Managing Change in Express-Link - Essay Example

Managing Change in Express-Link Introduction As a group of three people hired as external change agents to assume on from where Dr Ellis had left we are assigned the role of developing an action plan for Express-Link. The action plan on Express-Link aims at improving the efficiency, optimization and output of the company by incorporating great restricting on its human resource sector. Current the Express-Link brags of being the Western Australia highly trusted national and subsequently international transport provider which ranges on the basis of the roads, sea and air sector. The company believes on timely delivery of the goods assigned to it, raised satisfaction of the clients and the process depends on the quickness of the staffs and machinery associated. Staffs of the company undertakes major roles in various segments entailing the roads , taxi truck, sea freight, air express, transit store, customs and air VIP. The restructuring mainly focuses on the organization of the staffs and realignment of the machineries applied in working of the Express-Link system. The design of the current and appropriate interventions aimed at moving the firm from the current state to the future prospected level thus by tackling its limitations and moving on forward. The action plan also addresses the essence of the internal politics, leadership in execution of the changes and culture in the organization by further elaborating on the account type, depth and range of the change entailed program. The action plan also considers the recommendations regarding how the prospected change should be institutionalized by considering features of the firm. The clear and vivid development of the parts and portions of the action plan is aimed at presenting coherent, well supported and logically structured model. The output action plan is a contributed process with agents of change ready to work on the tasks that conform to the roles of the external change agents and inclination on evaluating the different approaches to the team members on every intervention, implementation and institutionalization stages (Jones, Jimmieson, & Griffiths, 2005). Recommended Organizational Development interventions The Organizational Development interventions must be adopted by the Express-Link. The essence of the planned change interventions which extensively reveal a sets if structured activities that selected organizational units or even the target groups undertake task and even sequence of certain critical tasks with aimed goals having organizational improvement and other distinct individual tasks. The actual interventions are aimed at moving the organization form point one in 2008 to point two in 2016. The main pressure is placed on the recognition of the SWOT analysis of the organization and thus fostering the future of the organization in the best model possible. The interventions will mainly exist to “interrupt” the existent or the current ways of performance since they are aimed at targeting some level of the organisation and they also encompass an extensive range of earlier conducted activities which were executed in large or small parts of an association. Express-Link has various interventions of the short or long time periods aimed at revolutionising its penetration into new market zones and expansion while having great hold of the market segment it had conquered earlier. The interventions aim at transforming the human resource management system from current to ensure the it has well strategic management process aimed at increasing the labour efficiency and maximisation of output. The machine and human labour measurement has been a contentious process especially after rise in the cost of living standards that is subsequent to the enacted labour laws and hard business environment globally. The goals of the company are to increase the profits margin. This is only realizable in optimizing and increasing efficiency in certain selected portions of the company. The goals are mainly for the human resource management, raw input evaluation, market assessment and ensuring the line of production and consumption of the Express-Link services are lined out (Jones, Jimmieson & Griffiths, 2005). The importance of the change intervention will highly expand the setting of the Express-Link services in the market thus taking a portion of the Express-Link revenue. In tackling the human resource problem, training process is undertaken to the new company recruits especially by incorporation of the new IT skills in compounding the skills of the workers in tackling the new challenges encountered by the company in the new error. The task of the human resource change intervention will aim at the lining out the goals of organisational development and subsequent individual development. It would equally emphasize that interventions produce a clear map that is needed for accomplishment and also representing implicitly. The system upgrade with regards to human resource aims at entailing a collaborative, recurrent and iterative approach basing on the action research (Buono & Jamieson, 2010). Express-Link Company must consider applying internalised, customised, coherent group of activities that avails genuine and well administratively endorsed, comprehensive and well modelled or designed to propagate development in terms of organisation improvement structure for the management of the human resource. This process avoids the risk of ever being systematic fashionable since it may be present the danger of ever being a ‘stuffed replica’ instead of what is expected in the market. While applying the following interventions it, is prerogative to apply the pace and sequencing which aims at the change processes which is highly vital and important. While designing change interventions in the Express-Link company, the typical question shall arise on the main epicentres where the change shall come from (Jones, Jimmieson, & Griffiths, 2005). The intervention shall be undertaken in the areas with huge loop-holes that highly require rapid improvement. The main areas that present critical problem to the company that are likely opportunities for expansion in case well tackled in time. Availability of highly flexible and skilled team is an advantage that can be utilised by the Express-Link company while undertaking changes in the labour setting. While introduction of new employees into the stream is highly beneficial since they come with a pool of talents and increased flow of skills its using the inside labour force is very important as it is assured of security and no additional time spent on retraining of the individuals. The sequence of change is highly dependable on the level of importance of every step undertaken by the intervention process. The pace of change for the intervention process shall be dependent on the model chosen, but