Qualities required to be a Competent Change Agent

Qualities required to be a Competent Change Agent Change agents are leaders who cut across the organization and its business units without regard to the traditional hierarchy. Directly or indirectly, they implement new processes, train employees on new procedures, and act as role models to demonstrate new and better ways to work. A Change Agent is the direct liaison between the technical project team members and the end users [Gardner, J. W. (1991)]. The Change Agent understands the new business process being implemented and understands the impact of that process to the business. The role of an change agent is very important in an organization as it is not an easy task to manage a change in an organization. When there is any question arise to change in the organization that means that its need to make a change in a designed and organize fashion. It could be said with the situation of an IT project it has to change the edition of the project and also this edition should be managed properly. A change in the organization or the project could be started within the company or also may be from outside 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 design of this product. [Budd, R. W., Thorp, R. K., Donohew, L. (1997)]. This is the example where there is a change initiate within the company. At this moment the main concern about this product is that how will the company respond to this change. This type of change is managed by the change management within the organization. Im mediate and as well as positive responses to this changes could be possible within the organization. Change agent: A change agent is a person whose presence or thought processes cause a change from the traditional way of handling or thinking about a problem [Jakobson, R. (1990).]. Management consultants are often hired as change agents for corporate organization development retreats. Role of a change agent: There are some roles that could be performed by the change agent. Those roles are as follows: 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 analyzing he or she will begin the following task: There may be some barrier to get the expected result of the organization and that should be found out. The organization should have ability to make the desired change and this should short out by the change agent. The expected future of the organization.   The real situation of the organization in the running time. The opportunities of the changes that are appear in the organization. There are specific target and dreams of the main stakeholders within the organization. To make a change, the change agent should also find those. There are some values of the organization. The problems and the issues which are presented in the organization.   Every organization have some future strategy that how will they operate the organization in next few years. The change agent should also take those in account. There may be some changes which may be occurred by the external environment there is some impact for this change in the organization and as well as the consumers. By applying those change agent could able to determine that which type of changes are necessary with in the organization. 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 necessary actions. The change agent should get himself concerned with [Budd, R. W., Thorp, R. K., Donohew, L. (1997)]: Identifying the key stakeholders of the change. Involving these stakeholders in the diagnostic process. This means helping them to achieve consensus on the changes the organisation needs to make. When done in a participative process, this helps create ownership for change. Helping the stakeholders to set clear goals for their change process. Educating these stakeholders about the changes they want to make and helping them to understand how the changes theyve selected will impact on the rest of the organisation. (systems thinking.) Helping the stakeholders to understand how these changes will benefit the company, their division and themselves. This in turn builds commitment to the change. Helping the stakeholders understand the costs of these changes to the company, their division and to themselves personally. the designer Designing a 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 help the organization to achieve its change objectives. Creating additional activities and interventions to fill any gaps. Reviewing that each intervention supports every other intervention, and that all interventions support the companys values, strategies and plans. Arranging and integrating these interventions into one simple, seamless, step by step process. Deciding on the roles that need to be played to support the process. The project manager ..Many different roles are required for a change process to work. Often a change agent will play the role of a project manager and co-ordinate the activities of the different role players. Typical roles in a change process include [Jakobson, R. (1990).]: A change steering committee. The CEO of the company. The executive team. Regional coordinators (in large scale changes). External consultants. Internal consultants. Middle managers. Departmental or divisional change agents. Communications coordinators. Change web designers. Marketing professionals. Individuals within the company. The educator Those involved in managing the change, and those who will be affected by the change, often are surprised by their feelings when confronted by change. Resistance, frustration and confusion of common emotions associated by change [David, F. R. (1994)]. To teach the people about what types of changes are expected in the organization is one of the main duty of the change agent. Those tasks are as follows: They need to know that how can those types of emotions could be overcame also they have know the others feelings about this changes. The mental situation people will face when they need to walk under the process of changes. A change should know the way 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 should be excitement within the changes. A change agent should help others to grow those feelings with them. So that they should not be scared about the change. A change must face the resistance and a change agent needs to overcome those resistances. Tools for making your change process successful. A change agent should have necessary tactics to make a change process successful. The change agent as a marketer: Sometimes they find it out that this change is only beneficial to the company but not for own self to develop his / her career. They think that this type of change is the additional work for them. The change agent who have enough skill to create the belief among the employee that the change is necessary for the organization and also for themselves [David, F. R. (1994)]. The employee of the organization will get the feelings that change is worthwhile and enjoyable for them. They will take the change as the chance to develop their skills and also the opportunities to learn some new skills. This is the option to the employee to grow their visibility in the organization. They will find the change as the experience of adventure where everyone will find out their personal skills. To do this a change agent has to apply some marketing technique within the organization. Those are as follows: [Gardner, J. W. (1991)]: The change agent should make the proper 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 theatre.   