Teaching English Grammar to Beginners a Way to Speak...

Teaching English Grammar to Beginners : A Way to Speak Accurately Some people say that learning foreign language should be an activity in which the learners try to use that language as often as possible, not only try to know about that language which means the learners only try to understand the grammar. They believe that the most important thing in learning foreign language is that the learners can speak , communicate or delivers their ideas to other people, without considering or minding whether in their communication they use grammatically- good utterences or not. This belief is based on the fact that other people can understand the idea we communicate or deliver although we use grammatically-incorrect utterances.The legendary†¦show more content†¦Some of those principles are: First: Use suitable learning material. English is rich of rules. Those rules range from the simplest to the most complicated ones. But actually there is not an easy grammar rule in English. Even the rule about the articles ( a, an , the), which people think as the simplest rule in English, is actually not as easy as they think. Teaching grammar to the beginners needs the teachers to use suitable learning load. Teachers must remember two things, which are; first, the teachers must try to simplify, and even sometimes over simplify, the grammar for the beginners. In this case the teachers must try to make the grammar easy to be understood by the beginners. If the grammar rules they are teaching are too difficult for the beginners, the teachers must make them simpler . For example: the use of That ,This,These and Those. The teacher can use these four words in the daily communication while explaining the name of things around the classroom, for example: this is a blackboard, that is a window, this is a door, these are books, those are pencils,etc. In this case the teachers do not need to give deep explaination about This, That, Those and These. The learners are only expected to imitate to produce the understandable expression using those words. Second, the teachersShow MoreRelatedAdapting Communicative Language Teaching Approach to China’s Context2844 Words   |  12 PagesChina has made learning English a national priority. English, with its unique status, has been taught in China for more than 100 years. Today, English is becoming more and more popular. It is a compulsory course for all Chinese students from primary school to university. Clearly it is relatively easy to demonstrate the importance of English in current China. This essay intends to argue that to achieve success in English learning for Chinese students the methods of teaching must be reconsidered. ThereforeRead MoreHow Does Fluency And Vocabulary Affect Comprehension?2126 Words   |  9 Pages Foundations of Reading Competency 1 Rachael Horak June 24, 2016 â€Æ' Thesis: How does fluency and vocabulary affect comprehension? Introduction Learning how to read and how to become a good reader are skills that will be used in everyday life. Teaching children how to read requires many skills and strategies to be taught. The skills learned translate into functioning in society as well as obtaining a career. Without knowing how to read or not knowing how to comprehend what you are reading, itRead MoreAudio Lingual Method2115 Words   |  9 Pagesmemorization of set phrases, and over-learning. 3. Structures are sequenced by means of constractive analysis and taught one at a time. 4. Structual patterns are taught using repetitive drills. 5. There is little or no grammatical explanation. Grammar is taught by inductive analogy rather than deductive explanation. 6. Vocabulary is strictly limited and learned in context. 7. There is much use of tapes, language labs, and visual aids. 8. Great importance is attached to pronunciationRead MoreEssay on Teaching: Grammatical Number and Notes21041 Words   |  85 Pagesinstead of â€Å"do†. Review the grammar tables on page 6. * What are some differences and similarities in the structures of Yes/No Questions and Information Questions? Similarities: Verb is always in base form.  Do/does  is used depending on the subject (does with third person singular, do with rest).   Differences: Information questions begin with a  wh-  word.  