Organisational Change Management - Case Study Example

? Change Management Task: Introduction In order to sustain the process of change in an organization a lot is done to bring it about. It’s however important to understand what change management really means while trying to break down the subject. While an organization may be doing all it can the environment keeps evolving over time and could as well make it irrelevant incase nothing is done in a speedy way while trying to match up with on going change. This then compels the management to align their goals according to plan now that resources are a bit scarce thus ought to be efficiently used during the running process. The organization is also likely to face stiff competition from its competitors in the market some of who may be so aggressive thus the need to encourage innovativeness as a way to realizing the much needed change as some consider rebranding with the sole aim in mind. Effectiveness is of the essence owing to its ability to better place the organization far beyond its competitors. In order to attain high projections it’s wise to be more conversant on how the market may be faring at any one time and could be facilitated when a good feedback system is adopted (Berger, Sikora & Berger, 1994). In order to bring about change, change ought to begin at an individual level before it can be marketed. Staffs are thus expected to embrace a good attitude while going about their duties. This is due to its ability to increase productivity as most staffs are more motivated when this is achieved. A number of considerations are thus looked at both at internal and external levels due to their significance to this process. Such factors are able to affect the entire process in both direct and indirect way. In order to achieve much one ought to use his skills and knowledge appropriately while implementing change in line with upgrading current systems to match up with the changing world as (Managing Change, 2003). While championing change one is likely to realize that this if well managed could be used as an effective tool thus making it possible to overcome existing barriers which in a more efficient way. Factors triggering the need for Change  Change management is a transformation process championed in an organization while striving at maintaining its relevancy in the industry. It could be adopted while trying to solve noted problem or rather trying to take advantage of an opportunity in a more ambitious way before other players capitalize on it. A number of common features are stated below and could give us a clue on what may cause it. 1. A new system is likely to be acquired by the organization and thus could be working on modalities geared at its implementation (Nickols, 2000). Factors leading to such change could be externally or internally derived. 2. In some situations organizations may be forced to adhere to change owing to a change in legislation based on the laws of certain countries, social issues as well as competition (Nickols, 2000). During such events rarely does it have a say regarding such issues. How does Change Management work several procedures are followed while going about the change process. At the top of the list change trigger are noted and good strategies initiated till the entire process is implemented as illustrated; Figure 1: The Change Management Model (L. A. Berger et al., 1994) Change Management Value A lot can be derived from this process basically because it motivates them towards realizing the much needed change while limiting barriers in existence at the organizational environment level. It is thus important to recognize the present need for change before taking any meaningful step to actualizing anything. When such problems are handled well organizations are more likely to derive much from such situation and could be because they could present an opportunity to them (Nickols, 2000). Table 1 - Examples of Change Management  Barriers/Drivers Example Motivation - lack of value or confidence; don't care or understand the benefits Motivation can be achieved when value and confidence is developed Problem/Opportunity: Solutions: One should consider changing the entire strategy in the organization while hoping to remain relevant in the industry and could translate to more gains Incentives – performance ought to be recognized thus enabling good outcomes Problem: At an organizational level staff supervisors are more likely to overdo their mandate which could create tension with other staffs Solution: incentive programs ought to be adopted thus leading to honesty while offering their service and those excelling in their field being rewarded Environment - processes ought to be well designed, while capturing current need in society owing to continuous in the environment Problem: Bad Documentation practices leading to wastage of time ought to be avoided. Solution: A good work environment thus should be developed by ensuring good documentation which could translate to easy retrieval of documents and information Change management Several rules are likely to be employed while going about the change process effectively. This does not only apply to organizational change but can as well be used while realizing personal change. During its implementation, strategic plans are worked while embracing consultation at length. Change rarely comes about without at least causing some tension owing to some being caught up in the past but ought to as well be engaged in this process. This is because it’s unlikely to realize much when force is applied but while embracing reason as well as coming up with attainable goals this is so necessary (Nickols, 2000). One thus ought to know