Changes in Environment and Processes at Work - Essay Example

Changes in environment and processes at work” MGT 500: Organizational Behavior, Spring Quarter IMEA Overview: I am a systems analyst at the Saudi Arabia central bank. As a systems analyst, my work is to research problems, plan solutions and recommend software that meets business requirements in my bank (Shelly et al., 2008, p. 120). In most cases, I liaise with vendors and information technology professionals in the field of information technology. Since information technology is a rapidly changing area, I have to be able to cope with the environment and process at work; the reason I decided to write on the area of change environment and processes at work. I was trying to figure out how this environment changes at my work place and realised that technological rapid change leads to frustrations and affects worker’s productivity. Recently, all the data in my bank was digitized and therefore, staff had to be moved and shifted to departments which could accommodate better their skills. Others had to be sent for retraining and refreshment on the way they could work in a digitized environment. Aware that change management requires thoughtful planning and sensitive implementation, I sought to consult and involve colleagues who were affected. I therefore, embarked on finding out their challenges and what the change in environment could mean for their future career. I interviewed five colleagues at work and also reviewed some empirical evidence of past rapid and massive changes. I also revisited handouts that gave me insight into the area of environmental and process change management at work. Best Practices: I received an interesting feedback from my respondents regarding their experiences with change in environment and process at work. They specifically pointed at the worrying trends in IT department where I belong and saw it as forced, though inevitable environmental change in all departments in a company. They also reported that even if technological environmental change from technological shift is inevitable, it comes with problems. These observations are applicable in any company regardless of the business. The following are best practices when it comes to environment and process at work place: Be realistic It was important to get feedback from top management concerning the issue of being realistic. Khalid Roshan reported that although this is not noticed by many workers, he is actually the most affected by the digitization process in our company and that this is the first point of being realistic. In this case, Khalid Roshan was quick to give a professional advice that when effecting change, one has to be “realistic and set measurable and achievable goals” that satisfy the affected persons (Baldwin et al., 2008, p. 328). The aspects are important in managing both personal and organizational change in environment and processes. According to Mahamat Bushra, the organisation must significantly consider before starting any change; what it wants to attain, the reasons and the way the change will be measured. Khalid Roshan further explained that the organization should analyse who will be affected and their possible reactions to change. The organisation should analyse the way the intended change will be received by those who will be affected. In this case, my company had to know how shifting employees and retraining them will be received. Where the organisation realizes that it requires assistance, Laila Faten was for the idea that it should seek such assistance from experts to avoid failures. Design strategies Laila Faten in the conversation pointed that it is invaluable to have some strategies in place to manage personal change. In emphasizing this point, Mahamat Bushra said that it is important for organisations to ensure agreement of all stakeholders and affected persons. Ayman Jawad agreed to this point by saying that agreement with all stakeholders ensures the implementation of the change is received well and hence there are higher chances of achieving success. This point was also expressed by Adam Saif, a fellow co-worker. Moreover, Khalid Roshan emphasised that need to know who are going to take part in implementing the change and how. Knowing the people who are going to take direct part in the process of change is extremely significant. For example, Mahamat Bushra expressed that in our organisation, digitising all work processes required some departments to be in charge of others; “my department was involved but there were still challenges that are expected in every change implementation.” Bushra said. Communicate goals Knowing what you want to achieve with the change and letting the people to be affected know is what Laila Faten reported as first step in successful communication. Khalid Roshan replied to my probe on this issue and said that information is not only power, but also a solution to future challenges. This was also supported by reported by Adam Saif as he said that in case of failures, it becomes easy to deal with the challenge as a group instead of shifting blame on a particular person or department. Explaining to the people to be affected as to why it is important for such a change to be effected here and now, and how they will be affected is very important as Khalid Roshan reported. Laila Faten agreed that this step will make them cooperate in the implementation process (Baldwin et al., 2008, p. 340). Mahamat Bushra warned that in case stakeholders are not aware of the need for change and how it will affect them, they will be caught unprepared and get frustrated. Adam Saif and Ayman Jawad were quick to reply to this issue by pointing out that their frustration as workers is transferred to the organisation when their production drops. Things to avoid Failing to change people first: according to Ayman Jawad before you bring change to people, make efforts to change them first so that they are part and process of change in the environment. For example, Laila Faten reported that because of its significance, our organisation decided to train them so as to equip them with necessary skills for their new environment and processes. If this is not done, the change process cannot be a success. Do not underestimate people: ensure you have their concerns and consider them when implementing the change of environment and processes. For example, my organisation had some people preferring some specific training and others opting for less technical positions. Adam Saif reasoned that if the organisation had not given them consideration, they would have the digitization process fail in future. Do not give them what they cannot handle: Laila Faten said a failure might occur if management gives people what they can not handle. For example in my IT department, digitization process has to involve equipping people with skills and failure to train them leads to massive failure. Do not hasten change in an organisation. According to Khalid Roshan, hastened change process does not allow proper consultation and involvement of other people. This leads to difficulties and challenges which take time to resolve and this may bring huge losses. Works Cited Personal interview, Khalid Roshan, Systems manager, April, 19, 2014 Personal interview, Mahamat Bushra, Logistics manager, April, 19, 2014 Personal interview, Laila Faten, Systems officer, April, 19, 2014 Personal interview, Ayman Jawad, co-worker, April, 19, 2014 Personal interview, Adam Saif: Co-worker, April, 19, 2014 Baldwin, T., Bommer W., Rubin, R. (2008). Developing Management Skills: What Great Managers Know and Do. New York, NY: McGraw-Hill/Irwin. Shelly, Gary B., Cashman, Thomas J., & Vermaat, Misty E. (2008). Discovering Computers Complete. Boston: Thomson Course Technology. Interview questions 1. Have you been affected by the current digitization change? 2. What are your take on the change management on digitization implementation process? 3. What do you think are the key considerations to be made in such a situation? 4. What do you think should be done in future and what should be avoided especially by my IT department when implementing such environmental and process changes? Read More