Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Organizational change takes place when an organization makes a transition into its wanted future state from the current state. Organizational change is managed through planning and execution of that transition, while aiming at minimum expense and minimum staff resistance, and at the same time achieving maximum success of the transition process (Anderson and King, 2002).The modern-day organizational environment needs organizations to go through nearly constant transitions for them to maintain competitiveness. Such aspects as rapid technological evolution and market globalization make it difficult for companies to survive without being responsive. These kinds of transition are probably minor, such as installation of new software or major, such as coming up with new strategies for marketing, disputing hostile takeovers or changing the organization due to stubborn foreign competition (Anderson and King, 2002).
A critique of several tactics that can be used to engage employees in the change process.
You should consider the following in your effort to achieve a successful transition:
Come up with an organizational vision. Make sure you have a vision that is common among every team member to determine the way the team will combine effort with stakeholders in executing the proposed change. State the vision to avoid stakeholder staff confusion regarding the adaptation required by your team. The vision needs...
After the vision, involve the other members of your team on how to achieve it. The staffs, along with stakeholders are required to know their duties in executing a plan which will help achieve your vision. You also need to know more about the stakeholders, and their needs; this way, you will have a productive working association (Herold, Fedor, Caldwell, & Liu, 2008).
Promote change. You should be a role model of change for the transition process to succeed. Your staff members need to know that they are under a committed pioneer of change. You can achieve this by being supportive of your employees throughout the process, remove any obstacles, encourage learning, work with the stakeholders, provide the required resources, manage any resistance rapidly and assess the progress (Herold, Fedor, Caldwell, & Liu, 2008).
Communicate frequently and early. Front and middle level leaders should be the main communicators to the staff members. The communication process needs to be consistent and frequent. All those whom the transition will affect should understand the contents and reason for the change, when it will happen as well as the impact of transition. Do not force the transition on your organization; instead, engage your staff in the issue. Ask for their feelings and opinions regarding the issue. If you pay attention to them,…
Change Process Authority and leadership have an enormous influence on an organization that is going through change. The strong authority figures that embrace transformation leadership styles of management within an organization are very likely to be successful in bringing along the rest of the organization. By reviewing plans and goals carefully and fully with staff and other executives, the transformational leader can take the organization well past the old concept of
These are designed to prevent any kind of burn out issues. Some of the most common techniques that can be utilized by the leadership during this process include: rethinking goals / objectives, looking at the speed of the changes that are taking place, making things fun and altering the team structure / format. Rethinking goals / objectives is when you are looking at if they are challenging enough for
Raines, M. (2011). Engaging employees: another step in improving safety. Professional Safety, 56(4): pp. 36-34. Retrieved from: ProQuest Database. Major Thesis The article asserts that successful organizations involve employees at all levels in various aspects of the business and additionally value their input. To create a fully-encompassing corporate culture, employees must be involved and engaged and have the opportunity to provide input and changes to their workplace, providing a positive link
Engaging Employees in The Change Process There are numerous ways that an organization's management can employ to ensure that its change process is successful and there is buy-in by the employees. Convincing employees requires extra effort in order to increase the organization's odds of success. It is vital to solicit buy-in before the launch of the change initiative. This will ensure that the employees are aware of what is going to
Employee Relations Financial Crisis Managing Employee Relations in the Event of a Financial Crisis A Look into Management can Effectively Navigate through Adverse Conditions Austerity Protests (Dowling, 2012) Employee relations can often be a difficult aspect of maintaining the overall health of an organization. In general, employee relations often refer to the act of fostering productivity, motivation, and employee morale in an organizations human resources pool. However, there are some circumstances in which it
Employee Engagement Reflection on applying takeaways from class to my current management career Applying and understanding the concept of 'employee engagement' and the 'glass ceiling' to my management career For the past fifteen years I have been employed as a manager at a transportation company with an over 180-year history in the business. I have personally witnessed many shifts in the corporate culture during my tenure as I have moved up the ranks,