Relationship Between Change Readiness And Change Agent
Change in any of the functionalities provides with the development and improvements in the loopholes being identified within the business enterprise. However, the change readiness is been considered as the initiatives and responses being to bring required changes for the purpose to build beneficial events, reduce the business risk and attain sustainable performances. As per the case of BTS, it has been found that the entire organization as a group has to be focused and thus needs to implement an effective change over it (Rafferty et al., 2013). The change readiness is the awareness among the employees or the management of the company which would contribute in the enhancement of the knowledge and skills of the team members. Implementing change requires effective planning and contribution of the management as well as the staff members.
On the other hand, the change agents are the individuals from internal or external sources of the organization that assists the enterprises in transforming itself. It also helps in concentrating various aspects such as development, improvement and effectiveness of the organizational objectives. The case depicts that the productivity and profitability of BTS had dropped down with the emergences of various issues and this requires quick measures to be taken by the management. The change agents normally concentrate on various effects like changes in trends, modification in the technologies, structural modification and the activities for maintaining personal and group relationships within the organizational framework (Cummings and Worley, 2014). The major focus of these agents is on the employees of BTS along with their interaction carried out among them. These aspects contribute in the enhancement of the skills and the operational activities of BTS. There is a direct relationship between the change readiness and the change agents as these are the interconnected aspects which lead to the execution and management of change in BTS. It has been observed that with the initiation of change BTS must focus on the selection of the right change agents so that to lead the change in an effective manner.
BTS also needs to enhance the awareness among its staff members about the consequences or challenges faced by them so that to motivate them towards the adoption of change positively and assist the management in executing the same properly. The relationship between the change readiness and change agent emphasizes the basic objective behind the change and put their best efforts for the achievement of the same. As per the present case, the management of BTS must strive hard to execute the changes from the external sources also as it would include an innovative intervention in the organization (Vakola, 2014). Along with this, the organization also needs to establish its own change policies and convey to the entire management and the staff members so that to make them put effort and contribute in the achievements of the change objectives within the framework of BTS. It is been found that with the help of these initiatives BTS could overcome with the issues being faced while implementing changes in the functionalities successfully.
Readiness to change and implementation of change
Readiness to change refers to necessity of change initiative and capacity to implement change successfully. Leaders can evaluate about organizational and individual capacity for identifying the need for change, identifying the benefit of change to individual and organization and making a successful change. For the purpose of leaders to identify the change, we use the concept of Oakland and Morris (2013).