change management principles, process, tips and change theory and models Instead, change needs to be understood and managed in a way that people can cope effectively with it. Change can be unsettling, so the manager logically needs to be a settling influence. Check that people affected by the change agree with, or at least understand, the need for change, and have a chance to decide how the change will be managed, and to be involved in the planning and implementation of the change. Use face-to-face communications to handle sensitive aspects of organisational change management (see Mehrabian's research on conveying meaning and understanding). Encourage your managers to communicate face-to-face with their people too if they are helping you manage an organizational change. If you think that you need to make a change quickly, probe the reasons - is the urgency real? For complex changes, refer to the process of project management, and ensure that you augment this with consultative communications to agree and gain support for the reasons for the change. see also
Emerging Perspectives on Learning, Teaching and Technology Impression management In sociology and social psychology, impression management is a goal-directed conscious or unconscious process in which people attempt to influence the perceptions of other people about a person, object or event; they do so by regulating and controlling information in social interaction (Piwinger & Ebert 2001, pp. 1–2). It is usually used synonymously with self-presentation, in which a person tries to influence the perception of their image. The notion of impression management also refers to practices in professional communication and public relations, where the term is used to describe the process of formation of a company's or organization's public image. Self-presentation[edit] While impression management and self-presentation are often used interchangeably, some authors have argued that they are not the same. Motives and strategies[edit] Self-presentation is expressive. People adopt many different impression management strategies. Theory[edit] Basic factors[edit] Erving Goffman[edit]
Distribution (place) : canal de distribution composé d’entreprises, internet, ... Un canal de distribution comporte une panoplie d’entreprises qui participent à toutes les activités de déplacement d’un produit de sa fabrication à sa consommation. La distribution (Place, en anglais) est le 4ème élément du mix marketing. La ‘place’ est généralement traduite en français par ‘canal de distribution’, ‘chaîne de distribution’, ‘mise en place’, ‘distribution’ ou encore ‘intermédiaires’. C’est un mécanisme à travers lequel les biens et services sont déplacés du fabricant au consommateur final. Les décisions de distribution se répartissent en 6 parties distinctes : Utilisez-vous une distribution directe ou indirecte ? Avec quel distributeur voulez-vous travailler ? Segmentation de votre marché – le distributeur doit être accoutumé à votre cible.Changement au long du cycle de vie de votre produit – différents canaux peuvent être utilisé à différents points du cycle de vie de votre produit. Types d’intermédiaires Grossistes Agents commerciaux Détaillants Internet
Change Management infoKit - Overview and Introduction Change is endemic in the education sector. The pressures for change come from all sides: globalisation, changes to the funding and regulatory regime, doing more with less, improving the quality of student learning and the learning experience, and the pace of change is ever increasing. Living with change and managing change is an essential skill for all. Change is also difficult. The following diagram describes the general route through the materials in the Kit: This infoKit was originally developed in 2006 out of a HEFCE Good Management Practice Project led by the University of Luton (now the University of Bedfordshire) entitled ‘Effecting Change in Higher Education’. The ‘Effecting Change’ team summarise their findings by the following observations: There are no easy solutionsAdapt processes to suit the change intendedChange requires teamwork and leadership (and the two are related)Work with the culture (even when you want to change it)Communicate, communicate, communicate
Change management The NHS is currently undergoing a period of intensive change - technological, social and economic - so there is a real need for all managers to facilitate this change within their organisations and the wider NHS environment. Focus on change management - why is it important? Resources and online tools to develop change management skills Useful books to read Managing change There is a variety of sources of change that impact on individuals in their working life: Change for Service Improvement - e.g. changing how we deliver a serviceOrganisational Change - e.g. restructuring / reorganization / mergers Change for Development - e.g. career developments such as promotion, changes in work / life balance Different types of change require different approaches, but fundamentally managers of staff need to ensure that they support their team through the change. The process of transition © 2000 / 3 JM Fisher. Back to the top
Peter Drucker Peter Ferdinand Drucker (/ˈdrʌkər/; German: [ˈdʀʊkɐ]; November 19, 1909 – November 11, 2005) was an Austrian-born American management consultant, educator, and author, whose writings contributed to the philosophical and practical foundations of the modern business corporation. He was also a leader in the development of management education, and he invented the concept known as management by objectives.[1] Introduction[edit] Drucker's books and scholarly and popular articles explored how humans are organized across the business, government, and nonprofit sectors of society.[2] He is one of the best-known and most widely influential thinkers and writers on the subject of management theory and practice. Biography[edit] In 1943, Drucker became a naturalized citizen of the United States. Drucker went to California in 1971, where he developed one of the country's first executive MBA programs for working professionals at Claremont Graduate University (then known as Claremont Graduate School).
Goal A goal is a desired result a person or a system envisions, plans and commits to achieve a personal or organizational desired end-point in some sort of assumed development. Many people endeavor to reach goals within a finite time by setting deadlines. Goal setting[edit] Goal-setting ideally involves establishing specific, measurable, attainable, realistic and time-bounded (S.M.A.R.T.) objectives. A goal can be long-term or short-term. Short-term goals[edit] Short-term goals expect accomplishment in a short period of time, such as trying to get a bill paid in the next few days. Personal goals[edit] Individuals can set personal goals. Managing goals can give returns in all areas of personal life. Achieving personal goals[edit] Achieving complex and difficult goals requires focus, long-term diligence and effort. Long-term achievements rely on short-term achievements. Personal goal achievement and happiness[edit] Self-concordance model[edit] Self-concordant goals[edit] See also[edit] References[edit]
Change Management - Practical Strategies For Managing Change Organizational Management © Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Sections of This Topic Include Preparation About the Following Categorization of Skills and PracticesManaging YourselfBasic, Entry-Level Skills in Organizational Management Major Functions of Management (and areas of knowledge and skills in each) Major Function -- PlanningMajor Function -- OrganizingMajor Function -- LeadingMajor Function -- Coordinating/Controlling Nonprofit-Specific Areas of Knowledge and Skills Nonprofit-Specific Skills General Resources Various Other Perspectives Also seeRelated Library Topics Also See the Library’s Blog Related to Skills in Management In addition to the articles on this current page, see the following blog which has posts related to Skills in Management. Library's Leadership Blog About the Following Categorization of Skills and Competencies However, the four functions are actually highly integrated when carried out in the day-to-day realities of running an organization. Managing Yourself Basics
Reality principle Allowing the individual to defer (put off) instant gratification, the reality principle is the governing principle of the actions taken by the ego, after its slow development from a "pleasure-ego" into a "reality-ego":[2] it may be compared to the triumph of reason over passion, head over heart, rational over emotional mind.[3] History[edit] Freud argued that “an ego thus educated has become ‘reasonable’; it no longer lets itself be governed by the pleasure principle, but obeys the reality principle, which also, at bottom, seeks to obtain pleasure, but pleasure which is assured through taking account of reality, even though it is pleasure postponed and diminished”.[4] Jonathan Lear has argued that there was in fact an ethical dimension to Freud's concept of the reality principle, in that it was opposed to a neurotically distorted world-view.[8] Development[edit] In infancy and early childhood, the Id governs behavior predominantly by obeying the pleasure principle. Reality Principle vs.