Empfohlen
Empfohlen
Weitere ähnliche Inhalte
Empfohlen
Empfohlen (20)
Diggens jenny inn331_2_management_issues_oral_presentation_2013
- 1. Management Issues - Oral Presentation Jenny Diggens Inn331 Assignment Two Due 18 April 2013 (Diggens, J., Brunswick Public Library, 2013)
- 2. THE TOPIC / CONTEXT Change Management EMPLOYEES’ RESISTANCE TO CHANGE The Library Industry
- 3. THE OVERVIEW Change Change Management Resistance to Change (Diggens, J, ACU Library, 2013)
- 4. EMPLOYEE PERSPECTIVE Fear of change Job / Wage Security Loss of control in current role Can I learn new skills Avoidance in embracing changes Lack of communication & information from Managers (Diggens, J., ACU Library, 2013)
- 5. MANAGEMENT PERSPECTIVE Highly Judgmental Communication Breakdown Corporate Culture Unhappy Employees Lack of Trust from employees Misunderstandings (Diggens, J., ACU Library, 2013)
- 6. INFORMATION ORGANISATION Failure Delays Avoidance Loss of work force Productivity (Diggens, J., ACU Library, 2013)
- 7. INFORMATION PROFESSIONALS Frustrations Communication Breakdown Lack of Support and Respect Staff no Longer Trusts them Loss of Confidence Increase work load causing Stress (Diggens, J., ACU Library, 2013)
- 8. PROBLEM STATEMENT: Librarians NEED TO develop programs and skills to handle employee resistance to change BECAUSE it is one of the major challenges for Libraries and Librarians today.
- 9. THE END C Caneda, S. & Green, R. (2007). Employee Resistance to Change. Library Worklife – HR E-News for Today’s Leaders. Retrieve from http://ala-apa.org/newsletter/2007/11/16/employee-resistance-to- change/ Evans, G. E., & Ward, P. L. (2007). Management Basic for Information Professionals. 2nd ed. New York: Neal-Schuman Publishers Inc. Harvey, Thomas R. & Broyles, Elizabeth A. (2010). Resistance to Change: A Guide to Harnessing Its Positive Power. [EBL version] Retrieved from http://www.qut.eblib.com.au.ezp01.library.qut.edu.au/patron/FullRe cord.aspx?p=616359&echo=1&userid=xiqxkxX23ut%2fVNW58DpHy g%3d%3d&tstamp=1365304166&id=A218DB716CFA041B8C9A603A 86D23F00E5EA72E9 Scott, J. T. (2013). The Concise Handbook of Management: A Practitioner’s Approach. New York: Routledge. [EBL version] Retrieved from http://reader.eblib.com.au.ezp01.library.qut.edu.au/(S(ta5d5laibnw wyuy2m5cfh2yn))/Reader.aspx?p=1122990&o=96&u=xiqxkxX23ut %2fVNW58DpHyg%3d%3d&t=1365430472&h=3DC9E30BF08F5BDE 6F529B292E3F447EA49E9E45&s=8067944&ut=245&pg=1&r=img&c =-1&pat=n Vanduinkerken, W., & Pixey, A. (2011). Challenges of Library Management: a leading with Emotional Engagement. Chicago: American Library Association. [EBL version] Retrieve from http://books.google.com.au/books?id=Sh1K6aJD2pwC&printsec=fro ntcover&source=gbs_ge_summary_r&cad=0#v=onepage&q&f=false (Diggens, J., Beautiful Black Rose, 2013)
Hinweis der Redaktion
- MY NAME IS JENNY DIGGENS. WELCOME EVERYONE TO MY MANAGEMENT ISSUES ORAL PRESENTATION. THIS PRESENTATION WILL HIGHLIGHT MY TOPIC, THE FOCUS AREA & WHY IT IS IMPORTANT AND HOW IT AFFECTS THE INFORMATION INDUSTRY AS WHOLE. SORR I HAVE NO POPCORN TO HANDOUT BUT I HOPE YOU WILL SIT DOWN & ENJOY THIS PRESENTATION.
- THE TOPIC I DECIDED TO TALK ABOUT TODAY IS CHANGE MANAGEMENT WITH THE FOCUS ON EMPLOYEE’S RESISTANCE TO CHANGE AND HOW IT AFFECTS THE INFORMATION INDUSTRY. RESISTANT TO CHANGE CANNOT BE PREVENTED BUT CAN BE MANAGED. THE CONTEXT OF THIS PRESENTATION WILL BE FOCUS ON THE LIBRARY INDUSTRY AS A WHOLE.
- CHANGE IS CONSTANT: LIBRARY MANAGERS NEED HIGH LEVEL SKILLS IN CHANGE MANAGEMENT TO BE EFFECTIVE IN RENEWING LIBRARIES’ DIRECTIONS, STRUCTURES AND THE CHANGING EXPECTATIONS OF SOCIETY. RESISTANCE TO CHANGE IS THE EMOTIONAL REACTION OF EMPLOYEES WHO FEEL THREATEN BY CHANGE.
- ISSUES FROM EMPLOYEE’S PERSPECTIVE ARE; FEAR OF CHANGE JOB / WAGE SECURITY - (WHAT WILL HAPPEN TO MY JOB) LOSS OF CONTROL IN CURRENT ROLE CAN I LEARN NEW SKILLS AVOIDANCE IN EMBRACING CHANGES LACK OF COMMUNICATION AND INFORMATION FROM MANAGERS
- ISSUES FROM MANAGEMENT PERSPECTIVE ARE: BECOME HIGHLY JUDGMENTAL TO STAFF COMMUNICATION BREAKDOWN CHANGES IN CORPORATE CULTURE UNHAPPY EMPLOYEES LACK OF TRUST FROM EMPLOYEES MISUNDERSTANDINGS BETWEEN MANAGEMENT & STAFF
- IMPLICATIONS FOR INFORMATION ORGANISATION ARE:FAILURE TO IMPLEMENT CHANGES DELAYS IN IMPLEMENTING CHANGES AVOIDENCE – WILL NOT COMMIT TO THE PRESENT PROJECT LOSS OF WORK FORCE DUE TO EMPLOYEES RETIRING OR LOOKING FOR WORK ELSEWHERE LOSS OF PRODUCTIVITY.
- IMPLICATIONS FOR INFORMATION PROFESSIONALS ARE: FRUSTRATION WITH STAFF AND MANAGEMENT COMMUNICATION BREADKDOWN LACK OF SUPPORT AND RESPECT STAFF NO LONGER TRUST THEM LOSS OF CONFIDENCE INCREASE WORK LOAD CAUSING STRESS.
- FOR CHANGES TO BE IMPLEMENTED SMOOTHLY IN LIBRARIES LIBRARIANS NEED TO UNDERSTAND WHY EMPLOYEES RESIST CHANGE. THE PROBLEM STATEMENT FOR THIS ASSIGNMENT IS Librarians need to develop programs & skills to handle employee resistance to change because it is one of the major challenges for Libraries and Librarians today.
- THANKYOU FOR LISTENING TO THIS PRESENTATION WHICH HIGHLIGHTED WHY AS INFORMATION PROFESSIONAL WE NEED TO UNDERSTAND THE IMPLICATIONS RESISTANCE HAS ON HOW WE IMPLEMENT CHANGES. I HAVE INCLUDED MY LIST OF REFERENCES IF YOU LIKE TO READ MORE ON THIS INTERESTING AND IMPORTANT TOPIC FOR ALL INFORMATION PROFESSIONAL.