There should be some prizes based on the theme of change. There should be some reward and honor for those who participate in the process 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 find out the skills they have in them. Everyone have the dream of the private magnitude. A change agent should help them to get this. A change agent should give courage to everyone to take the risks to make a change. That should be their magical power of making change. A change agent should help individual to get out from the resistance to change and make them successful. Everyones success how much small that may be, should be celebrated. A change agent should encourage others. There may be 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 he / she should share with other employee in the organization to encourage them. Qualities required to become a complete change agent: A good agent should have the correct attitude to the resistance. They should have sufficient knowledge to make the changes. The correct approach towards the changes: Its not easy to make change. Its need to have good power of keeping own self patience with the changes. The change process is mix with the emotion of annoying and disappointed. A change agent should be determined to get out from those types of situation. A change agent should be faithful towards the change and they should have positive behavior with the projects. They have the necessary skills and knowledge to take the necessary steps to make a change successful. Mainly the resistance to the change came from the senior management of an organization. They have behaved sensitively to get the support from the senior management. A change agent need to make agreement with everyone in the organization and these types of deals mostly happened with the staffs who are senior in the organization. So a change agent has to behave tactfully with them because if they do not agree with the changes then the project becomes failed. A change agent should have also political knowledge. This is important because a change agent then able to know any types of ongoing circumstances within the organization carefully. Proper awareness about the change: In the sense of the business a change agent must be aware with the current situation of the business and a change agent should have sufficient knowledge in the field of business too. A change agent should have also the managerial skills. Not only this but also a change agent should have knowledge about the economic situation of the organization that means from where those funds come and how it is expend. They should make it sure that there should be minimum expenditure to bring the changes. A change agent should also aware with the consumer of the organization or the business and those who are closely related with the organization externally and the internally too. A good relation with the employee of the organization is necessary to make the changes successfully so, a change agent should make a good understanding with all the employee of the organization. The important skills of a change agent: To handle the situation under the stress a change agent should be expert enough. A change agent must be able to take care of such a condition successfully. A change agent should have good practical skills and they should able to understand the causes of such type of situation. A change agent should know the definite goal of the organization and they will work towards those goals and help everyone to reach that goal effectively. They should able to take all the pressures. They also need to be able to relate to the resistance of others, study it and make necessary changes if found valid. Communication skills are highly relevant in overcoming resistance. They should have also the following qualities: Common sense. And the courage to use it. Credibility and trust the ability to work at all levels in the organisation. Knowledge of change management. The ability to work with teams of people both inside and outside the organisation. This includes the ability to work with people across all departments.   The ability to do very unstructured work. Creativity. The ability to custom design processes to meet the goals of the organisation. Self confidence balanced by humility.   Facilitation skills Design skills. Coaching skills.   A love of innovation and new ways of doing things. A sense of humor and a sense of fun. A spirit of caring. The ability to inspire people. To bring out the magic within every individual and every team How to overcome the resistance as a change agent: To take advantage of resistance, a whole-system view is required as well as an appreciation for the interconnectedness of diverse symptoms and true root-cause problems. The Theory of Constraints (TOC) and the Thinking Processes that are part of the TOC body of knowledge provide just such a view and a set of powerful tools that can be used to not only address resistance but also use it to enhance the solution beyond the original concept. The TOC Thinking Processes are logical thinking and communication tools which, while they can be used in standalone situations, together form a coherent problem-solving and change management process. Their generic purpose is to translate intuition into a format that can be discussed rationally, questioned without offense, and modified to more fully reflect the understanding of a situation. They are used for the construction of solutions to problems as well as to facilitate communication, collaboration, and consensus among those that must be involved in its resolution. Conclusion: Change is much more than simply the vision thing. Implementing change is inter-related to scanning the environment, making an estimate of the situation, determining what direction the organization needs to take, knowing what the culture of the organization is, how to leverage that culture to help with change, and deciding what actions need to be taken to make the change. Effectively implementing change also is directly related to the leadership style of the organizations top leaders. Also, as one move through the decision making process, trying to assess the need for change, make 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 condition 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 about the situation and they should help it out to solve the problem. It is their responsibility to make everything in under control in the organization. A successful change agent is he / she who can do it. A change process can be seen as a leaving the present state and entering to a new state through some organized process.

