3
self-interest concerns with how changes will afect thier own interests , instead o considering the efects or the success o the bussiness Dierent assessments of the situation disagreement on the reasons pr the change and on the advantages and disadvantages o the change process Low torelance of change certain people are very keen on security and stability in thier work Misundersta nding communication proplems , inadequate inormations 1. I you were Nilam Abhy, how wo uld you actually manage th e negativ e attitudes o conusion, aniety and ear that the employees were acing! I I"m Nilam Abhy, It is important to consider that epectations should be met, and relationships must remain proessional, we"re as change agents have a strong impact on the morale o our employees. #onsider the ollowing when we are conronted with emotional reactions in your employees. A- Identicat ion and explaining our change ( reason , mechanism , vision and eects! It should be clari$ed that there are many changes that have occurred in the $eld o marketing and advertising, the company has to cope with and adapt to all these changes to survive and continue to live, meant that A%# had to constantly restructure Its organi&ation %' As" them a#out their concerns, feelings and opinions! ( alidate legitimate concerns and negative efects o change that employees epress. )ur employees need to know that they are being heard, even i we do not agree with their perspective, there might be some employees who are silent and withdrawn, we can oten draw them out by reassuring them that emotional reactions are common and that it is sae to epress them, I emotions are not epressed directly, they sometimes come out in less constructive ways in the workplace. $- $ommunicate them o penl% , honestl% , and often!- )ur employees should know that their organi&ation must adapt to survive* they must be inormed, in an open and honest manner, about any changes that are taking place. +hen employees know they will be consistently inormed, they will be less anious and thereore more productive. ' Increase visi#ilit% and involvement !-

If You Were Nilam Abh1

Embed Size (px)

Citation preview

8/16/2019 If You Were Nilam Abh1

http://slidepdf.com/reader/full/if-you-were-nilam-abh1 1/3

self-interestconcerns with howchanges will afectthier own interests

, instead oconsidering theefects or thesuccess o the

bussiness

Di erentassessments

of thesituation

disagreement on

the reasons prthe change and onthe advantages

anddisadvantages o

the changeprocess

Lowtorelance ofchange

certain people arevery keen onsecurity and

stability in thierwork

Misunderstanding

communicationproplems ,inadequatein ormations

1. I you were Nilam Abhy, how would you actually manage the negative attitudeso con usion, an iety and ear that the employees were acing!

I I"m Nilam Abhy, It is important to consider that e pectations should be met,and relationships must remain pro essional, we"re as change agents have a

strong impact on the morale o our employees. #onsider the ollowing when weare con ronted with emotional reactions in your employees.

A- Identi cation and explaining our change ( reason , mechanism ,vision and e ects !It should be clari$ed that there are many changes that have occurred in the$eld o marketing and advertising, the company has to cope with and adaptto all these changes to survive and continue to live, meant that A%# had toconstantly restructure Its organi&ation

%' As" them a#out their concerns, feelings and opinions!(alidate legitimate concerns and negative efects o change that employeese press. )ur employees need to know that they are being heard, even i wedo not agree with their perspective, there might be some employees whoare silent and withdrawn, we can o ten draw them out by reassuring themthat emotional reactions are common and that it is sa e to e press them, Iemotions are not e pressed directly, they sometimes come out in lessconstructive ways in the workplace.

$- $ommunicate them openl%, honestl%, and often!-)ur employees should know that their organi&ation must adapt to survive*they must be in ormed, in an open and honest manner, about any changes

that are taking place. +hen employees know they will be consistentlyin ormed, they will be less an ious and there ore more productive.

' Increase visi#ilit% and involvement !-

8/16/2019 If You Were Nilam Abh1

http://slidepdf.com/reader/full/if-you-were-nilam-abh1 2/3

-or the manager it will be important to be visible and accessible, ear o theunknown can be alleviated through a present and transparent managementstyle.

&- 'uild collegial relationships!- emonstrate personal knowledge o the individual s roles andresponsibilities. /ngage them on a personal level. /mployees who eelothers are sincerely interested in them and their wellbeing e press higherlevels o 0ob satis action.

- &xpress appreciation!-+e should thank our employees to let them know they are working hard andwe appreciate their eforts. Acknowledgment can go a long way to reducestress and increase 0ob satis action.

)* &xplain how the +urt-Lewin (three-step model of managing changewas applied in this case

I we have a large cube o ice, but reali&e that what we want is a cone o ice,what do we do! -irst we must melt the ice to make it amenable to change

un ree&e2 ,3hen you must mold the iced water into the shape you wantchange2. -inally, you must solidi y the new shape re ree&e2.

4any changes were taking place in the real estate sector that greatlyafected A%# . #onstant change within the marketing and advertisingsector meant that A%# had to constantly change in the company.

' ( nfree.e 3his means that we should melt the ice through thawingregulations and procedures governing the work, 0ob responsibilities,managerial roles o the company in all sections and departments, alsopreparing the A%#"s employees to accept that change, this is re5ected inselection o ten o the staf to work as change agents in the $rst session.

3he 6ey o this stage un ree&e2 is developing a compelling message

showing why the e isting way o doing things A%# cannot continue' thisre5ected when even though or years the company had adopted asuccess ul in'house training course to help managers cope with changebut it was not enough o e7ciency and efectiveness needed to reduceresistance to change and, the company needed a more convenienttraining program or employeesthis is easiest to rame when you can point to declining sales $gures, poor

$nancial results, worrying customer satis action surveys, or suchlike8 3hese show that things have to change in a way that everyone canunderstand.

3he practical steps o un ree&e2 stage here are 8/* Determine what needs to change

8/16/2019 If You Were Nilam Abh1

http://slidepdf.com/reader/full/if-you-were-nilam-abh1 3/3

+hat we want to change here is the set o regulations and proceduresgoverning the work within the company as to help the e7ciency andefectiveness o marketing decision'making within the company as tohelp recapture our position within the marketing and advertisingmarket.

- 0hat will happen #%A- 1urve% the organi.ation to understand the current state!

Nilam Abhy must has a deep understanding o environment o thecompany and its position in the advertising and marketing marketthreats and opportunities , internal con$guration o the company .

'- nderstand wh% change has to ta"e place!ue to declining o company"s competitiveness and capabilities in the

$eld o advertising and marketing using our key that our e isting wayo doing things in A%# cannot continue, this occurred through themessage delivered in the $rst sessions to employees.

)* &nsure there is strong support from upper management!4s. Nilam abhy had to make sure that there is a high support rommanagement 9ince she has been selected to work as a changemanager or A%# .

2* $reate the need for change!' %y creating a compelling message to A%#"s employees as to why change has

to occur in our company to create a sense o urgency, to e plain and repeatcompany"s need to initiate change.

' 3hat means that we have to use and communicate our vision or what A%#will be a ter change that we are seeking to restore our pioneer position omultinational companies in the marketing and advertising world.

' /mphasi&e the :why:, why we need to change , we have to e plain thecurrent situation and why we can"t continue by the current ways