Managing Change in Workplace

Topics: Change management, Management, Project management Pages: 15 (4975 words) Published: August 6, 2013
CHANGE MANAGEMENT
BY
SIMANCHALAM S/O LETCHUMANAN
MOHAMMAD FAIZUL BIN YAAKOP
HASNIZA BINTI MD IBRAHIM
NORHAMIZA BINTI JUSOH
SYAKIRAH BINTI AHMAD
SITI HASLINDA BINTI THALJI
WAN AZZRIE BIN WAN RAMLI

KFORCE MASTERS OF MANAGEMENT 2012

TABLE OF CONTENTS

TOPICSPAGE NO.
INTRODUCTION 3 - 4
PROBLEM STATEMENT 4 - 5
THE NEW COMMAND AND CONTROL SYSTEM 5 - 6
THE CHANGE MANAGEMENT PROCESS 6 - 11
OBSTACLES IN IMPLEMENTING CHANGE 11 - 13
HOW THE CHANGE SHOULD HAVE BEEN HANDLED 13 - 16
SUMMARY 16 – 17

MANAGING CHANGE IN MY WORKPLACE
INTRODUCTION
1. Any organizations which are planning to implement change to their traditional work system and culture need to carefully draw a change plan to avoid many traps and obstacles that they need to face in order for the change to be accepted successfully. History has proven many organizations have made courageous attempts to implement change but failed without realizing the cause of its failure. The reality is we are dealing with human factors who are master of their habits. Therefore, to change their beliefs and values will require strong commitment and support from top management. Change management requires thorough planning and careful implementation, moreover the people affected by the change should be involved in the whole process. If change is forced onto people, the management will need to face many problems. Normally people fear to face the unknown, the need to change should be explained and communicated to the people to ensure they know what is happening and how it will improve their performance in future. The workers need to feel empowered rather than feeling they are being manipulated.

2. This change management report is aimed to reflect the practice of my organization to cope with the changing and unstable environment and also to make a recommendation in order to bridge the gap between current practice and the theory. I would like to use my work place as a case study model in preparing this paper. The higher management of my branch has made some decision that will affect our work style by implementing changes in term of the system and equipment used in performing our operational task. My workplace is known as 320 Sqn, which is a Command and Control unit which was formed in 01 September 1972 in Kuantan Air Base. In 1989, Royal Malaysian Air Force embarked on a new System known as Marconi Advance Radar Display and Information System (MARDIS). After almost 22 years of operation, this system has been obsolete and ageing need to be replaced with state of the art technology to keep abreast with changing defence technology and to continue sqn’s mandated operation. 320 Sqn is capable of functioning as Sector Operational Centre (SOC) and Control and Reporting Centre (CRC) under the operational command and control of the Regional Air Defence Commander (RADC) and tactical command and control of the Sector Commander (SC). National Air Defence activities and operations are aimed to defend the integrity of our national airspace and territorial waters. Thus, Sistem Pertahanan Udara Nasional (SPUN) was formulated and approved by the government. The structure of this concept is the five major aspects of total defence consist of military, social, economic, psychological and civil defence. The SPUN concept is designed to assure systematic, efficient and consolidated management and protection of our national airspace.

3. When operating as SOC the sqn is responsible to provide continuous Recognised Air Picture (RAP) and conduct general area defence over Region 1 within its Area of Responsibility (AOR). The SC assisted with battle staffs will perform threat evolution, weapon assignment and exercising Tactical Control (TACON) of the assigned air defence resources. As CRC, sqn is required to perform as a data...
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