Implementation of Individual Organisational Change - Coursework Example

Implementation of Individual Organisational Change Name Institution Course Lecturer Date THESIS: Should organizational change be implemented. Introduction. Organizational change refers to a systematic and structured approach in an organization that ensures smooth and successful development and implementation of change to attain organizational goals and objectives (Robey et al) 2002). The constant development of technology and globalization necessitates the need for growth and development in an organization. Organization therefore must adopt and adapt to changes in the business environment to fit with the modern growth in technology. Organizations therefore must adapt individual changes to ensure competitive advantage and profitability. Organizational changes can be prompted by an entry of a new competitor into the market. It causes change in the organization so that new strategies are adapted to maintain competitive advantage. The changes may be new strategies of marketing and promoting a product to meet competitive advantage. The changes changes must meet the customer needs and add value for their money. Customer need to have a preference of a product form an organization in relation to other organization (Grimshaw et al 2004). Consequently organizations must admit new changes that add value to a product to increase competition and productivity. The need to innovate and develop in technology helps to promote profitability and competitive advantage. An organization benefits by implementing technological changes. Improving technology increases efficiency and makes work easier and faster in an organization . Technology also helps in marketing and promotions of products. For example, the adaptation of online booking of hotels in hotel website for tickets has resulted in promotion and marketing and promotion of hotels in addition to increased efficiency. As a result, hotels that have adapted the new technology gain competitive advantage and competitive. Aladwani (2001) stated that, the desire for growth in an organization also prompts change in an organization to ensure competitive advantage and profitability. Organizations that that want to attain growth and development needs to change their manner of operations. For example an organization that is performing poorly can change its name as a strategic plan to improve its competitive advantage and profitability. Is change therefore important in an organization? Causes of failure in organizational change Managing employees by fear as observed by Bourne (2002), is a cause of failure in organizational change. It causes reduced competitive advantage. This is because employees fail to add value in production as they are fearful and more focused to short term performance rather than long term organizational success this causes employee turnover which in turn causes failure of organizational change. An educational institution that keeps threatening its lecturers or teachers that they will suck them if they don’t give results instills fear into the employees. These kinds of employees may not be able to effect change in the organization as they are fearful and threatened to even experiment or implement new changes. High rates of employee turnover therefore, cause failure of implementation of organizational changes. This in turn leads to a decline in competitive advantage and productivity. Organizations’ with high staff turnover an organization never obtains its full potential. High employee turnover reduces chances to develop well-built relationships, trust, and expertise (Bourne 2002). Consequently, newly employed employees contribute little since they are getting acquitted with the organization. This means that the organizational team is not fully effective. Thus, it reduces productivity and competitive advantage in the organization. A good example is a modern hotel that has adapted use of computer technology and keeps changing its employees. Such an organization keeps training and retraining the new employees thus, never implementing any other changes. The new employees will have to first and constantly adapt to the organization before being introduced to new changes. Employee turnover thus; promotes regular change of talented employees thereby reducing efficiency resulting to low competitive advantage and productivity. Lack of job satisfaction, it results into, failure of implementation of organizational change. This can be as a result of a poor organizational culture .For example if an organization has been toxic and prohibitive in its policies making it difficult for employees to work effectively and freely. It also causes dissatisfaction in an employee an example of such kind of an organization is a supermarket that operates for 24 hours and expects its employee to work for the same number of hours. Such an organization is very likely to experience employee dissatisfaction and the employees will be searching for better working conditions. The dissatisfaction in work conditions to an employee leads to employee turnover and therefore resulting to decline of the competitive advantage and productivity in an organization. As a result, implementation of individual change becomes cumbersome and impossible. Lack of consistent and purpose in the management results into failure of implementation of organizational changes. This happens when an organization frequently changes its strategies, management approach or objectives. It also occurs when an organization fails to define the strategies clearly. This results to prior strategies and initiatives lacking adequate time for effect before fresh ones are implemented, a lot of energy thus, is spent, though very little is attained. Organizations that fail to focus on consistent and purpose in the management may cultivate a sense of indecisiveness in employees, and this creates fear to innovate in the employee. The lack of consistent and purpose in an organization can negatively impact on employees (Bourne 2002). This is because they may find it difficult to commit themselves to their work for a long time. As priorities keep changing and employees can be frustrated and disillusioned. Consequently, it results into minimal morale, low productivity, and high employee turnover. As a result it leads to poor implementation of change in an organization. In addition it causes low production and competition Ways of implementing organizational change. The organization has the role of advocating, planning and implementing employee training. Training is the logical development of the knowledge, skill attitude, value and beliefs required to perform a specific task adequately. It involves development and growth of an individual in terms of ability and understanding. It consists of educating, growth and development of talent. Successful training and development makes an individual to adapt and implement changes easily and