Implementing Strategy & Managing Change - Example

The paper "Implementing Strategy & Managing Change" is a great example of a report on management. Change is inherent and it is a fundamental component of ensuring continuous quality improvement. Change is based on improving methodology and involves the introduction of new strategies and measures that will guarantee change. Change is a component that is associated with conflicts bringing into consideration strategies and measures to prevent or solve these conflicts. In Fire & Rescue Services (F&RS), change is important because of changing environmental requirements illustrated by changing technological and global features. For exchange, F&RS wants to maintain old strategies that are becoming obsolete because of time and may result in demonstrations by employees because of being unable to accomplish tasks that are required. Successful implementation of change is crucial in ensuring the efficiency and effectiveness of F&RS roles. Individuals and organizations that introduce change faces challenging tasks and implementation of change is an important factor in ensuring that organizations adapt to an appropriate approach towards the accomplishment of tasks. Monitoring and updating organizational operation requirements is important in ensuring that conflicts are prevented (Wilmot and Hocker, 2007).

Change requires embracement of strategies that were not there before or have been there but are not applicable currently. Employees are the most important resource, barrier, supporter, and risk when managing change (Yaacov, 2004). Uncertainty of change may result in the creation of negative perceptions eliciting emotional outrage and thus it is important to engage all parties in improving ways that they operate. In the case of F&RS, emotion arises because of an increase in traffic and it is important for leaders to embrace change in a manner that acknowledges, anticipates, and responds to concerns such as accomplishment of duties in changing environments. Engaging employees will provide strategies that will be acceptable to both parties and avert any demonstrations.

Moreover, to engage effectively and constructively, implementation of change should factor appropriate communication approach. Early consultation and communication, especially in the implementation stage, will assist in getting the interested stakeholders into preparedness and anticipates any outcome. The communication process should take various stages that may include consultation, information exchange, and collaboration with all affected parties (Condliffe, 2008). The employees and labor representatives argue that the increase of traffic affects the way that they accomplish their duties while at the same time, the management wants to maintain response time to incidents; the response time should be less than 12 minutes. Allowing constructive communication between trade unions, F&RS, and employees through inquiring on available means and strategies that will ensure that the entire fire and rescue process is effective and efficient will result in strategies that can aid conclusively address service delivery and averting demonstrations. Moreover, employees should be placed in a position of being in the shoe of distress callers and to show the importance of not participating in demonstrations rather appreciate their contribution to the society and communities (Ramsbotham, Woodhouse, & Miall, 2005).

Employees should be motivated through the provision of means that will ensure their contribution to the society is beneficial, these contributions are appreciated, and appropriate motivation processes and tools should be in place to compensate for the risks and challenges that they are exposed during emergency cases. It is important to encourage and discuss means that will improve working conditions, which may include means to mitigate against their aim of participating in demonstrations. Motivation can come in different modes and may bring factors such as complexity of tasks, risks exposed, types of equipment and technological requirements, and impact of the entire process to the community. Thus, introducing an appropriate motivational system will ensure that the employees feel appreciated on their contributions and may decide not to participate in demonstrations.

Traffic jams are a constant contributor to inefficiency in the transport system and especially in this case of emergency mitigation. Fire engines, ambulances, and other important vehicles and equipment that help to ensure that distress calls are addressed require the use of road network (Kindler, 2005). The bylaws and regulations that are in place were formulated sometime back but an increase in the number of vehicles has resulted in an increase in traffic and thus new strategies should be developed to ensure that the twelve minutes time is maintained. These strategies may include educating the public on the importance of utilizing effectively technological equipment e.g. electricity, clearly state the reason for distress calls, and positioning Fire and Rescue Service providers strategically within regions that they can not be prevented or obstructed by traffic jams. Thus, utilizing this strategy may make the employees and trade unions think about their threats to participate in demonstrations (Kindler, 2005).

It is important to be in a position of friendliness with union representatives and employees. Inviting them into talking socially and paying attention to their requirements and views will cultivate a relationship that is stronger and productive resulting in reducing the effect of conflict (Ramsbotham, Woodhouse, & Miall, 2005). In the discussion process, it is important to state the position of the organization and the means of ensuring that the organizational requirements are met. It is important to point out the downside of demonstration and strikes to them. Risks such as the inability to access benefits and at the same time be careful not to say information that can be perceived as threats. Some employees may not know the risks that they are exposing themselves to while the union representatives may want benefits or conditions that do not balance with their current position of the Fire and Rescue Service (Corvette, 2006).

Change is an important component in ensuring organizations embrace conditions that concur with changing environmental conditions. Implementation or maintaining the status quo while change is required may result in frustrations in the side of employees and may result in eliciting their outrage in different scenarios such as strikes and demonstrations. Strategies should be in place to ensure change is formulated and implemented in such a manner of factoring into consideration the requirements of all employees. These strategies may include engaging with involved stakeholders, clear communication lines, stating the position of the organization, and providing means that circumnavigates the challenging issues.