Due to Management Achieving Success Changes is Coming - Essay Example

MANAGEMENT & ORGANIZATIONAL BEHAVIOR - THE CHANGE IS COMING goes here] [Your goes here] [Due the paper] Introduction According to Richards (n.d.), change is vital for the success of any company because without it, businesses fail to meet the needs which results in losing the competitive edge. Managers can handle their businesses properly by resolving the issues associated with organizational changes, such as, decreased employee motivation. They should be able to understand the need of the required changes in order to make the business compatible with the internal and external environments, as well as with the pace of competition. In case of Tracey Foods Production, employee motivation is likely to go down because of the expected changes in the organizational systems. In this case, it is the responsibility of the managers to take effective steps to build the level of employee motivation to make them put their efforts in increasing the productivity of the company. Communication with employees and other staff members is also necessary in order to make organizational changes effective and result-oriented. Moreover, the top management of the company also needs to take effective steps to restructure the culture and work approach in order to make the company accomplish its goals effectively and efficiently. Answer 1: 1. Need for Increasing Motivation Motivation is the key to increased employee productivity. It is imperative for the management of a company to take effective steps to build employee motivation. Williams (2010, p. 1) states, “Motivating people to do their best work, consistently, has been an enduring challenge for executives and managers”. However, employee and management motivation could be affected due to the changes that are brought within an organization due to the variability in internal and external environment. The investors of such companies need to use some suitable motivation theory to build and sustain employee motivation level instead of letting it affected due to changes. 2. Douglas Mcclelland Theory of Needs Douglas McClelland theory of needs can be used to build employee motivation. According to this theory, there are three main needs that play their role in affecting or shaping the behaviors of people. Those human needs include need for power, need for affiliation, and need for achievement. The top management of Tracey Food Production can use this theory to make employees aware of their needs of power and achievement which can ultimately be used for increasing the motivation level of employees in spite of of the all anticipated changes. 2.1 Need for Power One of the needs of employees is power. Employees want to be included in decision-making matters, as well as in other managerial affairs to some extent. To build employee motivation companies can share some management power with the key employees. They can also involve the employees in decision-making matters to make them feel valued. Moreover, consulting employees in making different business strategies, as well as in setting employee benefit strategies can also prove effective for a company. It is a fact that every employee wants to be taken into consideration during the phase of decision-making or strategy development. Therefore, if Tracey Food considers these needs of employees while developing or implementing strategies, the results would definitely be good for the company. for example, if the management invites employees to give their suggestions in business planning, they will feel valued and the level of their motivation increase will increase as well. 2.2 Need for Achievement The need for achievement is the need of an individual to accomplish his/her personal and professional goals. Tracey Food Production can make employees aware of the importance of achieving company’s goals in a timely manner. The top management of the company can motivate the employees to work hard to get better job positions which can play a significant role in the accomplishment of their personal goals. Moreover, the company can also motivate them to work with full commitment and dedication to remain the part of the company even in downsizing situations. 2.3 Need for Affiliation The third need of any individual is the need for affiliation. People want to make durable relationships with others in order to remain active in the society. An urge for a responsive and helpful environment motivates an individual to form sociable interpersonal relationships. Management (investors) can take steps to create a friendly and supportive work environment where employees and managers can talk to each other openly and discuss the effects of changes. In the changed organizational culture, employees would be able to consult with the top management regarding the need for implementing any expected change. The management would also convey the reasons to them in a friendly manner in order to make them feel secure in the changed organizational environment. This step would definitely help the company in increasing employee motivation. Answer 2: 1. Need for Effective Communication Effective communication with staff and boosting employee morale result in improved employee performance and productivity (Burgis 2006). It is a fact that when a member of top management communicates with employees in a friendly manner, it puts a positive impact on the performance of employee because he/she feels owned by the company. Therefore, I will take care of the need to communicate with employees and will convey organizational changes to them in a friendly but influencing manner. 1.1 Communicating Amalgamating of Plants The first change which the company is going to bring is regarding amalgamating of the two plants. The company aims to reduce the costs of operating two plants at a time. To communicate all changes to employees, I will invite them to some place other than the company. It is observed that employees feel nice when the top management values them and communicate every decision to them in a friendly manner (Bettes 2012). Therefore, I will communicate the changes to employees and will ask them to provide their feedbacks. In the meeting, I will tell employees that they are the precious assets of the company and that the company does not want to lose any of them because of merger. I will also announce a strategy to retain well-performing employees who will prove to be beneficial for the company. 1.2 Communicating Formation of Benefits Plan Tracey Foods Production has also announced the formation of a new staff benefits plan in order to reduce the costs of existing plan. To make this change work for the company, I will involve key employees in the formation of the new plan. This strategy will also make the employees feel valued. I will hear to the concerns of the employees regarding the new benefit plan to find a middle way which should help in meeting the needs of employees, as well as those of the company. 1.3 Communicating Team-Based Approach The company also wants to change the working approach of employees in such a way that it becomes more effective and efficient for the company. To implement this change, I will communicate this change, as well as the benefits of team-based approach to employees to prepare them mentally to work in teams in future. The company should put something in favor of employees regarding any change in order to retain the level of their motivation. Therefore, I will tell employees that their teamwork will be associated with various rewards and benefits that they will be able to get on showing superior team performances. 