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WHELAN-BERRY, K. S., & SOMERVILLE, K. A. (2010). Linking Change Drivers and the Organizational Change Process: A Review and Synthesis. Journal Of Change Management, 10(2), 175-193.

In any organization, the manager wears many hats. Their responsibilities go beyond just managing a group of people. On top of managing, they have to be communicators, coaches, and advocates, just to name a few of the many hats. Part of being an effective communicator includes reporting and implanting changes that may come down from upper management. Change can bring out many emotions in people, like anxiety. How a manager handles the change and implements it within their department can either make their people feel good about it, or heighten their concerns ("Managers And Supervisors: Importance And Role", 2014).

Jick, T. D. , & Peiperl, M.A. (2011). Managing Change Cases and Concepts. (3rd Edition). New York, NY: McGraw- Hill.

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach. Boston: McGraw-Hill/Irwin. ISBN-13:

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

Corporations all over the world are focusing on employee wellness. Their focus can be on physical, emotional, financial, career or a combination of these. The strategy behind the focus would be to have employees that are happier and healthier. Employee are more productive and engaged as a result of these benefit being offered.

There are a number of research positions on managing change and one of the more widely accepted in the field is William

In order to examine this issue further, this research will look at a number of different sources. Contemporary managerial sources are explored in order to understand how other voices in the field are describing similar methods for change. First, popular structures for change management are examined, especially within their correlation to Palmer & Dunford (2009). This is followed with an extensive

The following critique is written for the reflection review of change management. The report proceeds with a review of each question that was assigned as well as presents a brief exploration of my experience and ideas that were acquired from taking change management classes.

There are many benefits to having a strong Wellness Program in the workplace. We can all go round and round as far as what makes the most sense, and the importance of ROI and saving the company money. However, I feel we lose really what is truly important. Our employees their overall health and the importance of work/life balance. Somewhere down the line companies lost this process. If it became about company survival, making money and keeping their heads above water. They soon found while the company may still be surviving, their employees were sinking. This is how and where workplace wellness programs came into play. In the abstract, Do Workplace Health Promotion (Wellness) Programs Work? They found that they really do. The point I want to get across is it wasn’t just about the ROI where they saw the positive numbers it was about the positive health outcomes as well.

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

Change management has been defined in several ways, but according to Hayes (2005) change management is the systematic approach and application of knowledge, tools, and

1.1 The analysis must include consideration of two current schools of thought on change management and how they have contributed to organizational change