CHANGE AND IMPLEMENTING SOLUTIONS
There are several key points that affect the relationship betweenchange and implementation, and one of the first is how comfortable thegroup, individual, or organization is with how things are currently. Oneexpert notes, "For change to occur, we need some discomfort with the waythings are" (Simmerman, 2000). If participants are happy with the waythings are, and do not perceive the need for problem solving, than theywill be more resistant to change, and less likely to creatively pursueproblem solving and implementation. Trust is also an important componentto create change and eventual implementation of new solutions. Simmermancontinues, "We also need to build some trust among the people and somesupport among the team. If there is an individual history of failure,individuals are less likely to want to take risks -- and change seems riskyfor many" (Simmerman, 2000). If there is resistance to change, then theprojects may seem even more risky, and they may never be im
An organization in the throws of changeis influenced by many factors, and understanding the factors, controllingthe subsystems, and creating a strong structure will help the organizationimplement solutions successfully while coping with the change thesesolutions always bring. Experts believe these subsystems "change torealign the firm's strategy with its external environment and to produce aperfect fit. Some changes may affect all ofthe subsystems, and some may not, but making sure the subsystems arehealthy before change and implementation occur is a key to the finalsuccess of the project, whatever it entails. Some of these subsystems are more flexible than others, and aretherefore easier to change (Editors, 2003). ]and have them leave with a sense of teamwork and collaboration, with somespecific ideas about what they can do differently, and with a bit of follow-up about the results that they obtained" (Simmerman, 2000). If these subsystems are healthy and viable, they areeasier to change, especially when an organization is going throughtraumatic growth or change. In conclusion, the fear of change can cripple an organization, andkeep it from solving and implementing problem solutions, but there are manyways to combat and control this fear of change. Another key to successful implementation while conquering the fear ofchange is involving everyone in the process. The better the fit, the greater the firm's competitiveadvantage. Clearly, allof these methods relate to change, and the fear of change, and how toovercome that obstacle. Organizational subsystems are also a key ingredient in implementingsuccessful solutions. Change is as constant aslife itself, and mastering it can mean successful and effective problemsolving. Simmerman says, "Do things WITH people rather than TO them [.
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Acceptance Essays