Wh-  words can be used as the subject. In this case the  do/does  and subject are omitted. Review the grammar tables on page 7. * WhatRead MoreCultural Effects on English Language Collocation as Foreign Language1991 Words   |  8 PagesAbstract In English language, there are many fixed, identifiable, non-idiomatic phrases and construction. Such groups of words are called recurrent combinations, fixed combination or collocation. Collocation fall into two major groups: grammatical collocation and lexical collocation. For people who regard the English language as a foreign language or second language, it’s so difficult to express it as perfect. This â€Å"mini research paper† talks about â€Å"Cultural Effect on English Language CollocationRead MoreThe Silent Way6367 Words   |  26 PagesI. The Silent Way On the years of 1960s’ the Audiolingual Method was under a strong challenge in the form of the Cognitive Code and an educational trend known as Discovery Learning. These concepts most directly challenged the idea that language learning was all about mimicry and good habit-formation. An emphasis on human cognition in language learning addressed issues such as learners being more responsible for their own learning - formulating independent hypotheses about the rules ofRead MoreThe Importance of Teaching Culture in the Foreign Language Classroom9379 Words   |  38 PagesThe Importance Of Teaching Culture In The Foreign Language Classroom Radical Pedagogy (2001) ISSN: 1524-6345 The Importance Of Teaching Culture In The Foreign Language Classroom Language And Culture: What IS Culture And Why Should IT BE Taught? In this section, we will briefly examine the relationship between language and culture and see why the teaching of culture should constitute an integral part of the English language curriculum. To begin with, language is a social institution, both shapingRead MoreSupporting the Development of English Literacy in English Language Learners22851 Words   |  92 PagesSUPPORTING THE DEVELOPMENT OF ENGLISH LITERACY IN ENGLISH LANGUAGE LEARNERS Key Issues and Promising Practices Diane August August Associates Report No. 61 February 2003 This report was published by the Center for Research on the Education of Students Placed At Risk (CRESPAR), a national research and development center supported by a grant (No. R-117-D40005) from the Office of Educational Research and Improvement (OERI), U.S. Department of Education. The content or opinions expressedRead MoreLexicography as a Science of Dictionary-Making6054 Words   |  25 PagesTeacher-Training Institute Report on the course: Introduction to the Contemporary English Philology Theme: Lexicography as a science of dictionary-making Student: Gavrilin M Year 1 Term 2 Faculty of foreign languages Group 11/2 Teacher of a foreign language: Akhrenova N.A. Kolomna 2007 Contents Introduction 1. Lexicography as a science 2. Dictionary: notion, functions, classification, components 3. The characteristics of Macmillan English Dictionary for Advanced Learners Ending List of used literature IntroductionRead MoreAdult Illiteracy7435 Words   |  30 Pagesto drive, how to stop, how to shift gears, how to park, and how to signal. You have also learned to stop at a red light and understand road signs. When you are ready, you take a road test, and if you pass, you can drive. Phonics-first works the same way. The child learns the mechanics of reading, and when he s through, he can read. Look and say works differently. The child is taught to read before he has learned the mechanics Ââ€" the sounds of the letters. It is like learning to drive by starting your

Workplace Violence And The Workplace - 1298 Words

We do not normally go to work expecting something bad to happen, but workplace-related violence can occur any time. When we interact at work there is always a risk of violence at the workplace. We can witness acts of violence, and even become a victim of aggressor. Usually people think that violence involves only physical assault. In reality, workplace violence is a much bigger problem. Workplace violence is defined by OHSA as any action, conduct, threat or gesture of a person towards an employee in their work place that can reasonably be expected to cause harm, injury or illness to that employee. In order to prevent any threatening, humiliating, or intimidating at workplace all employers, managers, and employees have to have a clear understanding of the nature of workplace violence. Workplace violence includes: physical attacks, harassment, verbal or written abuse and threats. Excellent examples of workplace violence can also be pranks, rumors, vandalism, swearing, throwing objects at coworkers. Anger-related incidents like pushing, assaulting, traumatizing other employees are viewed as workplace violence as well. However, work-related violence is not limited to incidents that happen only at a workplace during working hours. It can also occur at business-related operations like conferences or social events related to work. It is critically important to protect employees and employers from violence in the work place. Because it can cause a shock of those employeesShow MoreRelatedWorkplace Violence And The Workplace1396 Words   |  6 PagesWorkplace violence Workplace violence can be any act of physical violence, threats of physical violence, harassment, intimidation, or other threatening, disruptive behavior that occurs at the work site. Workplace violence can affect or involve employees, visitors, contractors, and other non-Federal employees. A number of different actions in the work environment can trigger or cause workplace violence. It may even be the result of non-work-related