Unit 10: Responses to change to the business environment

Unit 10: Responses to change to the business environment

Student name: Ionatan Botomei

 

 

Introduction

In the continuously changing business environment, organizations are needed to change as per their requirements. The following assessment will discuss different aspects of change in the organization.

1. Understand change in business

1.1 Explain why it is important for a business to change

In a business organization, growth and development are a constant part of that change is necessary. As I am working in the Premier Academy of Learning and involved in marketing officer activities, I realize that change becomes necessary to grab various opportunities in the market.  Further, launching any new service and activity in the market to deal with the change of customers’ demand requirement of change can be explained. The importance of changes are described below;

• For the purpose of grabbing the advantage of the technological changes and implementation in organizations for better development and growth, change is essential.
• For that purpose, meet the internal and external requirements for change and ensure the process of success continues by handling external threats (Bag, and Anand, 2016).
• The main advantage and importance of change are to gain a competitive advantage in the market by facilitating the latest technology or service in the organization with effective change management.
• The other needs of change are to keep the organization up-to-date by implementing the change of laws and regulations in company policy and following the latest political rules to keep free organizations form political and legal hazards.

1.2 Analysis of the positive and negative effects of change on a selected business

Change is necessary on time to time basis. However, change in the business environment may have positive effects as well as negative effects. For that, in some case, management needs to handle the situation very seriously to make the change effective; the positive and negative effect of change are as follows;

Positive effect

• As a marketing office in Premier Academy of Learning, I realize that change provides the opportunity to understand the competitors better that helps to improve their level of service and products, which increases their sales.
• Premier Academy of Learning is able to use technology as an effective way to improve its employee’s skills and knowledge that will ensure their goodwill in the market and affect profits.
• Change helps for innovation that opens up new areas of working like providing online service that will increase their sales and maintain growth.

Negative effect

• In some case, change may increase resistance among employees because of unknown skills
• In some cases, the change may become costly, and that may affect the productivity of the company.
• As a marketing officer at the Premier Academy of Learning, I understand that some wrong decisions regarding change can increase conflict in an organization.

1.3 Compare the risk of slow against rapid change within a business

In every business organization, there are two types of business changes that are rapid and slow change. According to organizational needs and preference management decide the speed of change in the organization, the risk of both types of changes are discussed below;

• The slow change in the organization provides slow results for that employees not see results fast and gradually lose interest and move to the new change. On the other hand, in some time, organizations need some fast movement in a company that time slows change, not practical, and cost effective. However, rapid change is not easily understandable by employees and inherits huge risks because of a lack of knowledge and skills (Bryan, 2018).
• As a working marketing office in Premier Academy of Learning, the slow change process provides very slow results, and it may not always be possible to state the whole thing again because it is very expensive for the company. However, the fast change also becomes very expensive from time to time in case of high technical skills and knowledge involvement.
• In a business environment of slow change, employees may get time to adjust to change and to train. Henceforth in rapid change, employees do not get that time to prepare.

1.4 Compare the benefits of slow against rapid change within a business

As discussed above, every organization needs change in business, and they also need to manage the risk factors of change within the business. However, there are many benefits of slow and rapid change as follows;

• As a marketing officer in Premier Academy of Learning, slow change in an organization is useful for the long term business purpose. It is helpful to get the business mission, vision, and set and proper business structure and foundation in business. It is easy to understand and make employees in the organization patient and active. It is easy to observe by employees in the organization, and also it makes loyal employees. The further slow change in the organization provides to be creative and build a strong internal relationship (Bryan, 2018).
• On the other hand, rapid change in an organization is useful for making quick decisions and enjoying a competitive advantage in the market. It provides the sport result by overcoming many difficulties. Fast changes are required to meet organizational objectives and goals. Fast growth in business motivates workers to work hard as they get fast results and be more innovative in the field. For that, in some cases, fast change becomes more effective than slow change.

