Individual project
Abstract
Organizations are subjected to continuous change with respect to the changes in the external business environment that have a profound impact on the internal business environment processes. The current issues faced by the organization as an impact of the economic crisis include high turnover, outdated software applications, stress factor for existing employees and lower motivation levels of employees. The main problem of the current situation us that the employees are not participating in the organizational change and restructuring process and willing to resign. It is a challenge for the organizational management to devise a suitable plan for change management in the short and long run.
The current paper proposes various short term and long term change management strategies for the organization so as to address its current internal problems. The organization can implement various structural changes in the change process and implement short term and long term strategies to ensure the long term growth of the organization.The organization can develop a transformative leadership style that inspires the employees of the organization to work towards the achievement of the organizational goals and objectives.The organization can implement an adaptive or flexible change management plan that can be modified according to the needs of the employees and the external business environment conditions.
It is expected that the various change management strategies suggested by the top management are successful in addressing the current problems in the organization so as to ensure the future growth of the organization.
Introduction
This plan has been prepared for executive leadership so as to devise and recommend the best organizational development process skills that the executives can use, apply the change strategies for short term and long term, and to evaluate the impact of the organizational resources. The current issues faced by the organization as an impact of the economic crisis include high turnover, outdated software applications, stress factor for existing employees and lower motivation levels of employees.
In the given scenario, the company is going through tough times and is riddled with financial, operationsal and human resources related problems. The financial crisis affected the company. The level of morale and motivation of the employees is low and as a result, the employee turnover and stress level among employees is high. The main problem of the current situation is that the employees are not participating in the organizational change and restructuring process and willing to resign. It is a challenge for the organizational management to devise a suitable plan for change management in the short and long run.
Organizational Development Process Skills
The various methods of organizational development process skills include:
Team Process Interventions:
The teams may develop inefficient communication skills, dysfunctional roles and poor decision making over time. The team process interventions such as team building and process consultation can help in solving team level problems by addressing the problems and moving at mature levels of team development . The team process interventions can thus help the organization in improving the team work and team structures to help in creating a positive and motivating work environment.
Organizational Support Systems
The organizational support systems include the type of the organizational structures, resources and the power authority. The decentralized organizational structures tend to support the self-managed teams structures .
- Recruitment and selection systems: The recruitment and selection systems shall be intended to recruit leaders that have a mix of the social and technical skills. The supportive leaders can develop positive relationships with the employees of the organization.
- Training: Organization can encourage on the job training workshops and formal training in the areas of human relationship management, group dynamics and leadership styles so as to develop the self-managed teams .
- Evaluation and Reward Systems: The organization can develop a performance based evaluation and reward system that rewards the high performers in the organization. This will act as a motivator for the individual employees to to use their full potential and increase their productivity.
Strategies for Short Term Change Management
The following strategies are recommended for the short term change management in the organization:
Financial Rewards: The financial rewards help in the proper alignment of the goals of the employees with those of the organization . The organization can use financial reward management as a tool to motivate the employees towards the organizational goals and objectives.
Recognition:It is a human nature to clamour for recognition. Employee recognition is an important non-financial reward system that helps to motivate the employees of the organization towards the achievement of organizational goals and objectives. Recognition helps an employee feel valued as the company acknowledges the employee’s contribution towards its growth.
Communication: The improvement of the communication within the organization can help to increase the transparency in the organization at all levels and also help in increasing accountability in the organization.
Strategies for Long Term Change Management
The following strategies are recommended for long term change management in the organization:
Transformative Leadership Style: The organization can develop a transformative leadership style that inspires the employees of the organization to work towards the achievement of the organizational goals and objectives. The transformative leaders are also known as change leaders that help to initiate and implement change management in the organization.
Organizational Culture: The organizational culture includes the values and beliefs of an organization that holds together the employees of an organization . A positive organizational culture can ensure that the employees have a higher level of motivation in the organization.
Planning for Change: It is important for the organization to plan the change management process in the organization including the implementation phase and post implementation phase. A well planned change ensures that the employees are well informed about the change process at each stage.
Employee Participation in Change Process: The participation of the employees in the organizational change process ensures that the employees are comfortable with the change process. Employee feedback should be considered at each stage of the change process.
Involvement of Top Management: The involvement of the top management in the change process is essential for the success of the change management process in the organization.
Adaptive Change Management Model: The organization can implement an adaptive or flexible change management plan that can be modified according to the needs of the employees and the external business environment conditions.
Conclusion
It is expected that the various change management strategies suggested by the top management are successful in addressing the current problems in the organization so as to ensure the future growth of the organization. But presently, due to the issues facing the company, the company’s productivity and profitability is getting affected.
References
Arora, N. (2003). Theory ZYX of Successful Change Management: A Definitive Guide to Reach the Next Level. LA: KnowledgeCM, Inc.
Cummings, T., & Worley, C. (2014). Organization Development and Change. Sramford: Cengage Learning.
Weiner, A. S., & Ronch, J. L. (2013). Culture Change in Long-Term Care. NY: Routledge.
