Explanation:
During a period of organizational change, it is common for performance to worsen before it improves. This is because the change may disrupt established processes and procedures, and employees may need time to adjust to new ways of doing things. Additionally, there may be a temporary loss of productivity or efficiency as employees and managers devote time and resources to implementing the change.
Explanation:
Individuals or groups asked to change something (knowledge, skills, or behavior) are typically called change targets, change recipients, or change agents (if they are involved in leading or facilitating the change).
Explanation:
Typically, the three phases of the change process are described as follows:
1. Unfreezing: Creating a sense of urgency and incentive for change and determining the areas where change is required are all part of this stage. It could include challenging preexisting beliefs, attitudes, and habits to foster an openness to new ideas.
2. Change: The implementation phase involves implementing the changes, which could alter procedures, systems, structures, and behaviors. It could also entail dealing with any opposition or challenges during the transition process.
3. Refreezing: In this phase, the adjustments are solidified and integrated into the operations and culture of the company. It could entail recognizing achievements and milestones, establishing new norms and expectations, and reinforcing new behaviors and beliefs.
Explanation:
A strategy that defines the sequence of activities and resources required to facilitate change is known as a change management plan.
Explanation:
While it is essential to implement changes promptly to maintain momentum and prevent resistance from building up, it is also necessary to ensure that the changes are well-planned, well-communicated, and well-supported. Rushing into changes without sufficient preparation, consultation, and stakeholder engagement can lead to adverse outcomes, such as increased resistance, decreased buy-in, and reduced effectiveness of the change. Therefore, a balance between speed and thoroughness should be struck to maximize the chances of success.
