Managing Organizational Change and Improvement Research Paper
- Length: 8 pages
- Sources: 7
- Subject: Business - Management
- Type: Research Paper
- Paper: #46729339
Excerpt from Research Paper :
This means, assessing where the company is currently sitting, examining the various obstacles that are standing the way of achieving the objective and what possible solutions can used to overcome these obstacles. Once this has been identified, you want to begin taking the different solutions and implementing them. This requires that all managers, work together in making an effort to change the work environment for the better. Where, they will embrace of all the different opportunities as a way to increase productivity within an organization. (Gerhart, 1995) Once, there is agreement on how to move forward, managers must begin communicating what is taking place with employees by addressing those issues that are most important. In the case of communication and employee needs, managers would need to conduct regular meetings with employees, discussing a whole host of issues that could be affecting performance. This means that managers must be proactive, where they will begin to ask an employee if everything is okay when their productivity first declines. Once this takes place, managers can begin to build a rapport with employees. This is the first step to effective communication on the team level, where managers can be seen as a go to person in the company, who can address what issues employees may have. However, when an employee expresses issues that are most important to them, management must respond to their concerns right away. This will build perceptions, on the individual level that the company is genuinely interested in their employee's well being. At the same time, management must engage in tactics that will improve the overall unity of an organization. In this particular case, management must do a series of employee related events and provide them with different benefits (that go above and beyond what traditional employers will do). Then, an implantation date must be determined as to when and how the new policies will take effect. Once this occurs, managers must continually focus on ensuring that they and all employees are following the new procedures. Over the course of time, this will cause a shift in psychology. Where, communication will improve and the compensation packages will be adjusted to reflect the needs of each employee. This will allow the overall productivity of an organization to improve dramatically. For example, Google is one of the most popular places to work because of the compensation and the flexibility that they offer. Where, they will do everything to address the needs of the employee on both the individual and team level. A few of the different benefits that they offer employees would include: the freedom to work on a project that you are most excited about 20% of the time, in house child care, a gym, free health / life insurance, an in house doctor and a gourmet cafeteria. The idea is that by providing employees with additional benefits, you are effectively communicating to them that management values their employees and their opinions. Once this takes place, a change in perception will occur as employees are will to go above and beyond what their employer requires. This is because they believe that they are doing everything to address their concerns. Google is a good example as to how to effectively address these issues. Due to the fact that they were able to effectively address the two areas in employee relations that will affect all organizations, communication and compensation. (Green, 2009)
Consideration of Success Measurement Techniques
Once a new strategy has been implemented, management must have a number of different techniques to determine if the changes are effective. This means that some type of consistent follow up must take place to ensure that nothing is overlooked. One way that this can be accomplished is through periodic employee surveys. In this particular case, management would have human resources conduct random surveys, asking employees how they feel about communication, compensation and any other issues that they feel need to be addressed. This information can then be analyzed, to determine if a trend is taking place, in regards to a particular issue. This is important, because if you can effectively identify what issues could be affecting employees early, you have the ability to identify any kind of employee issues before they become a problem. Over the course of time, this allows an organization to keep productivity levels consistently high, by seeing what issues are on their employees' minds. In many ways, these surveys will speak volumes as to what the employees are talking about among themselves and how any issues they have can be addressed. (Bower, 1999)
Next, the information that is collected from various employees must go to upper levels of management, to determine the overall issues that are affecting employees. In this particular case, the manager is looking to see if there is a trend that is occurring, with a particular manager or individual. This is important, because it allows managers to be evaluated on their management style by employees. In order to maintain high levels of productivity requires that you analyze employee comments on a team level, to determine if the employees' issues could be isolated to a particular manager. This will prevent employee moral from being affected by a poor manager, allowing the organization to see the true strengths and weakness. Using this tool in conjunction with the productivity numbers, will help all organizations be able to see their goals being met one step at a time.
Clearly, there are a number of different factors that can affect employee productivity at an organization. This is because globalization is changing the work place, where the strategies / polices on how to increase productivity have become relics of the past. Now, employers must focus on various ways to improve employee productivity, through the various policies and procedures that they have in place. One way to effectively determine this, is to use the GROW model. This where you are stating: the intended goal, the reality of the situation, the obstacles / opportunities and a way forward. Two potential solutions that can be used in the workplace would be: in regards to communication and employee compensation. Where, managers can use the GROW model to effectively identify ways that both issues can be overcome. This is significant, because if you can identify what issues are affecting employees, means that you will be tackling the problem at it source. Once this takes place, managers can be able to effectively address those issues that are contributing to the problem, which will have a positive impact. However, once a strategy has been implemented, managers must be careful not fall back into the previous system. To prevent this, an effective system of follow up must take place, to ensure that all employee issues are addressed. One tool that can be used to accomplish this objective is: to conduct consistent surveys of employees. Where, you are asking about their concerns and opinions about what is most important to them. This information can then be used to evaluate, bad managers by isolating concerns down to a particular team and it can help highlight a company wide problem. Once this takes place, management will know what issues are most important to employees and how they can be addressed.
Common Workplace Problems and Solutions. (2010). Retrieved March 21, 2010 from Work Expert website: http://workexpert.co.cc/commonworkplaceproblems/
Bower, T. (2003, June 18). Turning Around a Problem Employee. Retrieved March 21, 2010 from Tech Republic website: http://articles.techrepublic.com.com/5100-10878_11-5035052.html
Clinch, G. (1991). Employee Compensation and Firms Research and Development Activities. Journal of Accounting Research 29 (1). 59 -- 78. Print.
Gerhart, B. (1995). Employee Compensation: Theory, Practice and Evidence. Cornell University.
Green, P. (2005). Business System Analysis. Hershey, PA: Idea Group Publishing.
Lanada, M. (1999). A Contrary Look at Employee…