Managing Organizational Change and Improvement

Managing Organizational Change and Improvement

Globalization is changing the workplace at an incredible pace. This means, that because the competition is more severe, employers must ensure that productivity levels remain high. To achieve this objective requires that all employers address the concerns of their employees. Otherwise, they could be facing a situation of high employee turnover and low productivity. The most successful organizations understand these facts and will incorporate addressing employee issues as a part of their organizational philosophy.

Introduction / Application of the Problem

Over the last several years, the issue of employee performance and productivity has been continually brought to the forefront. This is because globalization is changing the workplace dramatically. Where, companies will require highly skilled employees to maintain their productive edge. As a result, the strategies that were efficient twenty years ago, have now become relics of the past. This means that for any employer to remain competitive requires that they use innovative strategies as far as: establishing effective policies / procedures, pay / rewards system and an effective promotion / disciplinary procedure in place. Otherwise, a business could be facing a number of different challenges, which will greatly affect productivity. An example of this disconnect, can be seen by a study conducted by the consulting firm Watson Wyatt. Where, after sampling 2,044 workers, they determined nearly 57% thought that any kind of performance evaluation was rated unfairly. This is despite the fact that nearly 60% said that they understood how the performance system worked when the arrived, yet they still think it is unfair. (Landa, 1999) What this shows, is an underlying trend that is affecting businesses, where managers have become so out of touch with their employees that they think the workplace is unfair. This is because, the procedures that are often used in everything from evaluating an employee to employee compensation, are utilizing ideas that are no longer relevant. In order for any kind of entity to remain competitive in the future, requires that all organizations have a thorough understanding, as to how employee related issues must be addressed now and in the future. To determine this, requires that all employers identify the problem: using the GROW problem solving model, a careful examination of possible solutions, implementation of the strategy and how it will determined if the strategy was successful. Together, these different elements will tell all employers how and in what ways they can improve their various employee policies / procedures, to maintain high levels of productivity.

Using the GROW Problem Solving Model

The GROW problem solving model involves the principals of: goals, reality, obstacles / options and a way forward. What makes this model ideal for employers is: that it can be used to easily set goals and identify problems in many different areas of an organization. This is because of the overall flexibility that it provides for each of the different phases. When you examine the principal of goals, it is clear that before any kind of strategy can be implemented management must determine what they want see happen. Where, they will set objectives as far productivity, performance, reviews and attitudes. The idea is to be as specific as possible in identifying all of the different areas that would be required to achieve the stated goals. Next, management must examine reality; this is where you are taking an honest assessment as to how far the organization is from achieving its objective. In this particular case, management would need to examine the current employee policy that is in place and compare it with other employee policy / procedures. You would then, identify which issues are preventing the organization from achieving their objective. This means that you must take the attitude that there will be challenges; otherwise the goals would be met. Once you have identified the specific issues, you would then examine various options that could be used to overcome the different obstacles. This would mean finding out what issues are most important to employees and what areas need improvement. Then management must come up with workable options that will address these obvious obstacles. Once this has taken place, management knows the way forward for achieving these objectives. This means that once the strategy and plan have been determined, consistent action must take place to ensure that the goals are achieved. Using such a strategy as a part of evaluating an employer's policies and procedures, will work to effectively address any employee issues, helping to increase productivity. (Green, 2005)

Potential Solutions to Challenges Surrounding Employee Issues

One of the biggest problems facing any organization is: communication. This is because of the perception from managers that employees are paid to do a job and should do as they are told. This kind of attitude use to work many decades ago, however, as globalization has changed the nature of business meant that managers must change. To remain competitive in the future requires: that all managers have strong communication and listening skills. This is because they serve as a bridge between upper management and their team. As someone, who has responsibilities to their team members and to upper management, there must be an excellent balance between the two. One way to achieve this objective is to apply flexibility in their overall management style. This means that all managers must communicate with team members, what are the various objectives that need to be achieved. They must then ensure, that employees receive immediate and fair feedback for the job they are doing. If there are issues that arise, the manager must be prepared to work with them and address these issues using the GROW model. For example, in a work environment management wants to improve productivity. Yet, they have noticed that regardless of how many meetings or incentives are offered employees, no one is responding. The first thing management would do is: identify clear goals for improving communication. The success of the objective would be seen through an increase in the productivity in an organization. Next, management must make an honest assessment as to where they are standing at the moment with their employees. In this particular case, managers will face the fact that they need to work on their communication. This is critical in helping managers see that they are both a part of the problem and solution. Next, management and employees must work together to identify why such communication problems exist. In this particular case, anonymous employee surveys could be conducted to identify the various obstacles that can exist. Once this takes place, management must work with employees to find ways to improve communication between each other. So that any kind of possible obstacles can be overcome. Finally, both employees and managers would have to work consistently at improving communication. This would require an effective follow up and measuring process to ensure that the largest objectives are being met. One way that this could be accomplished is through periodic surveys and focus groups to find out what is most important to employees. Together, these different elements will improve communication between the manager and team members. In any organization, effective communication and listening are essential to ensuring that everyone understands the goals. (Green, 2005)

A second possible solution to addressing employee issues in the work place is: to find out what the different employee needs are. It used to be that many employers would provide employees with one traditional pension plan, which would take care of everyone. However, as the economy has shifted, meant that a fundamental change is taking place in work place. Where, there are now multiple generations working together in one single work environment. This is important, because each generation has its own specific needs; taking the traditional one size fits all approach when it comes to employees, can result in productivity falling dramatically. As employees will come to the belief that management is out of touch with their needs. Once this takes place, it is only a matter of time until productivity drops, where many key employees will seek opportunities elsewhere because of this perception. Using the GROW model, the most obvious goal would be to improve productivity and reduce the overall employee turnover. Next, you would take a look at the current compensation packages that are being offered by other employers. This will provide an excellent comparison as to where the company's compensation package is sitting in relation to competitors. Then, you must identify the obstacles that are contributing to the problem and how they can be overcame. To receive the most accurate information, requires that managers conduct surveys as to what specific issues are most important to employees. Human resources could ask those potential employees as to what they are looking for in their ideal employer. This will provide a number of specific opportunities that management can address. Once this has taken place, management must begin implementing what they have determined to be the most effective course of action. (Clinch, 1991)

Creation of Implementation Strategy

Once the various challenges and possible opportunities have been identified, management must create an effective plan to address employee related issues. 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)