situations such as domestic violence or â€Å"road rageRead MoreWorkplace Violence And The Workplace1145 Words   |  5 PagesWorkplace violence definition OSHA Fact Sheet (2012) states â€Å" workplace violence is a violence or the threat of violence against workers† (p.1). Workplace violence causes serious harm to employees or homicide that can lead to deaths. Act in any kind of shapes and forms such as: physical threat, threatening behavior, intention of assault and battery, verbal abuse, beating, stabbing, rape, shooting, being followed, psychological trauma, suicide, treat or obscene phone call/text, intimidation. WorkplaceRead MoreWorkplace Violence In The Workplace1071 Words   |  5 Pages INTRODUCTION: Violence in the workplace has become a major safety and health issue. Workplace violence is not limited to homicide. This type of violence includes behaviors and circumstances that threaten an employee s physical safety; such as: verbal threats, sexual or physical harassment, coercion, behavior changes, intimidation, stalking, telephone/email harassment, and history of aggression. â€Å"Workplace violence incidents have tripled in the last decade, and it is now the fastest-growing categoryRead MoreWorkplace Violence And The Workplace1274 Words   |  6 Pageshave worked at? If you didn’t know this is a crime and you could be charged with workplace violence. Workplace violence is any act of physical abuse or threats made in the workplace of any sort to any employee or multiple employees. It can take place anywhere around the workplace and has become a very big concern around the country. According to research, there are 2 million cases a year involving workplace violence. Man y people are becoming victims of this and you should be aware when it comes yourRead MoreWorkplace Violence And The Workplace2844 Words   |  12 PagesWorkplace Violence statics across the United States of America have been on a steady rise each year since the early 1990’s. Reports have consistently shown in recent years that than an average of 500 homicides and 1.5 million assaults occur each year in America, in the workplace. With those types of statics on the rise in America it’s clear that a Workplace Violence Program is essential to the health, welfare, safety, and security of our employees in the workplace. When enacting a Workplace ViolenceRead MoreThe Effects Of Workplace Violence On The Workplace1235 Words   |  5 PagesIntroduction Violence in the workplace has been around for centuries. Everything from verbal abuse and harassments to physical abuse and murders have been known to happen in a business. During the 1980’s several violent attacks happened in the Postal Service, public awareness of workplace violence began in August of 1986 when a postal employee shot and killed fourteen people before killing himself. Prior to these killings, violence in the workplace was only referred to as getting injured on theRead MoreThe Effects Of Workplace Violence On The Workplace1676 Words   |  7 PagesWorkplace violence (WPV) is defined as â€Å"any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site† (OSHA, n.d., para. 1). For the nursing profession these threats include the following sources: nurse to nurse, patient to nurse, relatives to nurse, other health professionals to nurse. WPV happens in all healthcare settings, however some units are known to have higher incidences than others. One healthcare setting that isRead MoreThe Effects Of Workplace Violence On The Workplace1799 Words   |  8 PagesViolence in the workplace can happen to anyone at anytime, anywhere that is possible. Everyone is not safe from workplace violence, which is why we need to identify and prevent this from happening. Violence can cause a significant amount of fatalities and injuries throughout the entire United Sates. Nearly 2 million Americans are affected by assaults and violent acts by people in the workplace. Workplace Violence could also damage someone’s trust and the sense of security while working with othersRead MoreThe Effects Of Workplace Violence On The Workplace1501 Words   |  7 Pagesin the rate of workplace violence in private-sector hospitals by 110% (2016). Workplace violence, which consists of physical and psychological abuse during work or on duty, has been an increasing problem in the healthc are industry. Workplace violence occurs in all types of healthcare settings such as hospitals and nursing homes and includes violence from patients, visitors, invaders, and coworkers. Although many states, including California, have laws preventing workplace violence, there is no federalRead MoreThe Effects Of Workplace Violence On The Workplace1154 Words   |  5 Pages Introduction Workplace violence is defined in the OHSA as the exercise or attempted exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker, or a statement or behavior that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker(ecentennial reading). ). It can happen at or outside the working environment

