margins of Spectrum. Then mymission is to rock Spectrums managers to adopt my proposal. PROCESS RECORDINGWeek 0 Week 2Firstly, I conducted reclusive interviews, I interview Michelle Barth, the executive assistant Nancy Kerr, the director of product innovation and Yao Li, the director of process innovation. For my assistant, I look I should discuss with her first if I concord a proposal. And the new(prenominal) two raf t are in innovation department, its easier for them to accept my opinion than others. After that, I told a victor story to the third same mint to convince them deeply and hope them help me persuade other colleagues. Successful diversity need strong commitment from top management. (Beer, M., R. A. Eisenstat, & B. Spector, 1990) Week 3 to Week 5In the third week, I issued an email notice to the whole company to tell them my opinion and obtain initial feedback from them. I think its important to let them understand my opinion and persuade them to victuals my opinion. Then I hold town hall meetings to talk about my opinion face to face, to complete my colleagues opinion, after that week, walk the talk was followed. Week 7 Week 9In the seventh week, I got the consultants support, at this prison term, the people who was interested in my opinion was greatly increased. From the seventeenth week to the ninety week, I provide both external skill-building and internal skill-building t o some people in our organization, the purpose is to let them know well about the skill that my proposal needs and nettle them believe the advantage of my proposal, after these two levers I used, some people began to adopt my proposal. I think these two levers are effective. Week 13In the thirtieth week, I announced goals and deadlines of Spectrum. I told my company my determination to change, to produce new products. After that, five people began to try my opinion. Week 23 ecstasy weeks later, I revised reward system, I hope I can use a special way to let them know the significance of changing. After that, I repeated to use the former effective levers to persuade my colleagues. Week 64 Week 65In the sixty four week, I affix progress reports of my company, to show the development of the new product, two more people adopted my proposal. At this time, I have already obtaind most peoples adoption, in order to convince more people, I decided to continue my work. I also conducted pil ot project the following week, I want to square off the marketing condition of the new sunglass product, to find its drawbacks and relative developing ways. Week 74 Week 75In the seventy four week, I secludedly confront resister Louise Orysh to ask his opinion about new products and why she doesnt adopt it, to know the weakness of the new product and how to reform. Then I restructured organization the following week. Week 91 Week 93During the ninety one to ninety three weeks, I provided internal skill-building and external building again, and then, my first step achieved all the managers adoption.CHANGING MANAGEMENT ASSESSMENT nowadays I will assess my work. As a change agent, I have 20 adopters of sustainability initiative in the management team at Spectrum, I persuaded all the managers adopt my proposal successfully. I have succeed in bringing about a significant organization change and creating a bright future for both Spectrum and the environment. So, I think I am an effect ive change agent. But I also have some deficiencies on my changing management practices. Although I attained 20 adaptors, I spend 93 weeks to get this result, its really a long time. The change efficiency symmetry is only 0.22. I have to say my work is effective only if not efficient, I good-tempered need to shorten working time to improve change efficiency. The flexibility and speed is also important in changing management. (Kanter, R. M., B. Stein & T. D. Jick. 1992.) From managing organizational change, I learned that the need for knowledge about how to manage organization change efficiently and effectively is continually rising. If there was a cipher that could unlock our intelligence how change might best be changed, it hadnt yet be broken. (Beer, M. & N. Nohria. 2000) But break the code may be not the best way tomanage change. The core of organization change is that change what is invalid and remain what is effective.A successful organization know how to overcome the anti body of refusing innovation, seize appropriate opportunities and forefend risks. Furthermore, the central challenge is not strategy, not systems, not culture. These elements and many others can be very important, but the core problem without question is behavior. (Kotter, J. & D. Cohen. 2002.) So changing behavior is the core of changing organization management. revitalization is one kind of organization change, it involves enhancing the abilities of and contributions made by, managers, workers, and the organization sa a whole to cope with an increasingly matched environment. (Beer, M. 1990) In summary, I still have some deficiency during this change management simulation. For next time I am going to lead change, when I catch up with a changing opinion, I will notice all the company managers about it, to seek for their advisements.The core of organization changing is mankinds behavior, if they agree with my initiative, its easy to change their behaviors. I think I should give e ither manager an equal chance to learn about my proposal and state their own opinion, this way is more acceptable for the managers. So I will hold town meeting first. Moreover, I would like to charge some measures to persuade managers adopt my proposal, such as clarify organizational values and conduct private interviews. Finally, I will provide internal skill-building and external skill-building to the rest managers who still doesnt agree with me, and I can also privately confront resisters to ask the reason he disagree with me. I think through improving what I listed above, I will enhance the efficiency of changing management and achieve most adaptors in shortest time.ReferenceBeer, M. 1990. The Critical Path to Corporate Renewal. Boston Harvard business School Press. Beer, M., R. A. Eisenstat, and B. Spector. 1990. wherefore change programs dont produce change. Harvard Business Review (NovemberDecember) 2-11. Beer, M., and N. Nohria. 2000. Breaking the Code of Change. Boston H arvard Business School Press. Kotter, J., and D. Cohen. 2002. The Heart of Change. Boston Harvard Business School Press. Kanter, R. M., B. Stein, and T. D. Jick. 1992. The Challenge of Organizational Change How Companies Experience It and leading Guide It. New York Free Press.