Change Agents

Question 1

Who are change agents?

Answer 1

Change agents are the people responsible for bringing about the change. They can be individuals, groups of employees or external experts

Question 2

Relevance of change agents in method of managing change? X2

Answer 2

In participative/negotiated, they may be responsible for a group of colleagues
In action-centred/piecemeal they could be the key to choosing the correct pilot

Question 3

Responsibilities of a change agent are… x7

Answer 3

May be responsible for a group of colleagues (p+n)
Key to choosing correct pilot (ac+p)
Ensure that the correct resources are available to make the change and for it to be successful e.g. lack of finance is the biggest resistor if the business doesn’t have enough, quantity/quality of staff to make the transition smooth, availability of information and technology
Should gain support and encourage people to participate by easing employee concerns through the process
Responsible for bringing in expert consultants where lack of expertise in evident and ensure management are notified.
Monitoring and controlling the change process ensuring all interested parties are kept fully briefed
Managing budgets and adjusting spending is that they don’t go over budget.

Question 4

Benefits of external change agents are… x4

Answer 4

Expertise in dealing with wide range of situations and can bring experience from previous jobs
Not tied into traditions so could challenge status quo
Ability to give honest feedback to management without fear of retaliation
Fresh input and contains less bias

Question 5

Benefits of internal change agents are… x4

Answer 5

Can be influential and motivate others
Can integrate org values and principles throughout the process
Familiar with org hierarchy and policies so time isn’t wasted and is more efficient
Reduced costs in comparison to external and is readily available

Question 6

Costs to external change agents are… x4

Answer 6

Don’t have working knowledge or understanding or company culture which can be deeply routed
Org might not be able to maintain momentum once the agent leaves
High costs due to outsourcing and expertise
Staff resistance will make it hard to implement

Question 7

Costs to internal change agents are…x3

Answer 7

Internal agents lack experience and change can be difficult and often fails
Relationships within the workplace can suffer
Staff resistance will make change hard to implement

Question 8

Organisational culture is important…

Answer 8

To a business as it’s a custom way of thinking through values and beliefs. The culture could be influenced by side, history and goals.

Question 9

Culture factors that make change harder to implement x3

Answer 9

An organisation with a strong corporate culture and past achievement may not see the need to do anything different
With strong culture, some employees are bling to its failings or faults
Many organisations with strong culture have operated in much the same way for years

Question 10

Culture factors that make change easier to implement x3

Answer 10

With strong culture, employees may be loyal to the organisation and eager to help it overcome problems
Some cultures involve employees in decisions about change
Some organisations encourage workers to take risks and treat mistakes as learning opportunities

Question 11

Benefits of implementing a change management programme successfully are…x6

Answer 11

There will be a smooth transition to new environment due to resistors being reduced
Good communication will minimise informal communication that starts rumours and causes resistance in staff
Everyone is motivated and committed to the change and it’s goals, increasing chance of success
Individuals know how the change effects them which means staff feel more supported and less stressed, increasing productivity
Change will be introduced gradually to allow staff time to take on board the changes
The success of the change will be monitored and evaluated so any errors can be quickly identified and solved.