Unit 302

UNIT 302 POLICIES AND PROCEDURES INTRODUCTION I will be showing my knowledge and understanding of why schools have policies and procedures. I will also show a brief summary of 4 different policies. 5. 1 Explain why schools have policies and procedures. Policies and procedures are in schools because it establishes rules and regulations to guide acceptable behaviour and it ensures that the schools environment is a safe place for students, teachers and all staff. Schools policies also create a productive learning environment. The policies should also promote to respect for others and the importance of self discipline.It also shows the intolerance of bulling, harassment and shows the difference between right and wrong. Schools policies are also enforced to demonstrate to all pupils and staff what is acceptable or not in conduct of behaviour and discipline. The procedures are there also to protect all pupils and staff when situations may occur, abuse, threatening behaviour and violence. T his will demonstrate the protocol to follow to ensure that everyone involved is treated fairly and none judgementally and the right outcome is achieved.All policies and procedures are in situ to ensure that everyone involved or who attends the school know and understand the expectations. That everyone is dealing with situations in the right manner to ensure the protection of all staff and pupils. Policies and procedures are clear and concise that they are also a legal requirement within the school environment. There are many policies in a school environment which could be child protection, Health and Safety, confidentiality Anti-bulling and Harassment. These policies are in place to make sure that all members of staff and pupils feel safe and secure in the school environment.The policies are all on the Kettering Science Academy schools website for all staff and parents to have available at their own convenience to read. Also the school staff handbook is on the schools website, or th e book is in the school’s main office. The schools website is updated on a regular basis. The schools policies and procedures are reviewed and updated too within the legal requirements. This enables the parents to view and understand the construction of the schools expectations at all times. 5. 3 Evaluate how schools policies are developed and communicated both with and outside the schoolThe schools policies are developed in conjunction with the governors depending on the policy, sometimes using the senior management and teaching staff input. All policies are revised and updated on a regular basis. The Head teacher is responsible for â€Å"the internal organisation, management and control of the school. Also for advising on implementing the governing bodies strategic framework. In particular head teachers need to formulate aims and objectives, policies and targets for the governing body to consider†.Policies regarding the school’s curriculum may be written by th e subject coordinator then agreed at the staff meeting. All staff may contribute to the behaviour policy in the school. When all policies have been drawn up and agreed on by the governing body they will be put on to the schools website for all staff and outside bodies to read. These policies are also on the schools prospectus to give future parents of pupils the aims and values that the school can offer to their child for the learning and development within the school.As the policies are updated regularly and are also available on the website all the time this is the best format to communicate to parents and anyone else to view. CONCLUSION Policies and procedures are very important because they help a school establish rules, to create standards of high quality for learning. It also reflects the safety of all staff, pupils as well as expectations of all that attend and work within the school. They enhance the structure and function of a school which is necessary to provide the educat ional needs of the students.These also ensure that all staff to know the protocol to follow for whatever incident that they may come across. Ultimately policies and procedures are necessary for the success and safety of all in the school environment. They are also there to maintain the high quality of pupils receiving the most productive education they would encounter. Also it guides the management of the structure of a school to be maintained and to be at the highest quality to help a strong leadership in the school. Reference Burnham, Louise, (2010) Support Teaching and Learning in Schools, Heinemann.

