Communication/Organisation Management - Essay Example

Communication is a cornerstone in implementation of organization change; therefore, it is in this regards that every management employ efficient strategies to help in passing of information. Good communication of changes in organization raise awareness, impart knowledge about the new change as well as new processes adopted. It is in this regards that the paper attempts to analyze various strategies managers should consider in order to ensure effective transmission of organization changes from plans to real actions.

To start is safety values and security of the change implemented. This is a consideration managers should give a priority as no matter how good and persuasive the changes is, employees will always doubt changes being enacted. Some of the questions employees ask silently about a change is; if it offers their security of existence and to what extent the issue affects their operations. Any doubt raised about the proposed change always result into disastrous measures often leading to rejection and strikes (Senior & Swailes 2010, pp 56).

It is therefore necessary that the management make proactive change initiators to convince employees beyond any doubt on the effects of the proposed change. . Timing is another strategy mangers must take into consideration in order to ensure effective organization change. Correct timing of an organization change result into acceptance and conformity of a change; however wrong timing provokes negative employee reactions. The reactions are often not good from changes as organizations suffer detrimental losses when the employees reject such changes.

Good timing and delivery of an organization change allows smooth implementation. For instance, a plant, which decides to close down and lay off its worker without efficient communication to stakeholders and employees result into a turnaround of events as no forum exist to settle the dissent. When employees are laid when employees get laid off without efficient knowledge, commiseration of ethical values remains issue in question, doubting the integrity of such managements (Miller & Monge 2005, pp. 180). Consequently, strategic design of the intended change plays a very significant role in the process of accomplishing an organization change.

Some of the considerations given an upper hand when designing a strategic design includes legitimized concerns and fears, which must be addressed, adequate rationale of the intended change not forgetting flexibility and adaptability of the change (Senior & Swailes 2010, pp 56). Strategic design of an organization change helps in ironing out various doubts, which can get developed in the process of implementing various changes. In addition, a strategic change includes an enhanced description of the change not forgetting confirmation of the leadership role to the recipients of the change (Lewis 2011, pp. 34) Contextual issues also remain an issue of consideration in the process of