Critically Reflect on Negotiation and Conflict Management

Question: Describe, analyse and critically reflect upon a conflict and/or negotiation in which you have recently been involved. The conflict and/or negotiation should preferably be one that occurred in your workplace or an organisational setting? Answer: Executive Summary The majority of the employees have to deal with the conflict at some point or the other which sometimes can turn to be serious event in the organisation. The conflicts are seen mostly in the front-line roles /entry-level employees of the organisations. But sometimes the conflicts are also found at the senior level of the management (Mathis Jackson, 2011). The conflicts happen when there is a clash between the personalities in the workplace. It so happened that the interference of people in others work and unable to progress due to the others action is often seen as a source of conflict in the organisation (Warring Egos, Toxic Individuals, Feeble Leadership, 2015). It must be kept in the mind that if the conflict is not resolved it can escalate the situation and can lead to dangerous workplace. It is in my opinion that the conflict with the employees of the organisation must be resolved to the earliest by bringing the two parties together and identifying the problems or the issues an d discussing about the situation so that the problem does not go out of the hand, and the working condition of the organisation is not disturbed. Introduction What is workplace conflict? It can be said that the conflicts in the workplace can be perceived as the actual clash between the groups and the individuals in the organisation. It can be said that the conflicts in the organisations in the workplace arise due to many reasons such as how people should work in te organisation and how they should behave in the organisation, about the roles they play and the amount of their remuneration (Jeong, 2008). The employees of the organisation expect some sort of behaviour and responsibility from the people. The extent to which these expectations are fulfilled or being clashed will result in whether there is a workplace conflict or not in the organisation. The conflict in the organisation can be better understood by the following situation that I have encountered recently in a public library. Caleb Billings is a librarian by profession at a Public Library. He has shown his interest for the post of Associate Director in the library that has recently come up.He is very much confident of his experience and the qualifications and felt certain that the director of the library, Jack Williams, will appoint him without any hesitation (Conflictandpower.tripod.com, 2015).Instead of Caleb, Jack hires newcomer Cassie Stiles.He does not talk about his conclusion with Caleb, nor does he update Cassie of the state of affairs until shes already on the job and has sensed Calebs resentment.Cassie attempted to talk about the condition with Caleb but he does not cooperate and refused to be even friendlier or social to her.For the next few years, Caleb does all sorts of things in his authority to make Cassies work complicated. This has affected not only the employees of the library, but also everyone who was functioning around them.Jacks effort to remain unbiased by avoiding the clash entirel y doesnt aid the condition and contributes to the deteriorating of the whole organization.In the end, Cassie left her job to join another library and Caleb was by no means promoted. Analysis It needs to be seen here that the conflict has happened over a long period of time. The lack of communication among the people in the library was the source of the entire problem in the library. Caleb and jack had the chance to sort out the matter by discussing or taking the opinion of each other, but they did not do so. From the beginning it was clear r that Jack and Caleb had differences and Caleb needed to discuss the matter with Jack about the kind of person he was looking for the post of Associate Director (Conflictandpower.tripod.com, 2015). Moreover it was seen that jack hired a new comer for that post who was unaware of the fact that Caleb was a probable candidate for his post. Jack did not warn her of probable resentment and annoyance from Caleb.Cassie tries to discuss the situation with Caleb about the conflict in which they were at the moment but nothing paved to the situation. She has also tried to show empathy to Caleb but he was not moved by her actions. He was in so mu ch anger that he not only did not want to discuss the situation, but also tried to make her career in the library a hell, though she was not responsible for the whole conflicting situation. The extent of the situation was that Caleb was after ruining the career of Cassie. He even punished and blamed her for taking his place.He turned the condition into an interpersonal rivalry. Even jack tried to avoid the conflict to be on the safe side. Eventually no one was