Proposal for a Training Program on Facilitating Change within an Organization - Coursework Example

A proposal for a training program on facilitating change in Waste Pro Company in Florida

Introduction

It is the aim of every company to design and implement changes that will give them a competitive advantage in the business environment. In fact, it is a perpetual endeavor to revisit the policies of a company with a view to providing state of the art services that lead to ultimate customer satisfaction. According to Volberda, Van Den Bosch, and Mihalache (2014), the management of every organization is tasked with the responsibility of conducting research on the most current trends so that the services offered meet the contemporary needs of the consumers. The purpose of this research paper is to investigate changes necessary in Waste Pro Company in Florida. From the perspective of a training consultant, this paper seeks to make recommendations to the managers of this company so that desired changes may take the organization to a higher level of business operation. The proposal for managers is described under the following subheadings.

Description of Waste Pro Company

Waste Pro Company is an organization with more than 75 branches in Florida, Alabama, Georgia, Mississippi and other states (Pacora, 2017). This proposal will specifically tackle the issues related to the Waste Company based in Longwood, Florida as this is where the researcher is presently employed. Founded to offer waste recycling, Waste Pro Company was first established in 1973. The Florida based branch was founded in 2001 (Pacora, 2017). Although the management has lately had great influence in the entire Florida, certain recommendations should be made to improve the image of the company thus placing it on a global platform. The transformations made in the company require greater commitment among the managers to embrace more change for future prosperity.

The company that operates in the Southern parts of the United States has peculiar characteristics that can steer desirable changes in the company. To begin with, it is notable that at the bottom of every operation is the concept of sustainability in every activity. This is fittingly in line with the opinion of Boons and Lüdeke-Freund (2013) who note that sustainability is a mandatory consideration in every company especially those dealing with manufacturing activities or services that have a direct impact on the environment. This sustainability concept should be exploited further for greater heights in development.

Another unique trend in the Waste Pro organization is the commitment to the relationship with customers. This is important in fostering change because there is no better relationship that yields a profit to an organization apart from that with customers who pay for the services offered in waste removal and recycling. Writing about latest business trends, Volberda, Van Den Bosch, and Mihalache (2014) argue that thorough efforts should be dedicated to the place of consumers in the business as these are the persons who directly control the destiny of the business. Closely linked to this is the idea of employee morale that has ensured intrinsic motivation and the desire to always perform beyond expectations.

As a current business trend in Waste Pro, it is very important to note that a high level of motivation is especially good for the workers who will improve the image of the organization through dedication. This concept is echoed by Olafsen et al. (2015) who note that there exists a direct correlation between employee motivation and company performance as these employees can be entrusted with management tasks aimed at various levels of transformation.

It is equally noteworthy to mention that one key trend in the Waste Pro Company is the investment in the community of operation. Scholars (Volberda, Van Den Bosch, & Mihalache, 2014; Bosch & Mihalache, 2014; Olafsen et al., 2015) all agree that if there is a strategy that works for contemporary businesses, it is the step of investing in the community of operation. In Waste Pro Company, the activities such as collection, recycling, processing, and disposal are all done to give back to the society. Boons and Lüdeke-Freund (2013) observe that a business model for sustainable development must critically consider the consequences of their activities on the immediate community of operation. Waste Pro is therefore ahead of many companies as it enjoys a reputable position among other companies. Further, mutual respect is achieved due to that fact that the company constantly seeks to do environmental good in the area.

Waste Pro’s Customers

The services of Waste Pro Company are designed to meet the needs of various customers. The solid waste, bulk waste, and yard waste are found in different settings thus increasing the number of customers. The residents are customers who pay for services offered such as yard waste. There are also commercial customers who contract the company for bulk waste management. From the company’s website, it is apparent that over 40,000 customers transact commercial waste management with Waste Pro (Pacora, 2017). Apart from the residents and commercial customers, there are also municipal contracts awarded to Waste Pro Company.

Waste Pro's characteristics that will influence decisions about how Change Initiatives will be Planned and Implemented.

A thorough scrutiny of this environmental leader shows distinct features that can be developed further for the desired change in the organization. To begin with, Waste Pro is an organization dedicated to constant knowledge search to enhance the relevance of the services offered to the consumers. According to Sekaran and Bougie (2016), establishing a knowledge base is important as it develops networks and identifies market trends and gaps. Further, research is necessary so that current trends can be learned by the management of remedial actions. This is one area that Waste Pro has excelled in thus remaining relevant in the market. It is equally significant to mention that research and knowledge base have enabled Waste Pro to establish social networks and partnerships for business transactions. This has also been helpful in identifying the competitive strategies used by other companies to market their products. Although this climate of research seems to be working for the company, more can be done to facilitate change.

Constant review of the services offered to customers is yet another characteristic peculiar to this company. Olafsen et al. (2015) advise that is it necessary to conduct annual reviews in order to keep track and evaluate whether the objectives of the organization have been met. In Waste Pro, annual reviews are often done to ensure transparency in operations. Additionally, the marketing department uses these reviews to attract new potential customers to the business. As Olafsen et al. (2015) note, perhaps there is no better way to identify gaps in the business environment except through honest reviews that give a clear picture of where the business is headed. Although businesses conduct reviews, certain issues that need urgent change often go unnoticed due to lack of innovative thinking (Sekaran & Bougie, 2016). It is against this backdrop that the present research seeks to recommend change proposal to the company.