Kidney Transplant

In life a person may do something that he never expected he will do, or that he may ever imagine he will have the courage to do.   However, life as the poem â€Å"You mustn’t Quit! aptly said,     is full of many â€Å"twists and turns,’’ and   a person may   find himself in a place where he   had to make a decision at the risks of his own life   in order to save others ( Anonymous 2001).This may sound heroic but I never thought it that way, all I knew was that it was my dutyWhen I was 2 years old, my father was diagnosed with glomerulonephritis, which is a type of kidney disease.   Due to the fact that we lived in Scranton Pasadena and they did not have dialysis machines to treat my father, we moved to Bronx, New York.   The year was 1968.   My mother, father, brother and I packed up and flew the coop to the Bronx.   There we were informed that my father’s condition was grave and he was not expected to live very long which was quit e tragic considering that he was only in his mid 20’s. As days progressed, the     glomerulonephritis caused his blood pressure to soar so high resulting in the detachment of retina in both eyes, leaving him blind. Just imagine how hard it must have been for my mother who was still young and was forced to face with being in a new city, with a very sick, blind husband and two small children.My father had a brother, who was a priest, and a twin sister.   Both were tested for a kidney transplant for my father, and both were great matches.   For some reason, they both declined to donate to him.   Which, was quite cruel, considering they had been tested and type matched.   I remember him calling them, begging for a kidney, but they both refused.   My uncle the priest claimed it was too risky for him.   My aunt, my father’s twin, said she wanted to have more children, and felt the risk was too high for her. We were angry and at the same time disappointed over their decision.My father was on dialysis 4 to 5 days a week for 6 to 8 hours at a time at the VA (Veterans Administration) Hospital in Bronx.   He was a big man. At 6’4† he was about 240 pounds before his illness but then he was becoming thinner and thinner.   Yet he remained optimistic and happy.   He learned to make his way around the Bronx.   That is no small feat for the seeing person, let alone a blind man.My brother and I, on the other hand, were in school while my mother spent most days taking care of my father.   We were lucky enough to find an apartment right next door to the hospital.   Our relatives from Scranton visited often.   My father got progressively worse.   In 1974, the Moses Taylor Hospital in Scranton opened their own dialysis unit.   My father was thrilled!   We packed up and moved back to Scranton.   It was quite and adjustment, but worth it to be close to family!Thankfully, my father was a veteran.   He was in the Army N ational Guard before his illness.   The VA paid for all his treatments and care.   Being blind, they knew he could not drive himself to the hospital, so they paid a taxi company to take him anywhere he wanted to go even driving him to Old Forge to visit my grandparents. He was always assigned the same cab driver. One Saturday in 1977, the taxi cab my father was in was hit and it crashed into a telephone pole.   Everyone survived, except my frail father who was hurt badly.He broke nearly every bone in his body.   We did not think he would make it through the night.   Thanks to the grace of God, he did live.   However, he never fully recovered.   As a matter of fact, he spent the next three years in the Moses Taylor hospital long term care unit.     Ã‚  The VA hired full time, around the clock nurses to take care of him.   They became like family.   They cared for my father from 1977 to May 20, 1980, when my father’s poor body finally gave in and he died.I t was around that time that my brother Andrew started to lose weight.   He went to the doctor and went through a series of tests.   We worried, but were not out of control with fear.   Then the horrible news came, Andrew also had glomerulonephritis.   My poor mother was heartbroken!   I was petrified and my brother was numb when he learned he had the same disease that took my fathers life.   No immediate action was needed.   Andrew was told to live normally until his condition became worse. Imagine being told that! However, I made it through my junior year of high school without any real trauma.  Then in the beginning of my senior year, Andrew’s condition worsened.   He now needed dialysis.   It was the worst thing that could have happened to our family.   Andrew was on dialysis only 2 days a week for only 2 to 4 hours.   Still a draining experience, Andrew suffered.   