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explain why you should respond positively to changes in working methods
organizational and personal change management, process, plans, change management and business development tips Here are some rules for effective management of change. [ Managing organizational change will be more successful if you apply these simple principles. Achieving personal change will be more successful too if you use the same approach where relevant. Change management entails thoughtful
planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change. Before starting organizational change, ask yourself: What do we want to achieve with this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can we achieve ourselves, and what parts of the change do we need help with? These aspects also relate strongly to the management of personal as well as organizational change. See also the modern principles which underpin successful change. Refer also to Psychological Contract theory, which helps explain the complex relationship between an organization and its employees. Do not 'sell' change to people as a way of accelerating 'agreement' and implementation. 'Selling' change to people is not a sustainable strategy for success, unless your aim is to be bitten on the bum at some time in the future when you least expect it. When people listen to a management high-up 'selling' them a change, decent diligent folk will generally smile and appear to accede, but quietly to themselves, they're thinking, "No bloody chance mate, if you think I'm standing for that load of old bollocks you've another think coming " (And that's just the amenable types - the other more recalcitrant types will be well on the way to making their own particular transition from gamekeepers to poachers.) Instead, change needs to be understood and managed in a way that people can cope effectively with it. ]
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User: explain why you should respond positively to changes in working methods

Weegy: organizational and personal change management, process, plans, change management and business development tips Here are some rules for effective management of change. [ Managing organizational change will be more successful if you apply these simple principles. Achieving personal change will be more successful too if you use the same approach where relevant. Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change. Before starting organizational change, ask yourself: What do we want to achieve with this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can we achieve ourselves, and what parts of the change do we need help with? These aspects also relate strongly to the management of personal as well as organizational change. See also the modern principles which underpin successful change. Refer also to Psychological Contract theory, which helps explain the complex relationship between an organization and its employees. Do not 'sell' change to people as a way of accelerating 'agreement' and implementation. 'Selling' change to people is not a sustainable strategy for success, unless your aim is to be bitten on the bum at some time in the future when you least expect it. When people listen to a management high-up 'selling' them a change, decent diligent folk will generally smile and appear to accede, but quietly to themselves, they're thinking, "No bloody chance mate, if you think I'm standing for that load of old bollocks you've another think coming " (And that's just the amenable types - the other more recalcitrant types will be well on the way to making their own particular transition from gamekeepers to poachers.) Instead, change needs to be understood and managed in a way that people can cope effectively with it. ]
bubblespatrick1216|Points 190|

User: YOU OK

Weegy: Ask anything you want to know?
harshkumar742|Points 54|

User: Explain why you should respond positively to changes in working methods





Weegy: The purpose of responding positively to changes in working methods, products and services. Remember that changes are happening for a reason and it is always a good idea to know the reason so you can think positively about it. [ It could be that the change will improve the service that you give to your internal/external customers or speed up the time it takes you to complete a task. If you can see a benefit for ‘you’ as to why the change is happening it is often easier to accept, but remember unfortunately the change may not always benefit you directly. In these situations you will need to think about who else may benefit and why this is important. A new procedure may take you longer; however, it could allow a better service to be given to your internal/external customers, which could result in better working relationships and/or customer loyalty. ]
Expert answered|matahari|Points 2589|

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Asked 9/29/2013 5:01:06 PM
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