Implementing new programs/systems; Challenging but interesting.

Management in every organization tries to move forward and implement new systems . As we all know that the high managerial group is responsible for strategic planning and creating new innovative working atmosphere. In this dynamic world , everything is changing yearly , monthly, weekly and even daily. To catch up this dynamism , high management should be always flexible. Of course the real challenge for changing process is human element. We all have change against nature. We couldn’t define this very hidden nature of human beings. We may say we are always progressive and flexible, so that we could adapt every new thing. But practically, that is not true. Rosabeth Moss kanter(2012) has described ten reasons why people resist changes. Kanter already knew that leadership is all about change . As he explained these ten reasons of people to resist changes, the first one was Loss of control. Change interferes with autonomy and can make people feel that they’ve lost control over their territory. It’s not just political, as in who has the power. Our sense of self-determination is often the first things to go when faced with a potential change coming from someone else. Smart leaders leave room for those affected by change to make choices. They invite others into the planning, giving them ownership. The other nine reasons of people to resist changes according to Kanter were Excess uncertainty, surprise; surprise, everything seems different, loss of face, concerns about competence, more work, Ripple effects, past resentments, and sometimes the threat is real respectively. Thus, management should have to  prepare how to deal with resistance to change. When we are ready to see the great picture of tomorrow, changes are obligatory , not optional. As I have said earlier High management are responsible for strategic planning, setting budgets and guiding their staffs to the objectives they set. The most important  strategy to make their employees cooperating to the new system or program is setting motivational principles. Most people think that to play their necessary role in changes ,employees are motivated with high salaries or financial incentives only . This is a big mess for high management. Employees will be motivated with other additional things that a management should pay attention for. For example ,according to the business journal article published on august 10, 2015 , there are six key elements that motivate employees rather than financial incentives. These six key elements to motivate employees to achieve their goals are communication, professionalism, management style, training, recognition and fun. Let me emphasise for example ,in professionalism. The above mentioned article explains the necessity of professionalism as follows. Professionalism is the aggregation of proper business, ethical and interpersonal behaviour, and it’s critical to successful employee motivation. Professionalism fosters pride and employee loyalty. Demonstrate your professionalism first and then help employees achieve and value their own professionalism. And don’t forget to recognize their progress. That is why high management should motivate their employees by paying attention to recognize their professional progress. The other non-forgettable  fact that employees are highly motivating through is task decentralization. What is it? 

      To be continued