it must have achieved the final desired output of point the reach of 2016. The change agents shall maintain momentum of the period by continuous refreshment and evaluation of how far they are from their target on every objective assigned to them. The Express-Link company expects changes in the mode of the labour productivity, service quality improvement and other factors in the production process. From the theoretical grounding it is notable that within OD there exists a significant agreement on the placed on the steps to be followed in intervention which mainly refers to the diagnosis, evaluation, planning and action which Express-Link must put in place to create a great impact on its system. The Express-Link list of goals is relatively small to ensure focussed goal specificity and thus offers increased or concentrated address of any contemporary problem. Most interventions are usually associated with poor and vague plans on to how to achieve them thus wasting many resources and finally it fails to reach the threshold desired. Vague interventions are ineffective and unrewarding since they deemed to offer fewer outputs. The essence of programmability is placed at the core of the intervention. The essence of the staff group to be committed and ready for change is a feature vital to the success of the Express-Link change process (Bouckenooghe, 2012). Role of Internal Politics, Culture and Leadership The changes in Express-Link shall cut across the cultures, leadership positions and internal politics. These segments are likely to elicit great resistance to the company change program. The change program in Express-Link is comparatively in-depth, intensive and big in terms description. Most of the employees of Express-Link are from diverse cultures and political grounding. The plan is expected to finally roll out to all countries that have Express-Link services and thus provide great returns to the company. The Express-Link company has a disposal of various influences on power it has to invoke in order to control the cultures, leadership positions and internal politics. Typical power bases are reward power that entails the use of the extrinsic and intrinsic applied rewards to regulate others. Strong applied coercive power is another potential case referring to the denial desired rewards and entailed administration of castigation to control other people. The use of the legitimate power and subsequent formal authority which is typically the use of the internalised conviction that the manager or the boss holds the main ‘right to command’ and regulate or even other people. Application of expert power may also be applied to the main areas where there is possession, judgement, knowledge and experience which is expected that other people do not have. By application of the power, Express-Link staff is likely to rise to many challenges and resistance. Lastly, the Express-Link company may engage the referent power in order to gain control of the people especially for the staffs who show great desire to control other individual since the individual would like to identify the basis of the influence. The process of marshalling people, staff members and the entire environment to support the program depends on the approach undertaken by the firm (Jones, Jimmieson & Griffiths, 2005). A combination of both power and persuasion helps in a successful or comprehensive attainment of the desired goals. Application of the organisational politics which rotates on the application of the art of applying influence, power and authority aimed at achieving its goals at the end. The application and use of politicking and power are highly considerable as unsavoury in place where people exert power to provide self-centred and other inherent individualistic pursuits or interests in their lives (Buono & Jamieson, 2010). Express-Link must reduce the use of the Politics as normally, organisational politics present huge complexities in life and have huge or widespread impacts or even effects on entire employee attitudes or even the behaviours. The effects create huge impacts on the entire range of performance evaluation, managerial assessment making, resource allocation, affective commitment, and organizational citizenship behaviour and job satisfaction. The use of politics in determining the future programs for Express-Link company may create negative or destructive case for the company. The destructive nature is highly inherent in the end as organisational politics is normally a stressor, presents a low assurance to change and finally adds extra huge uncertainty to a previously precarious condition. The route created by the politics on Express-Link creates unnecessary road block to the future of the company towards. On the other hand, there is the constructive essence for politics. The organisational politics would highly create intensive roles in determining the future of Express-Link that is all essential in driving the change context resources desired. Building and amassing of the desired support is highly essential in creating a formidable team for the business. Proper politics has the power to hamper, influence of control or even avoid resistance expected of the company. Other Change resistance scenarios may be the result out of Well organized or structural, human or even systemic barriers that hugely impede the desired change and most of the strong challenges eminent from the intense external pressures. Normally, huge resistance intensely infers the opposition to executive control that relates to the departmental oriented politics and resistance. For an implementation of these programs, main centres that expect change are the departments that are likely to suffer from the execution of change desired in the end process. Main resistance from Express-Link organisation originates from structural and group inertia, but inclusion of intense discussion and deliberate evaluation will effectively help in raising the bars (Gandolfi & Littler, 2012). Conventionally, there are threats coming from established power sources from which threats and resistance emanate. The entailed and increased communication model by the company is highly helpful in determining the future of the company. With increased essence of the to the Express-Link setting, the challenges originally from the lack of resources, poor timing and increased collective cynicism advanced by past fads in change can be tackled in time to avoid hampering the future of the company. Another common problem that requires inherent and timely tackling from the individual person mainly the fear of the unknown, feeling powerless, need for security, fear of one’s ability to adapt, inertia maintained by tradition and inherent comfort, self interest or even lack feeling for need for change and eventually lack of resources. Express-Link change process will aim at including both groups and