Waste Pro is also characterized by a commitment to economic impact in the region. This is a substantial feature that ensures the company exists in the job market for specific economic benefits. According to Collins et al. (2005), many benefits are reaped when a company conducts Economic Impact Assessment (EIA). Through investigating Waste Pro, it is apparent that the company has a direct link with environmental conservation and improvement of the lives of the workers through employment. It is also important to add that the consequences of the Waste Pro Company do not only affect the immediate environment but also the entire globe through the establishment of a clean environment that promotes other activities like farming and related activities. This is the idea stressed by Boons and Lüdeke-Freund (2013) who added that companies have an impact on the community through employment, the creation of goods and services or conserving the environment through various business strategies.

Recommendations for developing effective change leaders and followers in Waste Pro

As a training consultant in Waste Pro Company, the researcher makes certain useful recommendations that can be of great assistance to the facilitators of change. To begin with, the facilitators are required to conduct an attitude check among the employees of the company. This recommendation is borrowed from McCleskey’s (2014) publication on transformational leadership in companies. In his research, McCleskey (2014) observes that any element of change in a business organization has to begin with the right mindset. It is, therefore, the opinion of the researcher who is a training consultant that reasoned choices that shall be made by the managers regarding the direction of the company must first address the mental preparedness of these leaders.

In order for the leaders to control the actions of the stakeholders in Waste Pro, they must devise strategies of involving all of them in the intended plan so that a similar attitude becomes the basis of operation. This is the idea cushioned by Kempster, Higgs, and Wuerz (2014) who introduce the concept of distributed leadership. For the managers to initiate change among the employees in Waste Pro, they can stir optimism by being part of the solution and addressing all the concerns of the workers. This is a crucial step in developing leaders who will initiate change (McCleskey, 2014).

The second recommendation this research paper wishes to make borders on communication. Although it is true that Waste Pro has scaled great economic heights and had a significant impact on the economy of the area and state at large, neglected communication can adversely affect the progress of this company. By way of recommendation, it is important for the management to strike a balance between instructing and listening to the employees who are required to do things in a different way. Effective communication is directly related to effective change through listening and relating back to the team (Kempster, Higgs, & Wuerz, 2014). From the information got from the Waste Pro Company, it is evident that although customers are dearly valued, online platforms for communicating with them have not been strengthened in this company. This is one urgent area that should be addressed.

In the process of training leaders to embrace this change, communication cannot be left out of the equation. Weller, Boyd, and Cumin (2014) note that implementers of change must first understand the principles required before they seek to be understood. Healthy change facilitation in Waste Pro requires that leaders master effective communication and relay information in a manner that boosts the self-esteem, confidence, and creativity of the employees. This recommendation is important because no operation can be carried out without communication among the elements of the organization.

Facilitation of change in Waste Pro also requires relationship building among the mismanagement and stakeholders as a sure way to boost business in the company. The researcher hereby recommends that in order to achieve any transformation, personal relationships with all members must be strengthened. In the opinion of McCleskey (2014), developing leaders means that implementers of change are to be treated with utmost trust. Considering the management at Waste Pro Company, one can conclude that certain innovative trends are still lacking in the company. Any effort to address this change must first narrow the distance between the management and other elements of the organization so that suggested changes in innovation can be achieved and expectations even exceeded. The recommendation on strengthened relationships resides in Weller, Boyd and Cumin’s (2014) opinion that when employees are valued, they often showcase discretionary efforts in implementing change. Bearing in mind that business trends are changing daily, waste management in Waste Pro can be taken a not higher to meet global standards only through acknowledging the value of the workers in the company. This will ultimately trigger ingenious ways of handling waste through better means.

Waste Pro Company’s management really needs to develop themselves and others in order to achieve the desired changes. The researcher recommends this development as a strategy because any business depends on the perpetual advancement of ideas and technology. Rockmann and Ballinger (2017) argue that healthy change facilitation dictates that developmental opportunities are exploited by both the management and employees. To be specific, Waste Pro is dedicated to achieving environmental sustainability. However, it is undeniable that every waste recycling process has an unprecedented impact on the environment.

The researcher, therefore, finds it fit for the research department of this company to constantly update themselves on the efficient remedial measures that will reduce resource misuse and environmental effects. If scholarly efforts concentrate on empowering workers together with the initiators of change, the collaboration will enhance a healthy change process to be celebrated by all. Every day, new research on the environment emerges. It is, therefore, a recommendation that further mitigation measures should be designed through scholarly development.

