Please answer these questions assessing the HR issues that would arise if two companies within the Cable TV Industry were to merge.
a. Explain the principles of effective organizational change and discuss how you would apply them in this merger.
b. Determine the appropriate change process for the change situation that would arise as a result of this merger.
c. Develop a plan for implementing the change process you have determined is appropriate.
d. Prepare contingency strategies for managing resistance to this change process.
e. Explain how you would evaluate the success of this change process from all stakeholder perspectives.
f. Explain the role of HR in change management.
Please provide any references used to answer these questions.© BrainMass Inc. brainmass.com October 16, 2018, 9:35 pm ad1c9bdddf
The response address the queries posted in 1736 words with references.
//For this query, you should have an understanding of various HR issues and Change Management. This query is divided into parts, which are to be answered, as per the given instructions. I am going to assist you on these questions, which would help you to answer them. //
//This part requires you to define the principles of effective 'Organizational Change' and its implementation in merger. I am going to guide you on this topic. See the text below: //
In today's world there is a great need for organizational change from time to time because of increasing globalization and technological advances. Proper plans and policies should be framed for implementing organizational change. Organizational change is the alteration of work environment in an organization. It implies a new equilibrium between different components of the organization such as technology, structural arrangement, job design and people. It is a continuous process. It maintains the equilibrium between various external and internal forces to achieve organizational goals. Changes in an organization are mostly planned by the leaders of the organization. The process and implementation of change should be effective and the organization should be able enough to manage resistance to change (Change Management, 2006).
Organizational change is based upon various principles, which state that an organizational change should involve all people in the organization and try to seek their full support, understand the present position of the organization and analyze in which direction should the organization move. It also states that appropriate measures should be taken for managing change and plans the right strategy for change. The responsibility of change management should be handled properly, free and open communication should be there in the organization and there should be right vision for planning organizational change. These principles should be kept in consideration while planning for change in an organization. They are the guidelines to organizational change.
//This part of you query requires you to determine the change process, which is most appropriate in the given situation such as merger between two companies. In the following part, we would be discussing on these points: //
During the merger, there seemed to be an increased impression of ambiguity regarding the needs and benefits of creating a new company. The development of competence and learning is an important constituent of change process. The appropriate change process for the situation that has appeared due to the merger is described in the following steps:
Unfreezing: Due to the merger process, the employee's behavior may be inadequate to the changing demands of the situation. The management requires conveying the employees ...
The response address the queries posted in 1736 words with references.
Change Management Process
Custom Food and Feed Corporation (CF&F)is a major manufacturer and marketer of food and animal feed ingredients. Over the past 10 years, there have been several major investigations and allegations of company mismanagement. In question is CF&F's compliance with federal and state regulatory regulations (safety, environment and quality), Federal and State Labor Laws, and Equal Employment Opportunity guidelines.
In the light of recent negative publicity and to regain and maintain the company's market share, a new CEO was appointed by the Board of Directors. The CEO has insisted that the president of the company look into the recent allegations and make recommendations for changes in company management practices in resource management. The president has outlined the CEO concerns for change and has tasked the Vice President of Human Resources to analyze the current company culture and to give recommendations to him for change. The Vice President of Human Resources has decided to use the Tech Division for this corporate analysis.
The Tech Division is the newest division, being 12-years old. This division has grown from a single product to seven products. The Tech Division is a non-union facility which has a staff of 92 managers and 300 hourly employees. This division uses fermentation technology to convert dextrose (sugar)into a variety of food and feed ingredients. This division operates 365 days a year, 24 hours a day, 7 days a week. Following are major results of the study:
There is no real concern for safety, environmental and/or quality controls.
Tech's managers use an authoritarian approach to managing human resources. This approach over the years has built many barriers between the hourly employees and management and there has been some talk of unionizing.
The plant manager's responsibility is to make all the daily production decisions. His staff of production supervisors is to monitor the production cycle and report to him for direction.
Frontline Supervisors have been promoted from within the company. There was no apparent consideration to who would be promoted and no guidance and training was given to them.
There is a history of nepotism that runs throughout the culture of this division.
Up until now, the Corporate Human Resource department has been responsible for all of the Human Resource activities for each of its divisions. The Vice President of Human Resources has convinced the president of the company that the first change is to put a Human Resource Manager (HRM) in the Tech division. The president agreed.
You are the newly hired Human Resource Manager for the Tech Division. Your responsibility is to diagnosis the present culture, develop strategies for implementing a plan for change, and implement the plan. The Vice President of Human Resources has pointed out that you will face many challenges and a strong resistance from different levels of management not to change the established culture.
As a result of your previous discussion, you are asked to research the area of change management, using the resources at your disposal. Prepare a powerpoint presentation addressing the following:
1. Explain different definitions of change management and explain how CEO of CF&F could use them to help manage the organizational change.
2. Explain Process Change and discuss how this process can be applied in solving opportunities during change.
3. In which level in the organization does the change process begin? Why?
4. Discuss the different strategies for change and outline the factor in selecting a strategy.
5. What do you feel is most important aspects for a CEO to consider in developing and implementing change with an organization? Why?
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