Comprehensive Strategy of Efficient Communication for a Significant Shift in the Company Direction - Term Paper Example

 Managing Change Report Introduction Managing change in an organizational context is one of the major aspects, which has an impact upon the organizational employees’ morale, motivation and therefore productivity. In this era of globalization, change has become synonymous to any organization’s growth and success. Change has also turned out be the constant factor for an organization in order to meet with the rapidly volatile changing business environment. Change is observed to be certainly essential to attain progress and competitive advantage for an organization (Van der Aalst & Basten, n.d.). However, it has been a recognized fact that in an organizational context it is quite easier to determine and plan about initiating any change process than to execute it. This is because it is simpler to change systems as well as processes rather than to change the notion and the perception of people towards any impending change. It is recognized fact that people in an organization i.e. employees are the key players and drivers in order to achieve desired success from initiating any change process. There in lies the need for proper communication of change among the employees with the aim to improve and to tackle any behavioral problem that can occur (Neogroup, 2007). The report intends to recognize and to develop a comprehensive strategy that can be implemented in an organizational perspective to efficiently communicate a significant shift in the company direction. The change that is to be initiated will encompass alterations of senior managerial level and incorporation of additional workforce. Dealing with Communication Problems within the Organization In the organizational scenario, in case of change management process a significant problem which generally takes place is regarding proper communication of change. An organization’s higher management primarily desires to initiate a change process in order to bring in certain positive alterations in the organizational fortune. These change requiring situations often include alterations in senior management and induction of additional staff in the organizational workforce. If these situations are not handled properly then it can lead to unpleasant work environment, resentment among the employees and low employee morale among others. These factors can in turn create an inverse reaction within the organizational context and any positive desired outcome can become void (Government Office For the South West, 2007). Communication within an Organization Communication can be “defined as the exchange of an information, thought and emotion between individuals of groups, in other words, communication plays a fundamental role in balancing individual as well as organizational objectives” (Boyaci, Aksu, Tarcan, & Atilga, 1996). Therefore, it can be said that proper communication within an organization can be a major force of success. However, improper communication especially incase of change management process can become fatal for an organization as it can create misunderstanding. Lack of communication in case of change process can make the employees of an organization feel that management is not adequately considerate about the welfare of employees. This kind communication problem can also make the employee morale quite low as they may feel quite distanced by the management (Government Office For the South West, 2007). In order to deal with these kinds of difficulties related to inadequate communication that may arise in the change process, efficient change implementation is required. A successful change implementation can take place based upon four aspects such as pressure towards making change, possessing a lucid as well as shared vision, holding capability for change and taking necessary actions. In the factor of pressure towards making change, senior management plays a vital role. In an organization if it is observed that change is necessary in case of senior management itself due to reasons such as retirement, inefficient organizational performance, mismanagement by the senior management then its more so important to take the employees of the organization into confidence prior to making any change (Ledez, 2008). These kinds of scenarios can make the organization quite vulnerable from outside threats as the base of the organization i.e. the senior management is seeing an alteration. In these kinds of scenarios, participative management practice can help to majorly restore the situation in the organization. This can be attained with the help of properly communicating the need for such occurrences of shift in the organization amid the employees (Kulvisaechan, 2001). It can make the employees obtain a feeling of importance which in turn can be beneficial for the organization to tide over the rough scenario. Proper communication can also help to enhance the sagging morale of the employee which in turn can make then loyal towards the workplace and can also make then to positively accept the change process. Happy and motivated employees can certainly be productive which can be of immense value for an organization in the changing organizational scenario (Gono, 2001). A lucid as well as shared vision can also be very much helpful in case of dealing with communication related problem. A shared vision can enhance camaraderie among the employees and the senior management in the organization. It can make the entire organization progress towards a common goal which can make augment the employee motivation. Employees’ motivation can be especially useful to retain them in the organization in the changing times. Without proper support from the employees any change situation can abruptly fail. Capability to attain change and taking necessary action factors are also the vital steps that can take an organization to attain success in change management process. In the phase of taking necessary actions, lack of communication can create certain obstructions which can be alleviated by appropriate planning, checking and acting (The University of Adelaide., n.d.). Dealing with Behavioral Problems in the Organization In case change process, apart from