individual in facilitating the successful completion of its planned changes. With reference to established framework and entailed comprehensive understanding any existent interplay existent in the antecedents that controls change readiness the change of the individual perspective demands the shift of the consisted of five elemental beliefs which are mandatory for the change recipients to give their support for the change efforts expected (Jones, Jimmieson, & Griffiths, 2005). The by the use of Discrepancy that refers to the comprehensive belief that change is needed and Appropriateness, that is a typical understanding that change is highly required to tackle the essence of any rising discrepancy. Express-Link fraternity must understand the need for the society to comprehend that any organisation can apply efficacy through understanding it can fruitfully execute a change (Jones, Jimmieson, & Griffiths, 2005). Recommendations on Express-Link institutionalization of changes According to (Kavita, 2005), the changes expected on Express-Link goes a long way passing through expansive geographical or continental area. For successful working of the recommendations new offices manned by official or staffs shall be created to fast-track the implementation of the recommendations. Some of the existent offices will equally be steadfast since they shall be strengthened and invigorated to work according to the new developments. Proper and timely working of the availed institutions is highly relevant in the final scenario (Jones, Jimmieson, & Griffiths, 2005). The administration of the every branch shall be allocated the essence of fast-tracking the intervention process in very station. Meeting shall be held consistently to inform the staffs and stakeholders on how far the execution process had taken. Every time refreshing shall highly require the essence of inherent following and adherence. The Express-Link company must initiate a strong focus on implementing group process of entailing workers (Buono & Jamieson, 2010). Building of teams is highly important as organizations are made up of teams and not individuals and thus creates a new culture in transforming the entire force (Jones, Jimmieson & Griffiths, 2005). The creation of the relevant groups helps in exclusive design and comprehensive considerate about its purpose, goals and mission including the purpose and association of the companys configuration firms. The process of change is highly relevant and effective in model undertaking process. The Express-Link must design and create employee and their individual departments which should present an excellent understanding concerning the various associated departments in the organization. The Express-Link company should design an inherent Leadership structure in the company thus must equally balance and thus not present the relevance that it is "above the law" and avail support to its own employees. Express-Link shall create change and successfully create or promote open communication aiming at the enhanced organization which inculcates the inherent culture of entailed mutual trust. Normally, the boss and even managers do not anticipate the employees to trust them out rightly. Typically, the Express-Link management must present huge relevance for breeding trust and subsequent roles thus managers must first illustrate employees that they are well trusted. The company must also ensure that there is reduced unnecessary competition, but some competition is normally healthy (Bouckenooghe, 2012). Reflection as an external change agent My personal reflection as an external change agent and relative to the experience I have gained from this process I think change is an intensive process and may be hijacked along the way by malicious people if not well safeguarded. The ultimate completion of any idea depends on strong and distinct audacity propelled by intensive courage despite any rising challenges along the way. In the process of implementation various considerations are undertaken, for instance, undertaking of the interim Measurements of management or control when planning the change process. It is normally important for a company to appreciate that the role of timely achieving its goals as expected on every level of the said organization. The level may be spanning from managerial aims or conditions to a wide range of strategies aimed at expanding the expected growth of the factors. Incorporation of the individual departments, complete organization and entire or complete essence of employees must assess their set of activities with regards to well set goals there are clear regards for what must be implemented persuasion of the employees to inherently support the system they help in building a comprehensive team. Creation of relevant organization success is normally bounded by the creation of relevant changes and inclusion of the entire group of all employees should present opportunities to contribute vigorously to the intensive processes of decision-making and entailed achievements of the employer company. Inclusion and entailing of the employees in the process of company changes is highly vital and will highly trigger or create the sense of possession or ownership and devotion in employees thus pushing them to foster and embrace change in the process. Entailing of the strategic intervention process is highly relevant (Jones, Jimmieson & Griffiths, 2005). In conclusion, the process of executing new changes in Express-Link human resource sector and other departments is a continuous process that requires timely and committed regards. Huge essence is placed on the created institutions needed for the implementation of the new recommendations. Persuasion of the team to undertake successful implementation of the change interventions is highly relevant in ensuring the eventual reach of the desired target. It is notable that strategic interventions may sometimes be very essential to create transformation within a corporation and its association with the exterior environment. The expected interventions may also involve mergers and even acquisitions or as an expected rapid development of the market sector and other new or even escalated increased competition availed from any other source. The stage wise implementation process is highly relevant in pushing forward the entire process of implementation. It is worth noting that inherent interventions may usually fail at quite surprising rates. Normally, entailed power one entailed politics is normally an inherent double-edged sword that is typically challenging. The essence of the internal politics, leadership, culture and structure may highly help or even hinder the modify effort that typically results in resultant change readiness or even presented change resistance. Reference http://us.Express-Link.com/home/ Bouckenooghe, D. 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