benefitted from the situation. Cassie left the job and even after that Caleb was not promoted to the position of Associate Director of the library. It was because of the situation that was created between Jack and Caleb. Better management of conflict at an initial stage might have made improvements in the condition of the library, the relationships among the employees within it, and it could possibly have enhanced Calebs future in the library (Workplace Conflict Resolution, 2015). Critical and Reflective Discussion The signs of conflict in an organisation There are certain signs which will indicate that there are certain tensions of conflict that are going on in the organisation (Avgar, 2010). It might so happen that there is a heated situation in the workplace or a meeting between the employees and the managers may turn into a standoff. Before the actual conflict takes place, there are certain tense situations in the work place. The colleagues or the employees might feel unhappy or there might be certain issues that may be troubling them (Boulle, 2015). The symptoms are: Motivation drops- the people will not engage with the work and take fewer tasks in hand. Behaviour changes- the employees start making derogatory comments towards the other employees. Productivity falls- the productivity of the employees as well as the organisation falls and there arises complaints from the management. Sickness absence- people starts taking more sick leaves. It is due to the fact that the people may be suffering from stress or depression The sources of conflict Some of the issues that can give rise to conflict between groups and individuals at work include: Poor management of the organisation. Inadequate training of the employees. Unfair treatment or discrimination Unclear work roles in the organisation Poor communications Harassment and Bullying. Poor work environment in the organisation Lack of equal opportunities for the employees In Context of the Situation of the Library Case Departmentalization Departmentalization is an aspect that may generate conflict (Deutsch Coleman, 2000).Merging the departments of the organization as to save the costs might lead to troubles involving the relationships among the staffs, the hierarchy of the organizations and conflicting goals among them.In one example, a library division was split into two distinct entities, in part, in order to manage the conflicts amongst the employees. The other aspects of departmentalization can be just as destructive.Struggle for limited or restricted resources such as equipment or space may lead to feelings of disbelieve or a disobedience of ones field. Miscommunication In most of the workplace conflict it can be found that the most devastating cause of which can lead to the conflict. The communication barriers can often lead to misleading activities as well as wrong assessment of the persons. Miscommunication could also cause a distorted opinion of things, such as the works that the employees perform.Managers who do not have the time to study what their staffs do may build up impractical goals. Misunderstanding and miscommunication can happen at all levels of the organisation (Goodwin Midlane, 2002). Various departments doing the same project but given a different deadline can often lead to conflict. Like in the case of the library, there is a communication gap between the employees of the library. Here Jack does not communicate about the need of the post of the library to Caleb; whereas Caleb was sure that the post would be given to him. No one was clear about the needs and the thoughts of the others as there was a huge communication gap between the two which ultimately led to the hampering of the work of the library. Interpersonal conflict The interpersonal relationship among the employees is another source of conflict. In some cases, interpersonal conflicts are the reasons which if left untreated can develop into larger organizational and departmental conflicts.It is the most general type of conflict which is found in the organisation and also in libraries and sometimes it can even result in violence (Jeong, 2008). Religious beliefs Gender issues, personality clashes and racism are all sources of interpersonal conflict.Conflicts of interest are also a cause of workplace conflict, particularly when they are related to the job.An employee who is contending for a higher-level post may feel vulnerable by co-workers having the need for the same job.The fear of losing the job or losing power of a specific job duty can cause a secretive or distrust behaviour.An impression of caring may add fuel to a clash if employees sense that their colleagues are being professionally or personally attacked by other employees. Management of the conflict in the workplace The conflict in the organisation can be managed by developing certain strategies. The strategy thus developed must be in consultation with the managers as well as the employees. There are certain issues that need