Description
One of the most fascinating components of the change management process is the change agent. The change agent, who can be a leader, manager, employee, consultant, or customer, is a person who is often at the center of the change management process and performs several critical functions in the overall process.
In a three-to-five page paper, address the following with regard to change agents:
- Define the concept of a change agent, including the traits and characteristics that best represent a change agent in today’s organization.
- Discuss the role of a change agent in the change management process (e.g., formal or informal role, position of authority or power, etc.).
- Assess how a change agent can influence the generation, direction, success, or failure of a change initiative.
- Finally, assess any challenges a change agent may have in the change process (e.g., not agreeing with the change, management not truthfully sharing the repercussions of the change, etc.) and how these challenges should be addressed.
Your well-written paper should meet the following requirements:
- Be three-to-five pages in length, which does not include the title page and reference pages, which are never a part of the content minimum requirements.
- Use APA style guidelines.
- Support your submission with course material concepts, principles, and theories from the textbook and at least three scholarly, peer-reviewed journal articles.
- It is strongly encouraged that you submit all assignments into the Turnitin Originality Check prior to submitting it to your instructor for grading. If you are unsure how to submit an assignment into the Originality Check tool, review the Turnitin Originality Check – Student Guide for step-by-step instructions.
- Review the grading rubric to see how you will be graded for this assignment.
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Running head: A CHANGE AGENT
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A Change Agent
Name of student
Name of Instructor
Name of course
Name of institution
Date
A CHANGE AGENT
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A Change Agent
Change is inevitable in the current businesses due to globalization, technology advancement, and
customer demand. Leaders have a significant influence in a change process. They execute the
primary duty of ensuring that a company’s workforce adapts to shifting marketplaces. With the
primary focus on process improvements and cost-effectiveness in change management,
organizations are now in need of change agents to help in the execution of new processes and help
workers adjust to new ways of doing things. The paper, therefore, aims to discuss the agents of
change in an organization.
Agents of change are internal or external individuals that pledge and manage change. These agents
can be managers or employees within an organization or consultants from outside the organization
with the duty of overseeing change management in that particular organization. Traits and
characteristics that best represent a change agent in today’s organization include; first, courageous.
Agents for change in today’s organization choose discomfort and uncertainty. They create suitable
conditions for those not popular with the change initiative. They, therefore, take courage to break
the norm and speak to people who are not ready to accept the adjustments especially those with
more authority in organizations (Nikolaou.et.al, 2007)
The second trait is empathetic; in today’s organization, change agents put themselves in workers’
shoes to understand their experience. They can predict how people will feel about the initiative,
which helps them from not judging those who resist the change. The change agents understand
people’s responses to change as normal and valid. The third trait is patient; change agents in
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