2. Understand how change can affect people within a business

2.1 Explain why people respond positively to change in a business

As I work in the Premier Academy of Learning in a marketing officer position, I realize that people in the organization respond positively to change because it provides that many opportunities to develop in personal as well as in organizational point-of-views. In addition, in organizations, people respond positively because it helps them to open up from the boring and monotonous working environment and experience some new and exciting skills and technologies. These new skills and technologies help them for their future career growth and organizational success. With the change, the company can avail of the feedback of customers and examine the recent trends in the market for their development in service and product. Basically, change brings new hope, excitement, and opportunities in the workplace that employees enjoy. It also helps to have a positive internal relationship and innovative culture. It ensures quality product supply and increases profit margin, which motivates employees to accept change and ensure the process of success in organizations. The change in the organization implements new laws and rules that update policy in the organization, which reduces the risk of organization failure and any political dilemma.

2.2 Explain why people respond negatively to change in a business

In an organization, as employees respond positively to change, there are many employees who respond negatively to change. Change is required for the organization, but to establish successful change, management needs to take careful handling of the negative reaction of change. In organizations, people respond negatively to change because of the fear of not knowing (Juma, 2016). Many times employees have no idea what is going to come in the future, so that they resist the change. In addition, in their current time, they are so comfortable with the work environment that employees do not want to change their current situation in the organization. Working in Premier Academy of Learning as a marketing office, I understand that a lack of technical knowledge and skills for the required change develop a negative mentality in the working environment. Change lowers their confidence, and in some time, the employees fear losing their jobs. In the work environment, new changes create new challenges, and sometimes employees are not ready to face those charges, which reduces their performance level. The negative effect of change because of demonization, the challenges of new technologies low down their productivity, and training may be time-consuming, which makes them impatient.

3. Be able to support others through change in a business

3.1 Identify support mechanism for self and others during the process of change

The process of change needs to be well planned and structured to make the process easy and well defined for others and self as well. As working in the Premier Academy of Learning in the marketing office position, I understand that the process needs to be made in such a way that it helps others to capture easily to implement in daily activities. The support mechanism of the process of change helps to guide the employees to manage, learn, and implement change in professional and organizational development (Altamony et al., 2016). The support mechanism provides management ideas about the organizational structure, flexibility, the communication mechanism, support of leadership, need for motivation, need for training, and monitoring throughout the change process. In the case of the organizational structure needs to be flexible and motivating that provide proper opportunity to communicate effectively with each other to clear goals and required changes.  The leaders of the organization need to be progressive and chose a democratic or coaching style to seek their opening and develop their skills. In addition, with the proper planning, not only implementation monitoring the process is necessary to ensure the growth is important.

3.2 Create a plan to support somebody through a specified change

As working in Premier Academy of Learning as a marketing officer, I realize that online coaching service demand is high in the market as per trend and making plans for the same is a required change in organization for employees. Identification of change at the time of data collection and resource allocation is necessary. The plan needs to be organized and well structured. The plan will be as follows;

• Needs to discuss the plan of change with the employees and its benefits to make it clear and understandable. In addition, it also makes the change attractive and easy to cope up with the change in the organization.
• Further, make a list of the required equipment to make a budget for change like; training programs cost for employees to provide in change, cost of technological programs to provide technical knowledge to handle online skills, and others. Also, make a benchmark for profit to compare.
• After discussion and making a plan, it is time to implement the change in the organization and monitor the performance of employees and effect on the sales and profit margin. In addition, compare the actual profit with the benchmark to analyze the success rate of change in the company.

