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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they are being heard, even i wedo not agree with their perspective, there might be some employees whoare silent and withdrawn, we can o ten draw them out by reassuring themthat emotional reactions are common and that it is sa e to e press them, Iemotions are not e pressed directly,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
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-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
$nancial results, worrying customer satis action surveys, or suchlike8 3hese show that things have to change in a way that everyone canunderstand.
3he practical steps o un ree&e2 stage here are 8/* Determine what needs to change
8/16/2019 If You Were Nilam Abh1
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+hat we want to change here is the set o regulations and proceduresgoverning the work within the company as to help the e7ciency andefectiveness o marketing decision'making within the company as tohelp recapture our position within the marketing and advertisingmarket.
- 0hat will happen #%A- 1urve% the organi.ation to understand the current state!
Nilam Abhy must has a deep understanding o environment o thecompany and its position in the advertising and marketing marketthreats and opportunities , internal con$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