Planning Strategy, Leadership Strategy, Competency Building - Coursework Example

The paper "Planning Strategy, Leadership Strategy, Competency Building " is a great example of business coursework. A planning strategy is important because it shows managers and supervisors the significance of the organizational change. Sub-cultures of different branches have to be studied, analyzed and incorporated to ensure that all employees have a sense of belonging. A communication plan that is effective will be established to institute change which will foster successful outcomes. Leadership Strategy Leadership in an organization is very important because employees, managers and even the supervisors need a leader who will lead operational teams into achieving key objectives of the organization (Kelly, 2011). Leadership buy-in is where contract workshops are designed to conduct change to employees and the management team. The CEO‘s cooperation is very important because he is the only one who is a link to the employees and the management team. The CEO has important information about each employee and creating an interpersonal relationship is easy when he is engaged in the change implementation. Leadership strategy means assessing risks that will occur when the supervisors and managers severely resist change. Change for a company means that supervisors and managers and employees will have transformed lives by meeting new customers and new systems in the company (Garrick & Rhodes, 2001). Communication  There is many ways to establish communication with employees but the most effective way to communicate with people in an organization is through a personal level. While talking to employees, my team will take the time to listen to what the management team has to say about organizational change and why they do not appreciate it. Communication will be tracked and also monitored to check if it is the most appropriate method (ITHAKA, 1999). As a leader and human resource manager, I will disagree with employees and present detailed evidence for the significance of the organizational change in the company. New systems in the company mean training and mentoring. The management team will be promised good working conditions and rewards for successful work outcomes.

Competency Building Competency building in organizational change means that managers and supervisors are provided with appropriate and adequate skills to meet the needs of the organization in terms of operation and leadership (Garrick & Rhodes, 2001). The resistant group will be given top priority in the change team so that they can be the people who will be used to advise and encourage others to adapt to the change. Coaching and mentoring will also be provided so as to consider the views of the resistant group. Training assesses the needs of supervisors and managers in relation to the impact of this change on the organization (Dunphy, 2011). A needs analysis shows what managers, supervisors and the employees expect from the new change in the company. As the CEO suggested; employees in the organization should strive hard to adapt the change in order to maintain competitive advantage and also meet both long term and short term objectives.

The strategy of SustenanceStrategy of sustenance fosters employee motivation and nourishment by giving end of year bonuses, occasional office parties and rewards because of high performance. Rewarding a few employees will be seen as biasness because employees need to work as a team and succeed as a team (Burgess & Julia, 2001). Outstanding managers and supervisors need to be recognized and praised so that others will follow their paths. A feedback mechanism should be established so that the change team will know what to eliminate or improve the change (Kelly, 2011). Issues that affect the change need to be resolved rather than eliminated because organizational conflict is important in the change process. The previous company system had different performance expectations but this new system necessitates that the operation presentation of the company to be reconsidered due to high and different expectations.