Specific Strategies to identify and resolve resistance to change in Waste Pro

Considering the proposed changes in Waste Pro, it is undeniable that certain individuals are likely to be rigid to these changes. From the perspective of a training consultant, a number of ways of dealing with the opposition are proposed herein. First, addressing personal concern first should be a strategy used to make employees get interested in the change process. According to Hon, Bloom, and Crant (2014), most employees oppose changes because there is a mismatch between the activities and their personal interests. Instead of addressing the importance of the change to the company, Waste Pro should seek to deal with the workers personal concerns first. For instance, readjusting operations to enhance workers’ safety in waste management should be an approach used to trigger change. Hon, Bloom, and Crant (2014) warn that the wonderful organizational changes should not come before employees have their interests addressed.

Another sure way to prevent opposition in Waste Pro is to link the proposed changes to issues that employees care about. Therefore, it is appropriate to mention issues of immediate concern such as health, salary increment, and job security as important aspects that will be transformed after the changes are implemented. Hon, Bloom, and Crant (2014) observe that employees are more likely to back the development agenda if whatever is of interest to them is linked in the change process. In this company, customer relations through a digital network should be cited as a strategy that is meant to accumulate more profit which will lead to increased salary for workers. This will ultimately make the employees work hard to achieve the desired changes without opposition.

Management at Waste Pro should deal with opposition by tailoring proposed change to the expectations of the employees. It is true that every individual in an organization has mental models of what they expect to happen in their company. Desired changes should, therefore, be tailored in line with feelings, desires, and beliefs. This opinion is buttressed by Talke and Heidenreich (2014) who add that there exists a way of doing things in the conscience of the workers. This opinion should, therefore, be sought in order to achieve maximum inclusion in the change agenda. Done this way, the Waste Pro Company can be sure to prevent opposition as the key players own the projects. Closely connected to this is the idea of making the change more local and concrete. If the proposed changes have to do with outside forces than internal ones, chances are high that they shall be opposed (McCleskey, 2014). The management of Waste Pro should find convenient ways of persuading the employees to buy ideas that will directly affect their immediate environment before addressing the needs of the external environment. This is a smart way to counter opposition. Concrete present threats are to be presented to the implementers of change in order to evaluate them and embrace them as strategies to improve their welfare in Waste Pro Company.

Ethical issues to be addressed throughout the Planning, Implementation, and Assessment Phases

The processes of planning, implementation, and assessment of proposed changes in Waste Pro Company require certain ethical considerations in order to be successful. First, health and safety concerns top the list of the ethical issues to be considered in implementing changes in Waste Pro. As a company dealing in waste recycling and management, it is very important to address the health and safety implications of the new processes. In the process of reducing the impact of recycling on the environment, there are changes that will occur in the operation of machines. As such, the general safety must be considered. According to Cummings and Worle (2014), the clamor for change may get many employees engrossed until important factors of health and safety are neglected. In Waste Pro, new conditions of operation should underscore the welfare of workers without a compromise. If this is addressed workers will be motivated to implement the changes in the safe environment.

The interest of all stakeholders should also be emphasized as an ethical issue for unity in implementation. Cummings and Worle (2014) advise that a number of implementers err by dividing the company and using part of the organization to implement the changes. Waste Pro should involve all the residents, commercial customers and the municipal councils in the desired change process. This is to limit conflicts of interest. As these happen, the correct level of authority must be included so that employees direct their queries to the right offices. Because change does not require coercion, it must be stated beforehand that freewill shall characterize all the planning and implementation. The motivation behind this issue is based on the opinion of McCleskey (2014) that interests of all stakeholders should never be forced in an implementation process. Generally, all ethical issues should be addressed through accountability whereby the managers accept responsibility in case they have made any mistake. This will create an avenue for collaborative change implementation.

Trends that may have an impact on the Change Initiatives within the next Three to Five years

Emerging trends in global business are likely to influence the operations in Waste Pro in the next three to five years. In fact, constant review of changes to be implemented will be triggered by latest trends. To begin with, technological advancements may make the company expand infrastructure in the company and also establish data analytics to improve the operations of the company. As earlier mentioned, Waste Pro Company relies on relatively mechanical mechanisms of waste collection. However, Meyer and Peng (2016) note that there are key technological trends to look out for in the near future. These are likely to transform decision making in Waste Pro Company in the next few years.

Increased legal action on waste management in most cities is likely to make the Waste Company reconsider its activities. It is envisioned that as people move towards "zero waste", limited opportunities will be available to deal in the collection, recycling, and disposal. Perhaps as an environmentally based company, this trend may make Waste Pro move to energy production or related business. Finally, the fact that most works are presently digitized, less paper accumulated waste will be witnessed in the waste management company. These are key areas to consider for future decision making and implementation.

Conclusion

This research paper set out to investigate change management in Waste Pro Company. The research has established that the company enjoys desirable business reputation. However, a number of changes are currently needed in customer relations, marketing and addressing the impact of recycling on the environment. A number of strategies are proposed to effect the changes in this company. It is equally important to note that certain ethical issues must be considered to enable the company achieves competitive advantage over similar companies in Florida. Much of the work to transform the organization depends on the communication strategies that will be employed by initiators to include all stakeholders so that collaborative effort prevails. Finally, the paper concludes that because global trends are constantly on the rise, it is mandatory for the company to constantly review its objectives in line with these trends. This will not only promote relevance in the market but also ensure customer satisfaction.