Management Organizational Change - ABC Automobile Manufacturing Company - Essay Example

Topic ABC Automobile Co: Management Change 28th March, ABC Automobile Manufacturing Company Management Organizational Change ABC Co. is a well-known name in the automobile manufacturing industry, which due to the complexity of today’s ever-growing business techniques and technology, has decided to re-engineer its traditional practices to maintain its market position whilst adopting new business trends. This tactical process will require a good amount of time, patience and dedication along side mutual understanding and cooperation from each organizational member. Standardized procedures must be followed in order to gain acceptance from each member; especially the employees. The companys main plan is to implement the communication channels with its clients, suppliers and dealers into paperless forms i.e. switching all the data base on to a computerized Management Information System that can be accessed by each member from anywhere around the globe. Looking over the companies needs and requirements, the Lewins Change Management Model seems to be the most adequate choice of change for the organization. This shall be further justified along side the three steps to this process. 1. Unfreeze: During project proposal, several people will and will not be in favour due to personal reasons and opinions. These individuals will be reluctant to change and hence will resist for it to occur. The solution is to unfreeze the pessimism by convincing them of the benefits that will be received through the new system. The main reasons for reluctancy may be due to feeling neglected of their importance and value, autonomy, monotony of work, job insecurity, lack of computer skills and literacy, lowered salaries etc as stated by Freud. However, automation is the main concern considering all manual data systems (humans) will be replaced by computer systems. Inefficiency may arise due to lack of motivation of standard techniques, no match between skill and job, and no motivation from the management. (Taylor, 1911) 2. Transition: Once change is initiated the company moves into transition where the top managers show leadership and reassurance to all members that this idea is worth it, displaying the prospects of the change. 3. Refreeze: The company now re-establishes itself and the staff refreezes itself into the new change of work operations. This is done gradually as each member will adapt to the new system with time. Business activities will then be within a click of a button, with the vast media horizon of internet emails, chats, audio and video conferencing etc. (Normandin, 2012) All the departments will be affected including the accounts, administrative and human resource departments. The aim is to achieve paperless forms of communication with its various clients and suppliers. However, all the employees will not be in favour of this huge change so employee motivation strategies must be employed. Looking into Maslows Hierarchy of Phsical, Emotional and Intellectual Needs for Employee Motivation will help overcome resolve this issue. (Maslow, 1943) The theory states that employees will be willing to work if their desired needs are being provided, starting with the basic bodily needs of food, water and sleep. Employees must be paid a fair salary to purchase the manadatory body energizers to work. Bonuses and incentives must be provided to regain their interest alongside longer lunch break in order for their performance to be up to the mark. The fourth stage states that factors such as self-security, employment, resources, and family must be achieved. Employees need protection and a safe working environment by installing well-equipped security systems and hiring security guards for work safety. They will only work well if they have job security through longer duration contracts and insurance policies for health and resources. Love and belonging includes strong emotional relationships with friends and family which is crucial as without these bonds one feels lonely and un-needed and any disturbance in these may also cause depression and stress which negatively affects the company. The organization should ensure a friendly and cooperating atmosphere to achieve a sense of belonging to make them feel valued. They should hire a psychological consultant to treat employees suffering from such issues, as well as allow the choice of personalization where employees can place picture frames and personal notes to serve as a constant reminder and motivator to deliver excellent performance and return home to their loved ones. Self-esteem, confidence, achievement, respect by and of others, these characteristics are necessary to build an enthusiastic, efficient, and responsible workforce. Allowing employees to take on higher authority tasks helps them develop leadership and management qualities and allowing them to take part in major company decisions by incorporating their opinions to feel valued and important for the company. The organization shall therefore remove the centralized system by decentralizing their work and operations and reward for their hardwork and effort through praisement and incentives like a promotion offer or raise, an extra holiday, lessened work hours etc. Last but not least self-actualization which is achieved only when the previous four forms of need are met, for which purpose it is at the peak of the theories pyramid. This point aids to fulfill personal realization and commitment. It serves as an indicator that employees have strategically, efficiently and effectively moved up the hierarchy ladder to achive higher purpose and career success with each step taken forward due to proper organizational motivation techniques supported by this theory of thought. Employees are fully satisfied as all their needs are being sufficiently fulfilled. By this point, they have awareness and knowledge of morality, creativity, problem-solving, acceptance of facts and figures etc. These measures will ensure positive input, output and contribution from each employee and allow for the company transition to be done smoothly and successfully considering that each member participates according to the defined goals and ambitions. The financial considerations may be made by initiating a feasibility test and generating a feasibility report that will compare both the present and the future systems to dliberate over which is more productive and worth using. A pilot program shall be used in order to test out the new systems along side working through previous operations to discover any bugs or glitches in the system while not affecting working operations by still using the previous manual system. If at any point the feasibility report or pilot testing states some sort of error and financial constraint, the project will be delayed until measures to overcome this have been taken place. This will help evaluate the success or failure of the intended project as well as how to proceed with it. With the perks of lower overall costs, increased revenues, ease of accessibility, usage and communication, multitasking and instant work opportunities, the company will boost performance and sales dramatically. Not only this, but the workforce will also be enthusiastic as work will become more innovative and creative than monotonous and self-degrading. The motivational methods used will follow the Herzbergs Motivational theory of hygiene and maintainence including polices, relationships, salaries, company cars, status, security, relationship with subordinates, and personal life. (Herzberg, 1959) A one time investment will be made in purchasing and employing the hardware, software and training required to launch the new system. This change shall be of a great magnitude however the operating systems, equipment and workshops used will prove user friendly and beneficial. All the steps will be broken down and thoroughly covered so the employees experience no hurdles in work. Considering myself as a board member of the U.S, I think this change will bring about a positive change to the region and cultural standpoint of the country. The most essential factors for having a successful cross-cultural management system is to adopt an efficient cultural communication among all members, hence uniting them while eliminating barriers such as communication gap, compatibility, racism, ethnicity, religion, gender bias and the overall diiferences experienced in muti-cultural diverse work environments. (Hofstede, G, 1980) Citations: Taylor, F, 1911, The Principles of Scientific Management, New York, NY Normandin, B, 2012, Three Types of Change Management Models: Lewins Change Management Model, The Fast Track, USA Maslow, A. H., 1943, A Theory of Human Motivation. Psychological Review, 50(4), 370-96. Herzberg, F, Mausner, B, & Snyderman, B 1959, The Motivation to Work, New York, NY Hofstede, G, 1980, Cultures Consequences: International Differences in Work-related values, Beverly Hills, CA Read More