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Elements of Successful Change

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Of the five elements required for successful change, which element do you think managers are most likely to overlook? Why?

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Solution Summary

Of the five elements required for successful change, this solution discusses which element managers are most likely to overlook, and why. It also details the five elements necessary for successful change.

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RESPONSE:

1. Of the five elements required for successful change, which element do you think managers are most likely to overlook? Why?

This really depends on the manager and her or his experiences, but managers often overlook the first element - accessing and determining organizational readiness for change. Why? This could be a reflection of experience (lack of it), leadership style (autocratic vs. democratic)m personality traits of the leader (overzealous) or other factors. If the company is not ready for the change, however, it is likely to fail. In addition, this element is often listed first on the list for the reasons for failure of change initiatives. For example, Mininni (2009) reports that the failure rate of change initiatives crucial to an organization's success is high (50 to 70%, estimated).She lists reasons for failure as: "the lack of organizational readiness; unprepared executive management; unclear direction and focus; lack of resources; and underdeveloped training and sustainability strategies" (http://www.incentivemag.com/msg/content_display/management/e3i0f0603771789fb8da41576fc2e6b8df0?imw=Y).

See the excerpt below for a description of each of these five elements of effective organizational change.

EXTRA INFORMATION: (excerpt)

Five Ways to Create Successful Change in the Workplace

1. Determine Organizational Readiness.

Organizational readiness is key to creating successful change in the workplace. Many seasoned professionals can point to a time where they pushed instead of pulled when they should have simply waited for the right timing.

Consider the amount of change that has occurred in the workplace and ask these questions:

* What kind of changes has this organization had in the last several years?

* What did that change do to the infrastructure?

* Are the systems in place to support another change (i.e., accounting systems, human resource systems, information technology, compensation systems, etc.)

* Does the organization have the resources necessary to absorb more change?

* What are the other changes the organization still needs to implement?

* ...

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