faster. Additionally, it leads to increase in production employee and completion advantage. Training can be through discovery, lecture, briefing, observation, seminars and meetings. As Robey et al, (2002) observes, an organization has the mandate to decide the form of training that is best suited for different individuals and functions. Evaluation of the effectiveness of training is done by organizational management to ensure that there is education, growth and development of talent. This consequently, results to improve competitive advantage and productivity in the organization. Training is very essential organizational activity. To a great extent, it ensures development in increase in employees’ skills, expertise and ability to undertake difficult tasks. In addition, it raises competence and standards of routine. Consequently, promoting activities of an organization hence; leading to maximum production. Training provides the tactical education to fresh and young employees such as clerks. Training familiarizes the new employees with organizational vision, mission, rules and regulations. The organization acquires fast results in new employees as they are knowledgeable and effective after training. The older employees are trained to revive and develop their knowledge (Robey et al 2002). Employees are thus, provided with guidelines and strategies crucial for performing task and interacting with employees and management. As a result, helps an organization to realize better employee loyalty. Still, training promotes innovation, willingness and ability to accept change in employees. Training is one of the major responsibilities of organizational human resource team. The HRM designs, plans on hiring the right kind of people. They design the criteria which is best suited for a specific job description. The organizational management has a task to recruit, include and formulate obligations and the scope of responsibilities of an employee dictates Umble et al (2003) an organization needs to provide training to the employees in accordance to the requirements within an organization. Employees obtain opportunity to sharpen existing skills and develop specialized skills thus helping to take up new roles. To achieve maximum result after training the management requires to incorporate compensate and give benefits to employees. The benefits motivated employees to even produce the best. Employees become even more determined and focused so that they can get rewards. The Resource Management has a significant role to ensure employee benefits and compensation. This helps to attract, retain and motivate employees to meet organizational objectives. One of the tools companies use to entice employees is compensation and benefits. Compensation refers to employer's feedback in form of money. Benefits are also referred to as fringe benefits, are the extra, non –financial compensation. An organisation needs to ensure that workers get benefits despite their performances. Though, as Nytrø (2000) states, employee benefits have no direct effect on employee performance, inadequate benefits contribute to low satisfaction and increased absenteeism and employee turnover. Benefits can be informed of packages for example tablet to every employee. Besides, it can be taking employees to a training seminar or workshop or giving a day(s) off each month. The management of an organization has a role of designing benefits package. Management should consider that employee have different considerations of needs (Umble et al 2003). Some employee love money so, they work harder for the company when given higher pay. Other employees remark that they value achievement more than money. Therefore, they work, associate with organizations that offer promotion; learning and development opportunities. Good compensation and benefits motivates to employees to act in the ideal manner. It promotes low Absenteeism as employs are highly motivated. Well designed compensation and benefits plan helps an organization to retain and motivate employees in an organization. It ensures job satisfaction. Employees are happy with their job and love to work to get rewards as an exchange for their services. According to (Aladwani 2001), benefits promote Peace of Mind in employees. By organizational HRM giving different types of insurances to employees, they relieve them from uncertainty and fears. Also, it encourages employees to venture in risky tasks as they are insured incase of accidents. As an outcome, employees work with stress-free mentality. Yet, employees gain more confidence in their abilities after receiving rewards. The end result is improvement in organizational performance. The organizational compensation and benefits can be in form of pay, communication, encouragement and feedback (Performance appraisals). The use of these benefits by an organization encourages employees working in an organization to utilize their potential fully. The organization management communicates with the employees individually frequently and provides information regarding their performances and also defines their roles. All this is beneficial as, it enables employees to outline goals in a vivid manner. As a consequence, helps employ accomplish goals with less increases efforts. A performance appraisal inspires the employees and creates good working atmosphere. The atmosphere or culture that prevails in the workplace is vital aspect of an organization because; it affects the performance of an individual in an organization observe (Aladwani 2001). A good working condition is a great benefit to the employee as they become efficient human resource. A clean, safe, and healthy setting brings out the utmost in an employee. A hospitable atmosphere gives the staff members’ job satisfaction as well. Thereby, it rejuvenates an organizations’ value resulting, to maximum production. In summary, changes in an organization are very essential. Organizational change occurs when a company makes a transition in acquiring goals and objectives. The current business treads necessitates organizational change to remain competitive and maximally productive. Globalization and evolution in technology forces organizations to respond in order to thrive. The changes may range for example installing new software programs. Organizational change initiatives often arise out of problems faced by an organization. For successful implementation of change, however, an organization has to prompt individual changes in order to ensure competitive advantage. In such instances the management requires to educate employees through coaching, mentoring and training. These increases know how and skills thus prompting for change Also the use of compensation and benefit helps to promote individual change in an organization. It entices and motivates employees to adapt and implement change to ensure maximum production and competitive advantage. 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