to be resolved before handling the conflicts in the organisation. The steps as to how the conflict should be managed needs to be sorted (Warring Egos, Toxic Individuals, Feeble Leadership, 2015). The procedures, the timings and the role to be played by the managers, needs to be briefed out at the beginning of process of the management of the conflict. Have a quiet word In many conflicts when the situation shifts from the formal to the informal then the situation can be handled easily. The informal stage often involves the employees to having a simple talk with each other in the organisation. Even the listening of the problems of the people in the organisations can solve the problem (Kupchan, 2010). Giving the people of the organisation some space and time to express their feelings can often remove the tense situations in the hand. Collaboration as it can be said is viewed as a method of problem solving or negotiation. Investigate informally The decisions in the organisations should not be taken with haste and on instincts. Time should be taken while any decision is taken. Relevant information should be taken by talking with the employees (Lebedun, 2015). For example the managers might ask the employee about his absent records. Even talking with the colleagues of the employees might be of help to the mangers as they can get an insight to the problem that the individual is facing. Mediation Mediation is a type of interference where a mediator is introduced to manage the discussions of the employees of the organization (Shallcross, Ramsay Barker, 2013).This can become successful as long as all members view the negotiator as neutral and as someone they can rely on.However, it should be kept in the mind that the mediation should come just when it is evident that the parties had tried to sort the situation and failed to work together on their own. Compromise Compromise allows the employees to feel a sense of impartiality and unity for a common goal, and for which everybody must have the same opinion about (Managing conflict at work, 2015).Every party to the clash sacrifices a little for the general gain, producing a no loser or winner situation.Equal amounts of confident and supportive behavior are seen in this form of conflict management (Saundry Wibberley, 2015). Conclusion and Recommendations It is crucial that the managers must know how to run the organisations and the workforce in the organisation. Effective managing of the organisation can lead to a healthy working environment and minimisation of the conflict within the employees of the organisation (Nixon, 2005). It must also to be kept in the mind that some sort of conflict is necessary for the employees and the organisation, and it can be even beneficial for the organisation if it is handled properly and appropriately. Established policies and open lines of communication are the measures which can be used to prevent the conflict the situation should be such in every organization, including the libraries (Managing conflict at work: A guide for line managers, 2015).Preventative measures that are taken do not always remove the conflict, but they try establishing an environment that is favourable to the managing of the conflict.Managers with the right amount of information, skills and knowledge can turn nearly any confl ict into fruitful expansion for the company. The attitude of the supervisors towards the resolution of the conflict determines whether the conflict is favourable for the group or the organization. It can be said that, the way a person manage conflict within the organisation will direct the future of the organisation. Reference List Avgar, A. (2010). Negotiated capital: conflict, its resolution, and workplace social capital.International Journal of Conflict Management, 21(3), pp.236-259. Boulle, L. (2015).Managing Workplace Conflict Alternative Dispute Resolution in Australia. [online] Epublications.bond.edu.au. Available at: https://epublications.bond.edu.au/cgi/viewcontent.cgi?article=1355context=adr [Accessed 10 Mar. 2015]. Conflictandpower.tripod.com, (2015).Conflict and Power Struggle in the Workplace. [online] Available at: https://conflictandpower.tripod.com/id1.html [Accessed 10 Mar. 2015]. Deutsch, M. and Coleman, P. (2000).The handbook of conflict resolution. San Francisco, Calif.: Jossey-Bass. Goodwin, D. and Midlane, M. (2002).Negotiation in international conflict. London: F. Cass. Jeong, H. (2008).Understanding conflict and conflict analysis. Los Angeles: SAGE. Kupchan, C. (2010).How enemies become friends. Princeton: Princeton University Press. Lebedun, J. (2015).Managing Workplace Conflict. 1st ed. [ebook] Available at: https://www.trainingsolutions.com/pdf/wpconflict.pdf [Accessed 10 Mar. 2015]. Managing conflict at work. (2015). 1st ed. [ebook] Available at: https://www.acas.org.uk/media/pdf/h/5/Managing_Conflict_at_Work_December_2009.pdf [Accessed 10 Mar. 2015]. Managing conflict at work: A guide for line managers. (2015). 