1.4 Communicating Change of Culture As far as the culture of the organization is concerned, the company has decided to create a supportive culture in which employees should help each other regarding any job related difficulty. To communicate the need of this change to employees, I will make the employees aware of the significance of a supportive and collaborative relationship between every two employees. As they will have to work in the form of teams, I will make sure that understand the nature of their jobs properly because it will help them in performing their individual tasks properly. Answer 3: 1. Span of Control As Juneja (n.d., p. 1) states, “Span of Control means the number of subordinates that can be managed efficiently and effectively by a superior in an organization”. The company should implement a wide span of control for managers in the company. The reason is that a wider span of control is less costly as compared to the narrow span of control. In the narrow span of control, the number of managers working for the company is large. Such approach not only gives rise to workplace conflicts between managers but also increases the cost of communication between the managers of different departments (Juneja n.d.). As Tracey Foods Production is already facing shortage of money, it cannot afford to implement such span of control. A wider span of control is one in which a manager manages a large number of employees and takes care of their issues. This is a flat organizational structure and the number of conflicts arising in such structures is usually less as compared to the number that occurs in tall organizational structures (Juneja n.d.). A narrow span of control also means that there will be a large number of managers working for the company. The company will also have to give salaries to those managers which will put extra burden on the finance of the company. Therefore, a wider span of control will be suitable for the company as there will be less number of mangers and the company will not have to use much money on salaries. However, the company will have to hire highly skilled and professional managers because they will have to look after a wide range of activities to be performed by a large number of employees. 2. Benefits of Wider Span of Control A wider span of control is one that allows greater flexibility for employees, as well as a certain level of self-management which also results in increasing the level of employee motivation (Kingsford 2012). Some of the main benefits of the wider span of control for the company will include prompt decision-making, improved employee interaction, increased level of motivation, increased flexibility, reduced operational and salary costs, and increased use of communication technologies (Kingsford 2012). Moreover, the employees of Tracey Foofd Production will not be widely scattered, so the need to hire more managers to work at different locations is also eliminated. The company is amalgamating both plants already, so there is no need for a narrow span of control. Wider span of control will work best for the company, as all employees will be working under the same roof. Looking at these benefits and the inappropriateness of the narrow span of control for our company, the wider span of control or flat organizational structure seems appropriate for Tracey Foods Production. Answer 4: 1. Matrix Organizational Structure A matrix organizational structure is one which includes the properties of both projectized and functional organizational structures (Usmani 2012). The benefits of introducing a matrix style of organizational structure in our company are as follows: 1.1 Efficient Exchange of Information One of the main advantages that a company can get from matrix organizational structure is the efficient exchange of information between employees and managers. In this structure, all departments of a company, such as, information management department, marketing department, and HR department work in proper collaboration with each other which reduces the chances of information loss and helps managers in formulating efficient strategies (Johnson 2012). Such approach also helps companies in quick decision-making, as well as in increasing the level of productivity. In Tracey Foods Production, the workers and managers of Dublin and Mullingar plants will be working in the same location, so there will be an efficient exchange of information between all of them. 1.2 Increased Motivation In a matrix organizational structure, input of employees in decision-making purposes is considered necessary. Such approach results in increasing the level of employee motivation because employees feel nice when managers consider their input important for the company. “The ability to contribute valuable information before decisions are made leads to employee satisfaction and increased motivation” (Johnson 2012, p. 1). In Tracey Foods Production, as managers will be taking employees’ suggestions in consideration, this will definitely improve employee morale and motivation levels. 1.3 Enhanced Collaboration between Employees and Managers Another advantage of matrix organizational structure is enhanced collaboration between employees and managers of all departments. People work closely to each other and are able to share information effectively. Moreover, a creative and friendly work environment flourishes when people work in a collaborative manner and share information and other issues with each other consistently. In Tracey Foods Production, the workers and managers of both plants will be working at the same place, so the level of collaboration will also increase between them. Conclusion Organizational change is critical for any company to achieve competitive advantage. The role of the top management in the implementation of changes is very important. They motivate employees to show improved productivity and be consistent in the changed organizational culture and processes. In case of Tracey Foods Production, the top management can make use of effective communication, motivation theories, suitable organizational structure, and an appropriate span of control to motivate employees, as well as to make the changes successful for the company. References Bettes, N 2012, The Value of Employee Involvement in Achieving Success, viewed 26 November 2012, http://ezinearticles.com/?The-Value-of-Employee-Involvement-in-Achieving-Success&id=7350772 Burgis, N 2006, Boosting Employee Morale Increases Productivity, viewed 26 November 2012, http://ezinearticles.com/?Boosting-Employee-Morale-Increases-Productivity&id=195203 Kingsford, M 2012, Organisational Structure of a Business, viewed 26 November 2012, http://ezinearticles.com/?Organisational-Structure-of-a-Business&id=7289870 Johnson, R 2012, Advantages & Disadvantages of Matrix Organizational Structures in Business Organizations, viewed 26 November 2012, http://smallbusiness.chron.com/advantages-disadvantages-matrix-organizational-structures-business-organizations-26350.html Juneja, H n.d., Span of Control in an Organization, viewed 26 November 2012, http://www.selfgrowth.com/articles/Span_of_Control_in_an_Organization.html Richards, L n.d., Why Is Change Important in an Organization?, viewed 26 November 2012, http://smallbusiness.chron.com/change-important-organization-728.html Usmani, F 2012, What is a Matrix Organization Structure?, viewed 26 November 2012 http://pmstudycircle.com/2012/08/what-is-a-matrix-organization-structure/ Williams, R 2010, How to motivate employees: What managers need to know, viewed 26 November 2012 http://www.psychologytoday.com/blog/wired-success/201002/how-motivate-employees-what-managers-need-know-0 Read More