When I turned 18, I called my brother’s doctor and asked about donating a k idney to my brother.   I was told it was a long process, but it indeed could be done if we were a match.   I approached Andrew with my idea and he was scared but thrilled.We made a â€Å"secret† appointment for a blood test.   We were a perfect match as far as blood type was concerned.   When we told my mother, she was not sure whether to be happy or scared!   She had one sick kid and one healthy kid and now they were both about to be operated on!   It took about 4 months for the testing to be completed at Geisinger Hospital in Danville PA.   We were a perfect match!   I was thrilled!   Andrew was thrilled!   My mother was petrified!   The operation was to take place on July 17, 1984.   They said the greater risk was for the donor-me!   I was 18!   I was healthy and full of life!   I was a bold and brazen kid!   I was full steam ahead!   The transplant went off without a hitch.I was out of the hospital after a week.   I had 32 staples in my stomach and I felt great!   By the end of the second day, Andrew looked great!   His color had returned!   He was energetic!   His was urinating like a champ!   He was required to stay in the hospital for 3 weeks, until they regulated his anti-rejection medication.   That was 23 years ago.   Andrew is still on anti-rejection medication, but leads a full life.   He is 45 years old.   Andrew is married and has two wonderful little boys.   He has a brand new house in Yatesville and his own mortgage business.It was the greatest thing I could ever imagine doing in my life.   My father was on dialysis for 17 years.   It not only kept him alive, but it also sucked the life out of him.   Andrew was on dialysis for only 7 months.   My mother is still a nervous wreck, but we are all doing fine.   We are quite the family.   Imagine seeing both of your children being wheeled away for an operation at the same time!   I am surprised she survived.   Just for th e record, my aunt and my uncle the priest not only cried when my father died, but they also came to visit me and Andrew in the hospital after the transplant.   I harbor ill feelings toward them.   I suspect I always will.Work CitedAnonymous. 2001. Poem,   â€Å"You Mustn’t Quit! Quoteland. Retrieved). Retrieved October 2, 2007 .

Brand Extension Marketing Plan - 4134 Words

Running head: Brand Extension Marketing Plan 1.0 Executive Summary The Recipe Modifier is Lakelands most recent innovation that has great potential to generate revenue for Lakeland, â€Å"the home of creative kitchenware.† Lakeland products have developed strong demand and this will be the driving force behind this particular product. Lakeland was initially a kitchenware provider but has extended its brand to offer a wide range of products that fulfill consumers entertaining, storage, cleaning and gifting needs. The Recipe Modifier appeals to virtually any individual that cooks at home using recipes. This product eliminates one of the major challenges of cooking with a recipe. It removes all the guessing out of cooking where†¦show more content†¦In addition, there is very little competition in this market, thus it leaves room for Lakeland to command the market share with the introduction of this new product. 2.1.1 Market Demographics The average Recipe Modifier consumer is comprised of the following demographic geographic and behavioral factors: Demographics †¢ Individuals who cook at home †¢ The â€Å"traditional household† families, single parents, and singles. †¢ Individuals with strict diets. †¢ The educational background needed for this product is not extensive. †¢ Low to high household income. †¢ Consumer market that is interested in making amendments to recipes to feed their target amount. Geographics †¢ Countries where at least 90% of the homes have kitchens worldwide. Behavioral Factors (Psychographics and Lifestyle considerations) †¢ Cooks using recipes †¢ Internet savvy to be able to use the internet version and features of the product †¢ The target consumers like trying new and/or a variety of cuisine and recipes †¢ Individuals who are frustrated with making recipe adjustments that result in the food not tasting the way it should. 2.1.2 Market Needs Lakeland’s Recipe Modifier will provide its consumers with an intuitive product that will take all the guessing outShow MoreRelatedBrand Extension Marketing Plan3442 Words   |  14 Pages 1 Brand Extension Market Plan – Unit 6 Hershey’s Sugar – Free Strawberry Syrup with Calcium Kaplan University GB530: Marketing Management Professor: Dr. Michael Mulnix Read MoreBrand Extension Marketing Plan4774 Words   |  20 PagesKAPLAN UNIVERSITY ------------------------------------------------- BRAND EXTENSION MARKETING PLAN Jennifer L. 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