IMPORTANT DEFINITIONS AND CONCEPTS In order to find out, whether resilience has an effect on coping with and supporting future organizational change, I have to define the concepts of change and resilience. This means that I will at first evaluate whether the merger qualifies as organizational change and therefore a professional challenge that has an impact on resilience. Additionally, I have to take a look at what makes individuals supportive or averse when confronted with change and if this can be linked to the outcomes of my research. 2.1. Organizational change as professional
Change management is a strategic method to ensure changes are effectively implemented to attain organizational goals. Impacts of change should create a focus on employees and teams that shift from one perspective to another, which can create challenges. It is important for leaders to ensure the planning and controlling of the change process promotes a positive experience, and guides the organization to its success. In this paper, the topic for discussion will analyze the best practices of leading change management, motivating employees and supervisors during organizational change, and factors that could hinder the process of leading a diverse culture of change.
The communication given to these stakeholders has to be vital and properly analyzed because it affects the overall change. What entails this communication is the change itself, the theories and methodologies involved in managing change, focusing on the disadvantages and advantages but focusing on the best. Their role in the change management and how through their involvement these desired changes can be achieved. The overall communication should be based on the change management as their transformational change development plan. Keeping in mind that everything has to be in detail because decisions are to be
Effective supply chain risk management is mandatory to have a successful business. An integrated and engaged leadership team can identify risks before they cause disruptions and deliver quick and systematic responses to any incidents that may transpire. Conclusively, management, reporting and proprietorship of supply-chain risk should be established by senior management. Supply chain risk management focuses on the
Stage 2: The specifications of the change After identifying the need to improve the current business performances, the specifications of the change can be explained. These specifications are composed based on the results of the Ishikawa diagram. Once the specifications were recognized a larger perspective could be brought forward: Personnel: All the involved staff needs to change their current behaviour. Emphasising on the FS employees, who need to change their current approach and practices. They should adapt to a more collaborative and enterprising style for maintaining a transparent work environment.
4.2: Discussing learning styles which can be implemented to overcome the problems; have identified. When the organization can face the problems determinedly, the organization needs to change the learning styles in some sector. As I find the problem which is Training needed. For these training the learning styles should be such as Visual Learning: The sales assistance of mine need to get the field work as viewing the whole points of marketing. If they getting to see the point, they can identify the sales promote options.
It can thus be seen as “a process by which managers discover where they are, where they want to go, how they believe they might get there, if they are getting there, and, as they proceed, if they still want to get there”. To do this efficiently and effectively, planning must take into account both the company’s complexity and its relevant environment. It does so in many ways, which include forming different levels of planning. Effectiveness of anticipation: The starting point for strategic planning is anticipating an action. The results of this process are plans (outcome-based instructions).
Its impact must be recognised for the employees and the organisation. Thus, before proceeding the with the process, the organisation must assess the level of risks in the organisation as well as, seek expert advice in developing the evaluation process. Once the organisation decides to proceed with the process of job evaluation, it must outline the policy to ensure its goal will be achieved. The job evaluation policy outlines the objectives, the roles and responsibilities in implementing the policy, the procedures involve the evaluation process and the process for appeal. Creating an effective job evaluation policy and practices enable the organisation to act and decide objectively with regards to compensation.
Tools/Elements to Combat Resistance Organizational Change Professor Name Date Introduction Change is an ongoing process in the organizations that is necessary to keep businesses competitive in the global business environment. Resistance to Change is the concept in which, people want to maintain and protect their status quo. It is the human tendency of the people to resist the change within the organization. There are various factors due to which, organizations have to make changes in its working structure (Burke, Lake & Paine, 2012). By means of this paper, different tools and elements to combat resistance to organizational change are discussed.
Reflection Journal Reflection 1 Entry: What are the observed gaps in my Management style? I learnt more about my management style; where my strengths and weaknesses lie. I identified the key roles for operating as an effective manager within my organisation. The Gap analysis also showed the required and expected competencies I should possess and the level of competency I currently operate in. Thus making it easier to consciously and decisively outline steps to help move from my current competency level to the expected level.
CanGo is in vital need of a strategic plan, to address areas of customer service, organizational structure and culture, performance feedback and marketing. The foundations of an organization that wants to achieve financial and non-financial objectives must be summarized into two main phrases, which are the Vision and Mission Statements. Additionally, CanGo faces an issue of organizational culture. Even though this is one of the hardest areas to address, CanGo needs to revamp the culture
The functional action plan will include management from each major function in the organization i.e. ; transfer agency, learning and development, client relations, intermediary operations, and marketing. The functional action plan will outline the specific actions needed in order, to address each strategic goal, responsible party for accomplishing that objective, and a timeline for completion. The relationship between HR and managers is extremely important as HR is dependent on managers to carry out the programs that were designed by HR (Gomez-Mejia, 2016). If the programs are not followed through, then the strategic plan will fail.
In each process, Lewin and Kotter both identify how challenging it is to move people away from the status quo in order to allow a change to happen. After identifying the problem, they create a strategic plan for change and implement it and institutionalize new behaviors as organizational