3.3 Explain how they would evaluate the effectiveness of their plan

Creating the plan for change needs proper analysis and identification in the organization to determine the process of change and areas of change. For that, it needs time to listen and watch the trend in the market and analyze the customer’s needs to implement change. For the purpose of evaluating effectiveness in a change plan, it is required to link up the objective of training with the organizational goals. In addition, feedback is necessary to collect feedback from employees by way of e-form or by face to face and keep records for future development. I was a working marketing officer in Premier Academy of Learning, realizes that getting input from leaders helps to fill up the gaps in the management that may create difficulties in progress. Further, identifying the resistance to change is necessary, and to handle the negative reaction with positive elements by motivation and a proper training program to determine career growth is important. Proper monitoring activities are also necessary to ensure progress. This will help to provide quality service that increases sales and profit margin, which influences the need for change.

Conclusion

From the above discussion, it is clear that change is an important aspect of the organization, and it needs proper planning and discussion before implementation.

 

 

 

Reference

Bag, S., and Anand, N., 2016. The importance of innovation leadership in cultivating sustainable supply chain management and enhancing organizational performance. International Journal of Process Management and Benchmarking, 6(4), pp.469-490.

Bryan, J., 2018. Successfully managing change in the workplace. Corporate Real Estate Journal, 8(1), pp.53-64.

Juma, C., 2016. Innovation and its enemies: Why people resist new technologies. Oxford University Press.

Altamont, H., Al-Salti, Z., Gharaibeh, A., and Elyas, T., 2016. The relationship between change management strategy and successful enterprise resource planning (ERP) implementations: A theoretical perspective. International Journal of Business Management and Economic Research, 7(4), pp.690-703.

 

 

 

 

 

 

 

Student name: Ionatan Botomei

 

 

Introduction

In the continuously changing business environment, organizations are needed to change as per their requirements. The following assessment will discuss different aspects of change in the organization.

1. Understand change in business

1.1 Explain why it is important for a business to change

In a business organization, growth and development are a constant part of that change is necessary. As I am working in the Premier Academy of Learning and involved in marketing officer activities, I realize that change becomes necessary to grab various opportunities in the market.  Further, launching any new service and activity in the market to deal with the change of customers’ demand requirement of change can be explained. The importance of changes are described below;

• For the purpose of grabbing the advantage of the technological changes and implementation in organizations for better development and growth, change is essential.
• For that purpose, meet the internal and external requirements for change and ensure the process of success continues by handling external threats (Bag, and Anand, 2016).
• The main advantage and importance of change are to gain a competitive advantage in the market by facilitating the latest technology or service in the organization with effective change management.
• The other needs of change are to keep the organization up-to-date by implementing the change of laws and regulations in company policy and following the latest political rules to keep free organizations form political and legal hazards.

1.2 Analysis of the positive and negative effects of change on a selected business

Change is necessary on time to time basis. However, change in the business environment may have positive effects as well as negative effects. For that, in some case, management needs to handle the situation very seriously to make the change effective; the positive and negative effect of change are as follows;

Positive effect

• As a marketing office in Premier Academy of Learning, I realize that change provides the opportunity to understand the competitors better that helps to improve their level of service and products, which increases their sales.
• Premier Academy of Learning is able to use technology as an effective way to improve its employee’s skills and knowledge that will ensure their goodwill in the market and affect profits.
• Change helps for innovation that opens up new areas of working like providing online service that will increase their sales and maintain growth.

Negative effect

• In some case, change may increase resistance among employees because of unknown skills
• In some cases, the change may become costly, and that may affect the productivity of the company.
• As a marketing officer at the Premier Academy of Learning, I understand that some wrong decisions regarding change can increase conflict in an organization.

1.3 Compare the risk of slow against rapid change within a business

In every business organization, there are two types of business changes that are rapid and slow change. According to organizational needs and preference management decide the speed of change in the organization, the risk of both types of changes are discussed below;

• The slow change in the organization provides slow results for that employees not see results fast and gradually lose interest and move to the new change. On the other hand, in some time, organizations need some fast movement in a company that time slows change, not practical, and cost effective. However, rapid change is not easily understandable by employees and inherits huge risks because of a lack of knowledge and skills (Bryan, 2018).
• As a working marketing office in Premier Academy of Learning, the slow change process provides very slow results, and it may not always be possible to state the whole thing again because it is very expensive for the company. However, the fast change also becomes very expensive from time to time in case of high technical skills and knowledge involvement.
• In a business environment of slow change, employees may get time to adjust to change and to train. Henceforth in rapid change, employees do not get that time to prepare.