1st ed. [ebook] Available at: https://www.cardiff.ac.uk/humrs/staffinfo/organisationaldevelopment/leadership/dashboard/Managing%20Conflict%20at%20Work%20-%20a%20guide%20for%20line%20managers.pdf [Accessed 10 Mar. 2015]. Mathis, R. and Jackson, J. (2011).Human resource management. Mason, OH: Thomson/South-western. Nixon, P. (2005).Negotiation. Singapore: Wiley. Saundry, R. and Wibberley, G. (2015).Workplace dispute resolution and the management of individual conflict. 1st ed. [ebook] Available at: https://www.acas.org.uk/media/pdf/q/a/0614-Workplace-Dispute-Resolution-Thematic-Review.pdf [Accessed 10 Mar. 2015]. Shallcross, L., Ramsay, S. and Barker, M. (2013). Severe Workplace Conflict: The Experience of Mobbing.Negotiation and Conflict Management Research, 6(3), pp.191-213. Warring Egos, Toxic Individuals, Feeble Leadership. (2015). 1st ed. [ebook] Available at: https://www.psychometrics.com/docs/conflictstudy_09.pdf [Accessed 10 Mar. 2015]. Workplace Conflict Resolution. (2015). 1st ed. [ebook] Available at: https://www.businessmanagementdaily.com/res/BMD/Free-Reports/WorkplaceConflictResolution.pdf [Accessed 10 Mar. 2015].

Organization Change Management and Role of Mangers in Change

Abstract Management can generally refer to either an art or a science of completing a task by using other people, according to Dale (1969). In an organization, management is a way of using available resources to make employees meet certain objectives and achieve set goals in an effective and efficient manner.Advertising We will write a custom research paper sample on Organization Change Management and Role of Mangers in Change specifically for you for only $16.05 $11/page Learn More It includes planning, organizing, recruitment, guiding, and showing the way in order to achieve the set target. An issue in management can be an event that causes significant, mostly sustained, news coverage and open examination. Issues in management are numerous and diverse, however, the purpose of this paper is to single out organizational change issues in management. Organization change management, on the whole, has its own right become a powerful business. Organization ch ange in management is beneficial, but one never fails to notice its shortcomings and the mounting challenges. The challenges can be overcome with careful planning by managers and attention to the way the change is conducted. Organization Change Management and Role of Mangers in Change Often, a good number of companies employ various organization change programs. As it has already been mentioned, organization change management, has become a powerful business. For example, it stands for billions of dollars in developing programs, implementing and training fees for consultants. For senior managers it can be a way to survive, profit and grow. For customers, it means better and efficient service, while for employees it can mean a chance for job improvements. Change in management is beneficial, but one never fails to notice its shortcomings that include the following three examples. In case organization change is seen to have failed, senior employees or managers may be dismissed, which fi nds its way into the equity of shareholders. Secondly, whether it fails or it succeeds, a lot of fundamental changes will likely lead to loss of jobs, demotion and dissatisfaction with the introduction of new ways of working. The third point is, the unwanted change experienced with customers can make them dissatisfied or decline the services. Organization change process nowadays is much shrouded in fear and threat as it is part of a powerful discourse of management in the present world. A quick look in any newspaper in the business section, journals on management, magazine or management articles will show that a key management discourse is organizational change (Mills, 2008).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More While the focus may vary, the fundamental message is the same. If the company has not been involved in some sort of change initiative, there are chances that it may be operating below its full potential. Indeed, those who have been doing well at advancing change have been elevated to expert-status. Although present discourse of change consists of many basics of the earlier, pre-1980 approach to change, the difference between then and today is that organization change has come to be thought of as a holistic, rather than the piecemeal approach to organizational effectiveness (Mills, 2008). The focus of change in the past used to be on strategies for managing. According to Mills, organization engaged in OD techniques to improve the behavior or structural levels of the company (2008). In that way, the organization was guaranteed to capitalize on its effectiveness. Nowadays the emphasis on organization effectiveness and customer satisfaction are often seen as cutting edge. Despite the application of the latest techniques, the senior manager can derive satisfaction from the