his aim which could as well assist in directing his resource at the right place. He should also have a clear reason as to why this needs to be implemented not forgetting to mention those likely to be affected when there is a sudden change basically due to their reaction. In most situations some are likely to resist change at all cost thus should be educated on the benefits associated with it. Change is good however not all change is viable thus the need to ascertain of how much importance change could be to an organization. It’s wise to understand the process of change thus enabling one to manage it well. Those affected ought to be educated on the merits associated with its adoption thus can as well participate in its implementation. This then empowers them to come up with good deliberation on how to go about the whole process without encountering a lot of hardship during its implementation. One doesn’t only need to relay such info through memos but could as well avail himself in person while also getting a good feedback on how they may be welcoming the idea. This is due to him being able to sense it from the impression created while also relaying tangible reasons as to why one may have been compelled to result to such consideration. It doesn’t imply that all are able to welcome the idea but rather may take time before accepting the reality (Rossett & Sheldon, 2001). In the event of handling complex situations managers are likely to result to project management which in this case aims at ensuring earmarked projects are worked on in an efficient manner and according to plan and has been the reason why most organizations are recording high performance across the scope. The managers are thus forced to concentrate on the major issues as they project managers as well as their team handle other issues on the projects. Responsibility for managing change In all situations rarely is the employee tasked with the obligation to lead the process of change. They are however expected to offer their best service; this is however also limited by certain factors such as health condition whether they are mature enough to coop with change, stability, work experience, personality as well as the motivating factor leading to their inclination. The management on the flip side does everything while aiming at this, thus the need to come up with formidable plans to accommodate all stakeholders. Change rarely takes place in isolation rather is an involving process, this thus compels them to engage all while deliberating on issues of concern and likely to be achieved while engaging in common functions such as workshops, seminars as well as surveys just to get a solid response on how they may be responding. It is also while to equal all while initiating training programs tailor made to help when empowering staffs. One should also borrow some ideas from other quarters so long as they are able to suit them if well addressed (Nickols, 2000). Change management principles 1. It is wise to seek opinion from a wide scope before coming up with a decision 2. Understand one limitation – one ought to know where he could be fairing bad thus the need for change 3. Understanding – one ought to be knowledgeable on the exact reason as to why he could be carrying out his decision 4. Plan – a good plan must as well be adopted geared at helping while bringing about change 5. Communicate- communication is so vital to this process thus should be embraced at all times According to Kotter's he came up with a different model which comprised of eight significant steps. As a manager one is expected to inspire others while ensuring they too own the process. Much is however likely to be realized when team building is encouraged without which nothing is achievable. They thus ought to commit themselves while serving the organization. Despite doing everything in anticipation for change it is wise to embrace empowerment which in this case helps while doing away with obstacles likely to inhibit the process of change. While doing so a good feedback is likely to be received and used while making wise decisions in good time. In order to attain the main goal this ought to be cut down into phases likely to assist while measure how such projects could be proceeding. In case of any alteration a good decision is likely to be adopted thus arriving at better outcomes likely to reduce the time spent while as well limiting on expenditure. It’s crucial to understand that such process is so involving thus the need to also consider determination as a way to maintain their focus without giving up. To attain good projections one is expected to set key milestones (Berger, Sikora & Berger, 1994). In case change is adopted one should as well reinforce it while adopting other means and ways to arrive at better out comes. While change may be being enforced the current state of affairs are likely to dictate how this is likely to be done whether force could as well be considered as a means to enforcing some issues. This however could lead to emotional tendencies as some staffs may become more scared about their fate which in this case may be unknown. Fear rarely assists while anticipating much owing to it acting as an obstacle. It is important to encourage dialogue as a way to solve emerging issues. Business development This entails activities geared at enhancing the business service provision. In other words the quality of goods on offer is upgraded. To make meaningful gains it’s wise to carry out proper planning so as to transform their ideas to meaningful ventures. sales development production of new goods and services penetration of new markets supply and logistics development Training strategic partnerships