1.4 Compare the benefits of slow against rapid change within a business

As discussed above, every organization needs change in business, and they also need to manage the risk factors of change within the business. However, there are many benefits of slow and rapid change as follows;

• As a marketing officer in Premier Academy of Learning, slow change in an organization is useful for the long term business purpose. It is helpful to get the business mission, vision, and set and proper business structure and foundation in business. It is easy to understand and make employees in the organization patient and active. It is easy to observe by employees in the organization, and also it makes loyal employees. The further slow change in the organization provides to be creative and build a strong internal relationship (Bryan, 2018).
• On the other hand, rapid change in an organization is useful for making quick decisions and enjoying a competitive advantage in the market. It provides the sport result by overcoming many difficulties. Fast changes are required to meet organizational objectives and goals. Fast growth in business motivates workers to work hard as they get fast results and be more innovative in the field. For that, in some cases, fast change becomes more effective than slow change.

2. Understand how change can affect people within a business

2.1 Explain why people respond positively to change in a business

As I work in the Premier Academy of Learning in a marketing officer position, I realize that people in the organization respond positively to change because it provides that many opportunities to develop in personal as well as in organizational point-of-views. In addition, in organizations, people respond positively because it helps them to open up from the boring and monotonous working environment and experience some new and exciting skills and technologies. These new skills and technologies help them for their future career growth and organizational success. With the change, the company can avail of the feedback of customers and examine the recent trends in the market for their development in service and product. Basically, change brings new hope, excitement, and opportunities in the workplace that employees enjoy. It also helps to have a positive internal relationship and innovative culture. It ensures quality product supply and increases profit margin, which motivates employees to accept change and ensure the process of success in organizations. The change in the organization implements new laws and rules that update policy in the organization, which reduces the risk of organization failure and any political dilemma.

2.2 Explain why people respond negatively to change in a business

In an organization, as employees respond positively to change, there are many employees who respond negatively to change. Change is required for the organization, but to establish successful change, management needs to take careful handling of the negative reaction of change. In organizations, people respond negatively to change because of the fear of not knowing (Juma, 2016). Many times employees have no idea what is going to come in the future, so that they resist the change. In addition, in their current time, they are so comfortable with the work environment that employees do not want to change their current situation in the organization. Working in Premier Academy of Learning as a marketing office, I understand that a lack of technical knowledge and skills for the required change develop a negative mentality in the working environment. Change lowers their confidence, and in some time, the employees fear losing their jobs. In the work environment, new changes create new challenges, and sometimes employees are not ready to face those charges, which reduces their performance level. The negative effect of change because of demonization, the challenges of new technologies low down their productivity, and training may be time-consuming, which makes them impatient.

3. Be able to support others through change in a business

3.1 Identify support mechanism for self and others during the process of change

The process of change needs to be well planned and structured to make the process easy and well defined for others and self as well. As working in the Premier Academy of Learning in the marketing office position, I understand that the process needs to be made in such a way that it helps others to capture easily to implement in daily activities. The support mechanism of the process of change helps to guide the employees to manage, learn, and implement change in professional and organizational development (Altamony et al., 2016). The support mechanism provides management ideas about the organizational structure, flexibility, the communication mechanism, support of leadership, need for motivation, need for training, and monitoring throughout the change process. In the case of the organizational structure needs to be flexible and motivating that provide proper opportunity to communicate effectively with each other to clear goals and required changes.  The leaders of the organization need to be progressive and chose a democratic or coaching style to seek their opening and develop their skills. In addition, with the proper planning, not only implementation monitoring the process is necessary to ensure the growth is important.

