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Robert (80-120) states that change management is rather delicate and has to be handled with extra care by the management if the relationships within the organisation are to remain unscathed and for the activities within the organisation to run as smoothly as they previously were.
2. Change within the organisational structure may lead to employees being laid off, others are demoted and others promoted. This leads to strained relationships within the organisation and this may eventually affect the quality of work (Dean 100-20).
For successful change management to take place, effective communication strategy within the organisation has to be put in place. Communication bridges any gap among employees or even between the management and the employees (Rob and McCalman 30-45). Employees may understand change, benefits of that particular change as well as its implementation differently and without proper communication, a consensus may never be reached. Instead of the management of Stepney Health centre communicating matters concerning this change through circulation of memos and using middle managers, they should hold a meeting with all the staff members. Face to face communication is encouraged during organisational change management to handle sensitive aspects of the same in order to ensure that the correct message is communicated and understood as it should. Face to face communication is encouraged when laying off employees, demoting them or even promoting them.
The Human resource department of Stepney health centre held workshops and board meetings to communicate to the staff as a group on the organisational change. The problem with most managers is that they impose change on their employees instead of fully engaging the employees during the implementation of the change. New structures within the organisation as well as
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