CHANGE MANAGEMENT
Introduction
“Change management is referred to as the process of initiating, implementing and controlling change in an organization” (Kneer, 2013, p. 3). Managing change is a unique task that requires a set of skills and procedures in order to ensure success through attaining a specific goal. The starting point of change is the definition of a problem that an organization may be experiencing at a given time. After a proper analysis of the issues at hand has been made then the management team develops and selects a workable strategy to solve the problem either existing or anticipated. “Human beings are known to be resistant to change” (Melanie, 2014, p. 7). Thus it is important to develop full proof strategies that will lead to successful implementation of change.
“Change management is considered as a process and not as an event as defined structures are followed” (Reiss, 2012, p.10). For the purpose of this paper we shall critically analyses the effects both negative and positive of the implementation of change management at the Australian coal mine. The case study provides us with a particular approach to change management. The aims and goals of the organization are expressed and the implementation is made visible for analysis. The response of the employees is documented to assist in the evaluation of where the company went wrong and what would have been done to provide better results. The successful implementation of change is related to the strategy that an organization decides to adopt.
The management of the Australian coal mines had good intentions when they decided to start the appraisal system at the mines but there implementation strategy was pathetic leading to a culmination of issues including employee resistance, misconceptions as well as reducing the quality and safety of the work that was being done. A good change but with negative results since the technique used was not appropriate. (Cameron & Green, 2012)
There multiple theories and techniques used to implement change. It is very important for the management to understand the company and its needs in order to be able to select the best suited model to use. Change management has components of its own that need to be followed so as to ensure that the process runs smoothly. Communication is one major component of change management. In the case study of the coal miners we see them responding negatively and feeling betrayed and hoping that the management had communicated with them.
Faulty communication channels result in misconceptions, mistrust and negativity as both parties are unaware of each other’s actual thoughts. Assumptions are made in order to fill in the gap that is created as lack of proper communication. The assumptions that occur are often incorrect and eventually the employees are left feeling vulnerable as they do not understand the process.
The organization must identify a problem and notify the employees of the actual problem as well as suggest the options available for solving the issues. The employees at the coal mines are busy lamenting, none of them is aware of the issue at hand and why they need to change and conform to different demands. It is evident that the employees feel dejected by their employers. One miner compares himself and his fellow work mates as prisoners and victims of “war”.
In the soft model of change the model advocates for intensive research in all phases of the change process. The model does not merely focus on solving a problem but it aims at understanding the nature of the problem as well as solving it. In this particular case study it is more than evident that the company implemented the hard change management system. The model only concentrates on solving a given problem. The mining company was aiming at solving a problem using the appraisal system but they failed to meet the objective miserably.
“The hard change management system advocates for well-structured leadership” (Kotter, 2011, p.8).The leadership theory that was adopted and that goes hand in hand with this particular change model is the autocratic leadership style. Whereby the leader is in control of the situation and gives instructions on what is to be done. The leadership is the law and the employees must conform to rules and regulations lay down by the leader.
The appraisal scheme that has been started at the mines as part of change has brought about adverse effects that the organization does not seem to notice, the employees at the ground do. The metrics used to reward the employees with marks have flaws since they concentrate on one aspect while ignoring other critical aspects. Employees are rewarded points for output over a given period of time. Employees that are able to give more output faster get higher marks.
The organization has not put into consideration that the mining process has procedures. The procedures that exist may be slow but they ensure the safety of the miners in the fields. As some employees are more interested in the benefits that come with higher grades, they have started cutting corners in the mining process. The appraisal scheme does not bother to analyse or evaluate the procedures followed by the employees, just the results.
Employees are upset as a result of the consequences of the appraisal scheme as it puts all miners at risk. The miners feel that the appraisal causes them more harm than good as since inception of the scheme there lives are in danger. The once “safe” working environment no longer exists thus aggravating and frustrating the miners more. The company is demanding that they produce higher outputs yet expose them to high threats. Previously the miners had a sense of security as they knew they were adhering to all safety regulations. Mines are considered to be already dangerous regardless of safety measures but now they are more dangerous increasing the worry of the employees who must also provide high inputs in order to be at par with others.
The attitude that is being displayed by the employees as they give their views is already negative. The element of resistance has started crippling into the equation. A number of issues seem to lead the employees to resist the change. First the employees feel that their employer does not appreciate or value them as they were not included in the change process. The organization did a poor job in communicating the elements of change to the miners. It is evident through their remarks that they do not understand the need behind change neither do they see how they will benefit. (Lewis, 2011)
The Miners have a negative perception of their employer whom they consider to be greedy and one who does not care for their welfare, just the success of the company. Issues of mistrust as well as resentment are playing a major role in making the employees resist change. The employees do not see the appraisal scheme as a genuine form of change as they already have preconceived ideas of the scheme. Since they read mischief in the form of change implemented and they are determined to “play the game” with the organization.
The response and negativity of the employees is not a critical matter that would have not been solved amicably, but as a result of poor planning and change management, failure of change is inevitable. Manipulation of the system is already being practiced by employees who want more points. The quality of work has diminished since the employer is perceived to be only interested in quantity rather than quality.
The relationships between the employees is started to get tense as issues of envy and jealously arise. The employees already know that those who are gaining points more are doing so while risking the lives of all the miners by not following procedures. Change is seen to have caused more problems rather than solving them. As the employees aim at working smarter rather than harder the organization puts itself at risk since there are no proper control mechanisms that are being enforced. (Gourav, 2011)
The organization needs to act fact before a major calamity befalls on them as a display of the negativity towards the change in the organization. The employees already do not trust their employers and some employees do not trust one another as some are engaging in dangerous acts that can easily cost them their lives. Tempers are high and the organization needs to craft a unique strategy in order to resolve the issues amicably.
Communication Plan
The communication plan is a detailed document that stipulates goals, schedule on how to achieve the goals and a list of stake holders. A communication plan is developed after an in-depth analysis of the problem has been successfully carried out. In previous paragraphs we have already identified the issues the organization is experiencing as a result of poor management of change. The communication plan is aimed at asking the organization to resolve the issue in an amicable and effective manner.
Objectives of an organization need to be specific, measurable, attainable, realistic and time bound (SMART). As a result of the heighted tension in the organization it is important that the company develops a strategy that will be highly effective. (Anderson& Anderson, 2010) Simplicity is important as the literacy level of the miners cannot be assumed. The information that is to be communicated by the organization needs to be understood. The company cannot afford to make any mistakes that would lead to aggravating the situation further.
Communication channels are an important component of the communion process. If the company selects the wrong channel then they are unable to communicate effectively with their employees. The current situation escalated as a result of non-functional communication channels. The management needs to face the miners face to face and explain to them the reason behind the change
Once the employees have received the explanation of the management they two need to express their displeasure in the technique used to appraise them. In order for communication to have occurred both parties need to understand the message sent as well as respond in regards to the message. Failure to respond is a sign that there is anomaly in the equation and there needs to be an evaluation.
It is important that company employees do not feel as they are being targeted. Currently the issue of mistrust is already in play. If the management demands that the employees respond in an open forum they, may not respond honestly for the fear of being targeted and labelled as rebels. Anonymous feedback forms provide the privacy required. The benefits and consequences of failing to communicate effectively can cripple any organization especially one that is effecting change.
Bibliography
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