3.2 Create a plan to support somebody through a specified change

As working in Premier Academy of Learning as a marketing officer, I realize that online coaching service demand is high in the market as per trend and making plans for the same is a required change in organization for employees. Identification of change at the time of data collection and resource allocation is necessary. The plan needs to be organized and well structured. The plan will be as follows;

• Needs to discuss the plan of change with the employees and its benefits to make it clear and understandable. In addition, it also makes the change attractive and easy to cope up with the change in the organization.
• Further, make a list of the required equipment to make a budget for change like; training programs cost for employees to provide in change, cost of technological programs to provide technical knowledge to handle online skills, and others. Also, make a benchmark for profit to compare.
• After discussion and making a plan, it is time to implement the change in the organization and monitor the performance of employees and effect on the sales and profit margin. In addition, compare the actual profit with the benchmark to analyze the success rate of change in the company.

3.3 Explain how they would evaluate the effectiveness of their plan

Creating the plan for change needs proper analysis and identification in the organization to determine the process of change and areas of change. For that, it needs time to listen and watch the trend in the market and analyze the customer’s needs to implement change. For the purpose of evaluating effectiveness in a change plan, it is required to link up the objective of training with the organizational goals. In addition, feedback is necessary to collect feedback from employees by way of e-form or by face to face and keep records for future development. I was a working marketing officer in Premier Academy of Learning, realizes that getting input from leaders helps to fill up the gaps in the management that may create difficulties in progress. Further, identifying the resistance to change is necessary, and to handle the negative reaction with positive elements by motivation and a proper training program to determine career growth is important. Proper monitoring activities are also necessary to ensure progress. This will help to provide quality service that increases sales and profit margin, which influences the need for change.

Conclusion

From the above discussion, it is clear that change is an important aspect of the organization, and it needs proper planning and discussion before implementation.

 

 

 

Reference

Bag, S., and Anand, N., 2016. The importance of innovation leadership in cultivating sustainable supply chain management and enhancing organizational performance. International Journal of Process Management and Benchmarking, 6(4), pp.469-490.

Bryan, J., 2018. Successfully managing change in the workplace. Corporate Real Estate Journal, 8(1), pp.53-64.

Juma, C., 2016. Innovation and its enemies: Why people resist new technologies. Oxford University Press.

Altamont, H., Al-Salti, Z., Gharaibeh, A., and Elyas, T., 2016. The relationship between change management strategy and successful enterprise resource planning (ERP) implementations: A theoretical perspective. International Journal of Business Management and Economic Research, 7(4), pp.690-703.

 

 

 

 

 

 

 

Student name: Ionatan Botomei

 

 

Introduction

In the continuously changing business environment, organizations are needed to change as per their requirements. The following assessment will discuss different aspects of change in the organization.

1. Understand change in business

1.1 Explain why it is important for a business to change

In a business organization, growth and development are a constant part of that change is necessary. As I am working in the Premier Academy of Learning and involved in marketing officer activities, I realize that change becomes necessary to grab various opportunities in the market.  Further, launching any new service and activity in the market to deal with the change of customers’ demand requirement of change can be explained. The importance of changes are described below;

• For the purpose of grabbing the advantage of the technological changes and implementation in organizations for better development and growth, change is essential.
• For that purpose, meet the internal and external requirements for change and ensure the process of success continues by handling external threats (Bag, and Anand, 2016).
• The main advantage and importance of change are to gain a competitive advantage in the market by facilitating the latest technology or service in the organization with effective change management.
• The other needs of change are to keep the organization up-to-date by implementing the change of laws and regulations in company policy and following the latest political rules to keep free organizations form political and legal hazards.

