As I began researching for a paper, my focus was on Lean Management Techniques. After finding several articles, I soon realized that the actual system implementation required much more the theory. Yet, one theory will not fit all organizations, each organization must adapt certain items that can positively affect them. Thus, I converted my thoughts to how change can occur and why the need for planning to change was necessary.

Through my experiences with different organizations, I believe change is inevitable and all organization must change to survive. With this, any organization must know “why to change”, “what to change” and “how the change”. Knowing why and how are the simplest items, yet “how to change” becomes the bigges

Even though training and involvement has been initiated, some resistance will still occur. This resistance must be anticipated, understood and effectively responded to. Far too many managers review and depend on charts, data, etc., but fail to assess the feelings, attitudes and communications required during change (Hiess, 1993). Successfully leading change requires managers to understand the psychological and sociological effects within their organization. Failing to address these aspect can lead to failure.

by cash rewards for implemented ideas, regardless of cost savings. In comparison to the

The “How of Changing” has no one guarenteed way for suceeding. Each organization

By providing incentive to change, one can out weigh the inherent human factors to change. With this you can help your employees to understand the problems that exist by indentifying the solutions (Gattenio & Hackett, 1997). With benchmarking or competition analysis, which gives the relation between you and others regardless of industry, objectively assess your strengths and weaknesses. This analysis is unbiased and removes personal agendas that may instill resistance.

Some topics in this essay:
Managing Change, Gattenio Hackett, Re-Engineering Organizational, Birkner Birkner, Management Techniques, Conclusion Managing, Change Introduction, Ishikawa Diagram, Teian Grazier, Literature Understand, managing change, gattenio hackett, gattenio hackett 1997, hackett 1997, cost savings, quality management, change requires, people managing change, sustain momentum, employees understand, issues real, people managing, total quality management,