respond to each students response with atleast 100 words my be substantive and from a student pov.
You are the director of a large correctional system and you want to install updated electronic perimeter sensors on the correctional institution fences. Most of your wardens are not interested in making these changes. How would you deal with this situation? How would you manage the change and what strategies would you use to convince the wardens that these updates are needed at the institutions?
1. I would deal with this change by educating the wardens on the pros and cons of updating the perimeter sensors and also let them know the reasons for doing so. Communicating is also a major part in this process; I would make sure that updates are filtered down through proper channels. Weekly meetings would be the forum to not only disseminate information but also a means for concerns to be shared. I would also take into account the five stages of change during this process.
The Kubler-Ross five stages are:
Kubler-Ross Five Stages Model. (n.d.). Retrieved July 16, 2015, from http://www.change-management-coach.com/kubler-ross.html
2. Why is it difficult for some managers to give employees the authority to make and implement their own decisions within approaches such as total quality management (TQM).
2. It’s difficult for managers to give employees the authority to make and implement their own decisions within total quality management because employees may be resistant to making the changes within the TQM plan fearing that their jobs is at risk. Managers are in a position that they understand the need of the program and the need to appoint someone capable of getting the job done. Managers are in the middle of this process because they report to senior management and the rest of the work force. This is basically entrusting that your employee will get the job done.
3. For some manager it may be difficult to give employees authority because they feel that their role is to manage, and in TQM their role is more to lead. There are differences in management and leadership, to put simply manager’s focus on actions and leaders focus on giving ideas that lead to the action. Giving employees their own authority requires trust and integrity both are take time to earn in a workplace setting. Managers are given their title in order to take of the necessary issues, but in TQM quality of work is shared by all to focus on teamwork, communication, and ethics. It is hard to give up authority when wanting to do your best job and knowing your job depends on others.
Reference: Padhi, Nayantara. The Eight Elements of TQM. Retrieved from http://www.isixsigma.com/methodology/total-quality-management-tqm/eight-elements-tqm/
|Due By (Pacific Time)
||07/18/2015 09:33 pm