1.2 Analysis of the positive and negative effects of change on a selected business

Change is necessary on time to time basis. However, change in the business environment may have positive effects as well as negative effects. For that, in some case, management needs to handle the situation very seriously to make the change effective; the positive and negative effect of change are as follows;

Positive effect

• As a marketing office in Premier Academy of Learning, I realize that change provides the opportunity to understand the competitors better that helps to improve their level of service and products, which increases their sales.
• Premier Academy of Learning is able to use technology as an effective way to improve its employee’s skills and knowledge that will ensure their goodwill in the market and affect profits.
• Change helps for innovation that opens up new areas of working like providing online service that will increase their sales and maintain growth.

Negative effect

• In some case, change may increase resistance among employees because of unknown skills
• In some cases, the change may become costly, and that may affect the productivity of the company.
• As a marketing officer at the Premier Academy of Learning, I understand that some wrong decisions regarding change can increase conflict in an organization.

1.3 Compare the risk of slow against rapid change within a business

In every business organization, there are two types of business changes that are rapid and slow change. According to organizational needs and preference management decide the speed of change in the organization, the risk of both types of changes are discussed below;

• The slow change in the organization provides slow results for that employees not see results fast and gradually lose interest and move to the new change. On the other hand, in some time, organizations need some fast movement in a company that time slows change, not practical, and cost effective. However, rapid change is not easily understandable by employees and inherits huge risks because of a lack of knowledge and skills (Bryan, 2018).
• As a working marketing office in Premier Academy of Learning, the slow change process provides very slow results, and it may not always be possible to state the whole thing again because it is very expensive for the company. However, the fast change also becomes very expensive from time to time in case of high technical skills and knowledge involvement.
• In a business environment of slow change, employees may get time to adjust to change and to train. Henceforth in rapid change, employees do not get that time to prepare.

1.4 Compare the benefits of slow against rapid change within a business

As discussed above, every organization needs change in business, and they also need to manage the risk factors of change within the business. However, there are many benefits of slow and rapid change as follows;

• As a marketing officer in Premier Academy of Learning, slow change in an organization is useful for the long term business purpose. It is helpful to get the business mission, vision, and set and proper business structure and foundation in business. It is easy to understand and make employees in the organization patient and active. It is easy to observe by employees in the organization, and also it makes loyal employees. The further slow change in the organization provides to be creative and build a strong internal relationship (Bryan, 2018).
• On the other hand, rapid change in an organization is useful for making quick decisions and enjoying a competitive advantage in the market. It provides the sport result by overcoming many difficulties. Fast changes are required to meet organizational objectives and goals. Fast growth in business motivates workers to work hard as they get fast results and be more innovative in the field. For that, in some cases, fast change becomes more effective than slow change.

2. Understand how change can affect people within a business

2.1 Explain why people respond positively to change in a business

As I work in the Premier Academy of Learning in a marketing officer position, I realize that people in the organization respond positively to change because it provides that many opportunities to develop in personal as well as in organizational point-of-views. In addition, in organizations, people respond positively because it helps them to open up from the boring and monotonous working environment and experience some new and exciting skills and technologies. These new skills and technologies help them for their future career growth and organizational success. With the change, the company can avail of the feedback of customers and examine the recent trends in the market for their development in service and product. Basically, change brings new hope, excitement, and opportunities in the workplace that employees enjoy. It also helps to have a positive internal relationship and innovative culture. It ensures quality product supply and increases profit margin, which motivates employees to accept change and ensure the process of success in organizations. The change in the organization implements new laws and rules that update policy in the organization, which reduces the risk of organization failure and any political dilemma.

2.2 Explain why people respond negatively to change in a business

In an organization, as employees respond positively to change, there are many employees who respond negatively to change. Change is required for the organization, but to establish successful change, management needs to take careful handling of the negative reaction of change. In organizations, people respond negatively to change because of the fear of not knowing (Juma, 2016). Many times employees have no idea what is going to come in the future, so that they resist the change. In addition, in their current time, they are so comfortable with the work environment that employees do not want to change their current situation in the organization. Working in Premier Academy of Learning as a marketing office, I understand that a lack of technical knowledge and skills for the required change develop a negative mentality in the working environment. Change lowers their confidence, and in some time, the employees fear losing their jobs. In the work environment, new changes create new challenges, and sometimes employees are not ready to face those charges, which reduces their performance level. The negative effect of change because of demonization, the challenges of new technologies low down their productivity, and training may be time-consuming, which makes them impatient.

