One of your new contacts from the teambuilding seminar has called you for help. She is the Human Resource Manager of a larger manufacturing company. Her division is divided into 7 departments and each department is dependent on the other for success.
In today's morning production meeting, the superintendents expressed much concern over low product quality. Additionally, the plant manager announced this week that corporate sales have increased production goals 50 percent for the next two quarters. Production demands have been high and the equipment has been running non-stop for several months.
Over the past few months she has noticed an increase in absenteeism from several of the departments. Resignations are on the rise. The division staffing goals are at an all time low, which means that since the production goals have increased, so will overtime. Employee motivation has been slowly decreasing and this is having a negative impact on employee performance.
Your friend has outlined several concerns. Your assignment is to help her follow the diagnostic process and identify at least four of those concerns. Help her create strategies that HRM could use to help change the present culture.
Send your friend an e-mail on the concerns and diagnosis you have highlighted and the strategies that you recommend for changing morale and quality of the product.© BrainMass Inc. brainmass.com September 21, 2018, 4:14 pm ad1c9bdddf - https://brainmass.com/business/enterprise-resource-planning/organizational-change-and-change-management-180181
"Change" is the only word constant in today's fast paced society and the one who lives up to it is the one who has a competitive edge over the others. Change can be small unnoticeable ones or drastic ones which can change the complete fate of the company in the coming times.
A change in the way an organization functions or carries its daily activities brings about a lot of different behaviors into light which may or may not be in favor of the change. These behaviors can either make the company a success or even jeopardize its success story by resisting the change.
A set of criteria which a change should pass before it is implemented. The criteria are as follows:
- Effect on the organization and the employees should be positive.
- It should be a new challenge for individuals for their growth.
- It should be the outcome of a shared vision.
- It should involve new learning prospects for the team.
A successful implementation is only possible if the top management of the company implements it with precision.
Companies are continually redesigning work systems to maximize flexibility, efficiency, and effectiveness. Managing internal change, particularly culture change, requires three things:
* Management commitment,
* Universal approval, and
* Appropriate measures and rewards.
In order for anything to happen in an enterprise, including change, executives and managers must be consistently committed to making it happen. Only enterprise leaders can ensure that resources necessary to effect the change are available. Consistent commitment means that the change becomes both an enterprise strategy and an enterprise goal that leaders continuously and obviously support. The visibility of leadership support is a primary factor in achieving universal approval for change.
Internal change is successful only when the people involved approve of the change. They understand the need for the change. They believe the change is good for the enterprise and good for them. They agree that the change being undertaken is the right change. Peter Senge, in his book The Fifth Discipline, ...
This explains the steps for change management in the organization to improve the morale of the organization. It is 1,132 words with references to expand on learning.