Q11: Methods that managers can use to implement changes (Costs and benefits)

Question 1

Implementing changes - Top-down (Costs and Benefits)

Answer 1

Advantages:

• Top-level management have a holistic overview and can make changes in line with business objective.
• This method works best in a crisis as fast decision making is needed
• If change is inevitable, this is an efficient method of implementation, especially when the factor is external

Disadvantages:

• Staff resistance can be high, if they feel they are being overlooked or undervalued
• Employees on the ground with the skills needed but this method does not take that into account
• May result in high levels of staff turnover
• May create a culture of low morale

Question 2

Implementing changes - (Costs and Benefits) Participative

Answer 2

Advantages:
- Change is more likely to be successful as everyone has been involved

• This fosters trust between management and employees
• Reduces staff resistance and improves morale
• Allows for staff skills, knowledge and experience to contribute to the strategy

Disadvantage:
- They are often time consuming, involving lengthy discussions through quality circles and focus groups

• Trust can be easily be damaged, either management retract the empowerment or employees abuse it
• Not effective in emergencies or crisis

Question 3

Implementing changes (Costs and Benefits) Action centred

Answer 3

Advantages:
- Allows a business to try out possible solutions on a small scale before making a permanent change

• Explores different options and therefore contingency strategies are often formed
• Allows employees to have an input and pilot aspects of change leading to better decisions

Disadvantages:

• This doesn’t work when the change is external e.g., government legislation
• Piloting ideas can be a lengthy and expensive process
• Often used as continuous improvement and may not be suitable for large changes

Question 4

Implementing changes (Costs and Benefits) Piecemeal

Answer 4

Advantages:
- Employees become accustomed to the change as it is gradually introduced which can build confidence for the future

• Smaller changes are less likely to result in staff resistance
• Gradual change is easier to manage and control reducing risk

Disadvantage:
- A sense of overall direction may be lost as the change is “bitty”

• Smaller components of the changes may be in conflict with each other
• Decentralised changes may not be fairly rolled out across

Question 5

What are Change Agents

Answer 5

• They are responsible for bringing about change, they can be individuals of, groups of employees, external expertise etc.
• They look for the issues, then manage employee expectations and set realistic goals. They are also able to educate colleagues and ease their concerns
• Also responsible for groups of colleagues if using “negotiated or participative” approach or choosing correct “Pilot” if using actioned centred
• They can also buy in expert consultants then coordinate with management to ensure process is smooth