3. Be able to support others through change in a business

3.1 Identify support mechanism for self and others during the process of change

The process of change needs to be well planned and structured to make the process easy and well defined for others and self as well. As working in the Premier Academy of Learning in the marketing office position, I understand that the process needs to be made in such a way that it helps others to capture easily to implement in daily activities. The support mechanism of the process of change helps to guide the employees to manage, learn, and implement change in professional and organizational development (Altamony et al., 2016). The support mechanism provides management ideas about the organizational structure, flexibility, the communication mechanism, support of leadership, need for motivation, need for training, and monitoring throughout the change process. In the case of the organizational structure needs to be flexible and motivating that provide proper opportunity to communicate effectively with each other to clear goals and required changes.  The leaders of the organization need to be progressive and chose a democratic or coaching style to seek their opening and develop their skills. In addition, with the proper planning, not only implementation monitoring the process is necessary to ensure the growth is important.

3.2 Create a plan to support somebody through a specified change

As working in Premier Academy of Learning as a marketing officer, I realize that online coaching service demand is high in the market as per trend and making plans for the same is a required change in organization for employees. Identification of change at the time of data collection and resource allocation is necessary. The plan needs to be organized and well structured. The plan will be as follows;

• Needs to discuss the plan of change with the employees and its benefits to make it clear and understandable. In addition, it also makes the change attractive and easy to cope up with the change in the organization.
• Further, make a list of the required equipment to make a budget for change like; training programs cost for employees to provide in change, cost of technological programs to provide technical knowledge to handle online skills, and others. Also, make a benchmark for profit to compare.
• After discussion and making a plan, it is time to implement the change in the organization and monitor the performance of employees and effect on the sales and profit margin. In addition, compare the actual profit with the benchmark to analyze the success rate of change in the company.

3.3 Explain how they would evaluate the effectiveness of their plan

Creating the plan for change needs proper analysis and identification in the organization to determine the process of change and areas of change. For that, it needs time to listen and watch the trend in the market and analyze the customer’s needs to implement change. For the purpose of evaluating effectiveness in a change plan, it is required to link up the objective of training with the organizational goals. In addition, feedback is necessary to collect feedback from employees by way of e-form or by face to face and keep records for future development. I was a working marketing officer in Premier Academy of Learning, realizes that getting input from leaders helps to fill up the gaps in the management that may create difficulties in progress. Further, identifying the resistance to change is necessary, and to handle the negative reaction with positive elements by motivation and a proper training program to determine career growth is important. Proper monitoring activities are also necessary to ensure progress. This will help to provide quality service that increases sales and profit margin, which influences the need for change.

Conclusion

From the above discussion, it is clear that change is an important aspect of the organization, and it needs proper planning and discussion before implementation.

 

 

 

Reference

Bag, S., and Anand, N., 2016. The importance of innovation leadership in cultivating sustainable supply chain management and enhancing organizational performance. International Journal of Process Management and Benchmarking, 6(4), pp.469-490.

Bryan, J., 2018. Successfully managing change in the workplace. Corporate Real Estate Journal, 8(1), pp.53-64.

Juma, C., 2016. Innovation and its enemies: Why people resist new technologies. Oxford University Press.

Altamont, H., Al-Salti, Z., Gharaibeh, A., and Elyas, T., 2016. The relationship between change management strategy and successful enterprise resource planning (ERP) implementations: A theoretical perspective. International Journal of Business Management and Economic Research, 7(4), pp.690-703.