international trade development acquisitions and disposals of assets Changing environments As a result of the dynamic changes in the environment the organization is expected to match up the job requirement with the right tools and skills to realize change. An appropriate culture should as well be adopted in line with these considerations. When problems are noted one may as well be called upon to trouble shoot the problem thus coming up with proper decisions able to assist while arriving at a difference. Organizational Change Management The process of change is so different among organizations; this is depended on their scale, while that in small organization may not be that involving big organization face so much complexity. This is largely due to many procedures present thus the need to embrace strategic planning. Auto-components manufacturer The organization in question is a multinational with several brands in the market; despite maintaining profitability owing to huge resources being used while transforming the entire organization. As a result of its aggressiveness much was realized. It however was compelled to experience unwarranted competition from other brands in the market. Another big challenge faced was brought about by the economic crunch coupled by other limitations in the market occasioned by it being a big organization thus also requiring much input to sustain its growth. Different markets were also quite different thus were likely to respond differently than expected (Tengblad, 2006). No wonder a consideration to close the London branch came up yet the workers thought otherwise. The intent however geared at turning down the cost of doing business without which the organization was likely to fail in its duty aimed at meeting its targets. Staffs were however unaware of their plight thus their state was likely to be made worse than it may have been initially. If not well managed the entire workforce was unlikely to result to low motivation now that they may be put of by the events unfolding in the market place. This is due to the world economy being prone to lots of challenges; making it had to predict occurrences thus affecting most economies. This has elicited moves aimed at sensitizing governments on measures needed to be undertaken in order to bring about change owing to the implication on organizations as well as peoples livelihoods (McKillop & Wilson, 2011). While carrying it out; nations have experienced unrest among its citizens owing to the high standard of living thus affecting their buying power. In some instances, demonstrations have turned chaotic basically due to the increased levels of poverty. This isn’t immune to the developed world but as experienced in both Britain and France an awaking on how these governments’ responds to such issues is called for; owing to the existence of inequality in as far as race is concerned with the immigrants getting raw deals. This came about as a result of a credit crunch; making it had for people to access cash as owing to the unwillingness by financial providers to offer cash to those in need. It may as well have been contributed by their incapacity to avail it thus affecting the entire economy. While most people scrambled to own their mortgage in the real estate sector the situation was aggravated by their incapacity to pay up as required leading to lack of faith among banks. As a result of speculation the situation turned from bad to worse leading to a credit freeze owing to panic among financial institutes as they feared getting bankrupt. In as much as it begun as an internal problem within the US; the magnitude of the situation was felt across the world due to their influence on the world economy (Yeh, Chung & Liu, 2011). Role of financial institution Globalization has eased the way we do business; this has facilitated a high rate of integration, so as to achieve this it has solely relied on information technology leading to the growth in the financial sector. This has led to innovativeness as well as integration across the board thus easing the process involved while trying to access finance. As a result a momentum has been ignited as most economies are now striving to build systems so as to catch up with the developments. In as much as this it’s so, the world economy is at a critical point owing to exposure to turbulence (Izurieta, 2009). So as to ensure the financial sector is cautioned from the unforeseen dangers the Briton wood financial institution such as IMF and World Bank are aimed at assisting in cautioning these economies so as to ensure a good economic climate is achieved. This is due to their responsibility as a safe custodian as well as a source of capital when needed. Economic regulation The twentieth century so the need for economies to globalize so as to remain relevant in the world economy; as a result most nations queered up while bracing themselves for the mega opportunities availed to them by the new phenomenon. A lot was achieved within a short span as economies specializing in specific lines thus leading to over dependence among nations. It also promoted information exchange, cultural understanding, and the development of technology while at the same time raising people’s living standards thus facilitating an empowerment (Armitage, Condren & Fitzmaurice, 2011). This didn’t last long; on the contrary a controversy was brewing with speculators debating on its likely impact in the long run. People’s cultures were also compromised with the society borrowing unethical cultures most of which could deteriorate their cultures. It also came to our attention western nations were gaining at the expense of the poor thus promoting imperialism as they capitalized