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Custom essays on Principles of management of organization

The rate of different organizational change has not slowed nowadays, and may even be increasing from day to day. Principles of management of organization are determined by system requirements to the structure and organization of management process. These principles has own nature because they help to control managing process and create favorable situation that helps to work effectively. A management of organization is carried out by means of substantive initial provisions and rules which are followed by the managers of all levels. These rules determine the “line” of conduct of manager. Thus, management principles can be presented as fundamental ideas, conformities to the law and rules of conduct of leaders on realization of administrative functions. We know a lot of situations when organizations have some problems in managing process and that’s why it will be necessary to talk about principles for managing change.
Any change is a very difficult process. According to Balkin, D. & Cardy, R.

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(2008) it is impossible to give simple instruction, how to manage organizational changes. There are no special templates of leading the process of changes, and there are no prepared decisions of problems. Realization of changes is joint work of leaders, managers and employees of organization. The guarantee of success is the following principles of process of changes control. According to the Twelve Principles for Managing Change that were taken from the following website, http://www.lynco.com/12prin.html I can conclude that managing change has a dual character, because they changes greatly influenced on not only people, but also on the system. I selected the three principles that I believe in and I think that they are the most important to follow when managing change. These principles are: change only happens when each person makes a decision to implement the change; a clearly defined vision of the end result enables all the people to define the most efficient path for accomplishing the results; and to change the individual, change the system. I feel these principles essential because they reflect position when people should be able to work hard for real perspectives and see results of their actions. I think that every person in organization has own function and only changing people and their attitude to work we can change the system.
There are many specific techniques that can be used for managing change in an organization and in the next information I want to dwell on one of them. Let’s take the principle for managing change that proclaim necessity to change individuals for the changing the whole system. I want to connect this principle with the following technique of managing change. At first, it is necessary to co-ordinate methods and processes of changes with ordinary activity and administrative processes in organization. A fight is possible for the limited resources: wish of some people to utilize both for planning or development of changes and for implementation of current businesses. This problem becomes especially sharp and delicate in organizations, where large changes are, for example, at a mass production, when passing to the new product or technology requires considerable reorganization of processes of production and workshops, and a question foremost consists in that, how to obtain it without substantial losses in a production and productivity. I think that you see from this example that people play significant role in changing process like an instrument of changes, because for every change all people have to do much work in a right way.
Thus, taking into account all above mentioned we can conclude that managing organizational change will be more successful if we will apply simple principles because for all organizations change must be realistic, achievable and measurable.