Establishing credibility
Dear fellow colleagues and staff, I want to take this opportunity to share with all of you a particular organizational development. Of course, a “change” for that matter, which is of immense concern to all of us; the top management, middle management, supports staff-virtually the entire fraternity of this organization. I, therefore, kindly request for your attention, time and thoughts are we aim at addressing the issue beforehand. As we only know, the workforce in this 21st century is composed of several ingredients including flexible demands, highly engaged and collaborative talents, and lately the emergence of advanced technology (Malcolm, & Tabor, 2010).
Alongside other improvements that we have been striving to achieve such as the addition of innovative and new organizational changes, with the capabilities to improve corporate education and learning capacities, to share knowledge, and connect with talent, embracing a technological change that would substantially contribute to our immediate and long-term goals (Langner, Hennigs, & Wiedmann, 2013). As a matter of fact, with the continuous emergence of new firms, companies, and SMEs, there has been a significant increase in competition, especially in the business world. Therefore, to gain substantial grounds on our closest leading rivals and subsequently acquire a competitive advantage, an adjustment needs to be made; in this case, embracing a technological challenge would be the starting point. As an organization, we value your efforts, and greatly appreciate the commitments (Langner et al. 2013) that you have all shown towards the success that we have achieved thus far.
Framing a common ground
Again, we all know the benefits and consequences of adopting a new technology. Some of you might already be worried about possible layoffs. I want you to know that; even though one of the adverse impacts of technological change is the likelihood of having a section of the employees sent home (Watkins, 2001), in this particular instance, the company has not considered possible layoffs. Our first target as a company is to evaluate the extent to which the change will impact our inputs, operations, and outputs. As such you should not have any worries of possible loss of the job. All that we, as the management, want from you is total commitment and desire to learn how to use the new technology so that the company can recover not only the massive return on investment but also expand its capacity.
Additionally, through this latest technology, the company is expected to increase its resources, efficiency and output volumes in the near future. The eminent corporate expansion presents an interesting situation for both the company and employees in equal measure (Ford, Minor, & Owens, 2012). On one hand, the company will directly benefit from the increased profitability whereas, on the other hand, expansions would mean that most of the employees will be promoted to higher ranks, which of course will translate into improved benefits and wages (Watkins, 2001). Therefore, it is vital that we come together as a unit in embracing this technological change for the good of all of us.
Providing evidence
Connecting emotionally
Fellow employees, as an organization, we want a situation where we both grow and develop together. We have, in the past, shared fundamental corporate values such as discipline, integrity, diligence, accountability, and perseverance (Malcolm, & Tabor, 2010). I urge you all to continue upholding these core values to the realization of our goals. It is for the close relationship between you and the management that makes it possible for the management to consider your interests in implementing any significant change of this nature. The company would once more ask for your continued support.
Finally, as an organization, in the hope of the success of this project, we have devised plans to award you accordingly. We value you and therefore intent to offer bonuses to our employees following the handwork that they have demonstrated (Ford et al. 2012). Furthermore, every positive step comes with additional advantages. Our progression depends on our staff; the company cannot stand or prosper without your efforts and support. In this particular, cases, we count on you the more. Thank you for giving me your time and sharing with us in this massive step towards our success.
References
Malcolm, S. B., & Tabor Hartley, N. (2010). Chester Barnard's moral persuasion, authenticity, and trust: foundations for leadership. Journal of Management History, 16(4), 454-467.
Langner, S., Hennigs, N., & Wiedmann, K. P. (2013). Social persuasion: targeting social identities through social influencers. Journal of Consumer Marketing, 30(1), 31-49.
Watkins, M. (2001). Principles of persuasion. Negotiation Journal, 17(2), 115-137.
Ford, W. F., Minor, T., & Owens, M. (2012). State minimum wage differences: economic factors or political inclinations?. Business Economics, 47(1), 57-68.