communication related problems, the behavioral issues can also create major obstacles. Behavioral problems can arise amid the employees due to fear of change and its impact upon their job role and sustainability in the organization. Therefore, a strong resistance to change can take place resulting unstable workplace environment. Factors Creating Behavioral Issues A common fear that tends to occur is regarding fear with respect to job security. Fear of loss of control and responsibility can also arise among the affected people within the workplace due to change. Change also generally takes people out of their ‘comfort zone’ which makes them to be resistant to it. These factors create behavioral problems among them. Thus, in order to deal with such issues the management needs to create an environment in the place of work which gives rise to open, honest and incessant communication. This will not only help the employees to acquire sufficient knowledge about the entire change process which is taking place in a thorough way but will also help to recognize the impact of change upon themselves. It will ensure that any unjustified fear is eliminated which in turn will ensure that they are not against change but in favor of change. This will make the work of the management a whole lot easier to administer the change process successfully and also to tackle behavioral issues (Queensland Health, 1999). Management also plays a vital role in order to set forth their standpoint in case of change process. In order to take the employees into confidence, they can intend to take care of the employees as one of their valuable assets. The role of leadership by the top management can also be a crucial component in this respect (Gill, 2003). Participative style of leadership can facilitate the employers to attain confidence of the staff. Managers can desire to make explicit the benefits the employees can obtain after the change process which work in turn work as a motivating factor thereby enhancing employee morale and productivity. Recognition and monetary benefits that they can get after the completion of change process can also ensure that the employees react positively towards change (McGuire, Palus, Pasmore, & Rhodes, 2009). Organizational structure and culture also plays a very important role in dealing with behavioral issues in case of change management process. Managing behavior of the employees is a crucial component as not all the employees react positively a specific motivational factor. Different employees have varied needs within the organization platform and thus the management also needs to ensure proper need recognition of their employees in order to deal with behavioral issues. Successful need identification can ensure that management depicts the positive benefit that a particular employee can get after implementation of change. It will certainly ensure that the employees’ resistance to change is reduced to a large extent. A strong culture in the workplace that calls for proper communication of any altering scenario in the workplace can ensure that the employees are driving force towards any change process instead of resisting force (UC Davis Academic and Staff Assistance Program, 2010). Conclusion Managing change is an interact task in an organization. In this changing global business scenario, an organization cannot deny the need for change and remain dormant. Therefore, in order to successfully tackle any resistance against change organizations need to deal with communication and behavioral issues. These issues can be major obstacles against successful implementation of change. In order to reduce and to eliminate the obstacles, managerial leadership plays a crucial contributing factor. Senior managerial leaders need to take the path of participative leadership style which will alleviate the unjustified fears of the employees from any change process. The management can also desire to properly communicate the benefits that an employee might receive after the implementation of change. It will ensure that employees are positively motivated towards any change process which in turn will enhance their morale and productivity. Therefore, these certain comprehensive strategies can make sure that a change process is administered successfully. References Boyaci, C., Aksu, A., Tarcan, E., & Atilga, E. (1996). The importance of communication within organizations: a research on two 5 star hotels in Antalya region. Retrieved from http://www.opf.slu.cz/vvr/akce/turecko/pdf/Boyaci.pdf Government Office For the South West. (2007). Managing change. Retrieved from http://www.oursouthwest.com/SusBus/mggchange.pdf Gono, C. S. (2001). The impact of participatory management on productivity, quality, and employees' morale. Retrieved from http://www2.uwstout.edu/content/lib/thesis/2001/2001gonoc.pdf Gill, R. (2003). Change management- or change leadership? Journal of Change Management 3(4), pp. 307-318. Kulvisaechan, S. (2001). The role of communication strategies in change management process: a case study of Consignia brand and business status introduction. Retrieved from http://www.bus.tu.ac.th/usr/sab/Articles_pdf/MPhil_Thesis/MPhil_full_final_web.pdf Ledez, R. E. (2008). Change management: Getting a tuned up organization. Business Intelligence Journal, pp. 111-119. McGuire, J. B., Palus, C. J., Pasmore, W., & Rhodes, G. B. (2009). Transforming your organization. Retrieved from http://www.ccl.org/leadership/pdf/solutions/TYO.pdf Neogroup. (2007). Managing change while going global. Offshore Insights 5 (4), pp. 1-12. Queensland Health. (1999). Managing organizational change. Retrieved from http://www.health.qld.gov.au/publications/change_management/man_org_chnge.pdf The University of Adelaide. (n.d.). Leading change, transition & transformation. Retrieved from http://www.adelaide.edu.au/hr/strategic/leading_change_toolit.pdf UC Davis Academic and Staff Assistance Program. (2010). Managing through change. Retrieved from http://www.hr.ucdavis.edu/worklifewellness/ASAP/mgrstoolkit/Managing%20Change.pdf Van der Aalst, W. M. P. & Basten, T. (n.d.). Inheritance of Workflows: An approach to tackling problems related to change. Retrieved from http://wwwis.win.tue.nl/~wvdaalst/publications/p115.pdf Read More