knowledge that he/ she will be seen as a forward-thinker in their attempt s to ensure company survival and growth in a global economy. Many case studies carried out in management issues show a set of accounts of what took place in a certain business, organization, or industry within a certain period if time. The organization is a complex system, which is confronted with many challenges, as a result of external and internal influences. Change management at the level of the organizational, according to Badescu, is a key issue in ensuring most appropriate strategic way for realizing competitive advantage in the business atmosphere (2005). People are always afraid of change and are nervous whenever change occurs, such as an organizational change. Most will resist it both consciously and subconsciously. Many a times, those fears are strong that the change will result into a negative effect for them. However, the target people to embrace change will eventually recognize that the change was intended for the better. The speed of change is always increasing, espec ially, with the emergence of the internet and swift installment of modern technologies, methods of doing business and demeanor of one’s life. Organizational change management strives to find out the attitude of the target people and work together to enhance effective and efficient delivery of change and passionate support for the good results. The major concern of organizational change management is to win the target people to change their behavior and the way of life.Advertising We will write a custom research paper sample on Organization Change Management and Role of Mangers in Change specifically for you for only $16.05 $11/page Learn More Change is often a shift in technology or internal hierarchy, when a key change is experienced by a company; it demands a response where the organization makes a significant alteration in the way the work will be done. During the change, the following guidelines should be considered for changing corporate cul ture. In order to get a satisfactory result, the target group should be given a concrete reason to accept the change. A respected person should be put in charge and should involve all parties in change. For smooth running of the program create a management team to oversee change, and provide necessary training in work methods and expected new values. Organization needs to adequately prepare for implementing the change successfully through a process of change management. The first stage is preparation which involves preparing employees for the change, describing the changes comprehensively to the target group, researching on the proceeding of the last change which occurred in the organization, assessing organizational readiness and making additional changes that are critical. What follows next is planning for change. This stage is referred to making contingency plans, which impact personal performance and productivity, encourage employee input and set timetables as well as objectives to measure change progress. The third stage is creating transitional structures. Special activities required at this stage include creating a transition management group to oversee the change, develop temporary policies and procedures during the change, create new channels of communication and arrange frequent meetings to provide feedback on the change progress. The fourth stage in organization change management is its implementation. Implementing change covers appropriate training in the new skills, encouraging the self-management, provision of frequent feedback that will help people to forget the old and to adjust to changes within the shortest time. Finally, acknowledge the people who have made the change in the process of work. The manager plays a pivotal role in organizational change management. Their duty is to move or lead employees and teams through a change process, in an efficient way possible in spite of how well or poor the change has been introduced. A manager will hav e to choose the approach and plan to change, create a favorable climate for change and culture for sustainable change.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More References Badescu, C. (2005).Case Studies in Management Issues. Bucharest. Editura Mica Valahie Dale, E. (1969). Management: theory and practice, McGraw-Hill series in management. California. Rex Bookstore Book Inc. Mills, J. H., Dye, K., Mills, J. A. (2008). Understanding Organizational Change, Edition illustrated. Milton Park. Taylor Francis. Organizational Change Management. Why, What, How? Available at  http://www.epmbook.com/orgchange.htm Retrieved Sheedy, C. November/December, 2010. Australian Institute of Management. The Key management Issues. Available at  http://www.epmbook.com/orgchange.htm Retrieved This research paper on Organization Change Management and Role of Mangers in Change was written and submitted by user Lennox F. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.