on weakness leading to the downfall of local companies. At the onset people thought they were going to have good livelihoods but led to inequality among countries culminating to political backlash. In order for an organization to remain relevant in the current world, much has to be done; this ambitious task has led to great emphasis on performance appraisal as an apparently successful instrument for effective business performance. Given the strength of this link, this dissertation explores the various means and ways of improving performance in organizations. Three key questions have been explored. First do the standardized steps followed in implementing a performance appraisal system affect the quality of various operations and tasks in that organization? Second, should performance appraisal methods be designed differently depending on the trading environment in which organization’s work and the nature of the goals they set for themselves? Third, what are the costs and benefits of having a performance appraisal system to the various stakeholders? The research explores three themes. The study area will involve the various employees and management teams in the selected organization. Data will be collected and coded analysis done. Conclusions and recommendations will be drawn regarding each of the key questions (MIT Human Resources Department, 2003). Overview One important aspect of change management is the activity known as performance evaluation. It basically describes a process of reviewing how well employees perform their duties during a specified period. Performance appraisal is part of the performance assessment and management process in which an employee’s contribution to the organization during a specified period of time is assessed. Performance feedback lets employees know how they have performed in comparison to the standards of the organization (Fisher et al 2009). There is though much at stake in what can seem to be a dry and technical activity. Delivering and receiving performance feedback can be an emotionally laden process that dramatically affects employees’ attitudes towards the organization and themselves. If used effectively, performance assessment and management can improve employees’ motivation and performance. If used inappropriately, it can have disastrous effects (Fisher, 2009, p.269). A more formal method is the structured annual performance review, in which a supervisor assesses each employee’s performance using different instruments. Larger organizations tend to use both formal and informal methods, whereas many smaller organizations use only informal supervisory feedback (Fisher et al 2009, p.223). The evaluation of performance is the control mechanism that provides not only feedback to individuals but also an organizational assessment of how things are progressing with regard to its deployment of the employees in the organization. Without performance information, managers and employees can only guess as to whether they are working towards the right goals, in the correct way and to the desired standards (Gephardt, 1995). Implementation theorists suggest imperfect implementation is the norm in human affairs. Given this, many sources of failure have been identified. These include poor appraisal training or use of obsolete measures. More generally, the failure could be a result of the dynamic environment in which employees work. That is, some jobs change frequently hence it is almost impossible to properly define what an employee should do over the next 12 months, for example symptoms of this source of failure include high volatility in job specifications and rapidly changing task environments. These various sources of failure have resulted to, performance appraisals coming under attack for lacking flexibility to respond to changing times (Decenzo & Robbins, 2007). Data Analysis To determine the type of distribution it is common to fit the observed distribution to a theoretical distribution by comparing the frequencies observed in the data to the expected frequencies of the theoretical distribution. Frequency will also be used as one of the statistical treatment in the research; this will be used so as to establish the number of respondents favoring a particular event or practice. It ought to be presented both numerical and graphically (Lamond, 2004). Findings The study statistical treatment will include the use of: weighted mean this by getting the average of the data collected and this will be used for comparison purposes. Correlation which is a measure of the relation between two or more variables, this will be used to determine relationship between performance and success of the organization, distribution fitting used for predictive purposes it is often desirable to understand the shape of the underlying distribution on performance (Hellriegel & Slocum, 2007). Conclusion At the end of the research process, a detailed summary is likely to be used to arrive at necessary change which can go along way to transform the organization. References Berger, L. A., Sikora, M. J., & Berger, D. R. (1994). The change management handbook: A road map to corporate transformation. Burr Ridge, IL & New York, NY: Irwin Professional Publishing. MIT Human Resources Department. (2003). Managing Change by Organization and Employee Development. Nickols, F. (2000). Change management 101: A primer. Retrieved February 1, 2004 from Rossett, A. & Sheldon, K. (2001). Beyond the podium. 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Demaestri, E. & Guerrero, F. (2005). Financial Supervision: Integrated or Specialized? The case of Latin America and the Caribbean. Financial Markets, Institutions & Instruments, Vol. 14. Read More