Diagnosing Stressbuster Organisation's Change Management Needs
Added on 2019-09-22
13 Pages3636 Words167 Views
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1.First personIntroductionIn this modern world, every single organization or management is trying to figure out how to deal with dramatically increasing external forces. Thus, in this changing environment managers are the main roles to maintain the growth the productivity of an organization. In developing and maintaining the competitive organization's the main andimportant factor is the organizational diagnosis. An efficiently considered and well-planned diagnosis process is the best way to improve the business. Organizational leaders and theorists introduced many diagnostic models for organizational improvement. These models can describe the total behavioral output of the organization. Even though there are many different models, change manager shouldchoose the one which suits the best to the organization. If we see the change process behaved in Swan Care, the best diagnostic model deals with the issues of the mentioned organization are followed below:1. Galbraith's star model2. Nadler and Tushman's Congruence model3. Burke-Litwin modelModel 1: Galbraith’s Star modelGalbraith’s Star model is the one of the models that can be the foundation of company bases. This model is effective by its controllable policy and it’s the way how influence employee behavior. Managers should get skilled with the policies so it can help to shape the decisions and help to control the organization effectively. In the star model there 5 policies:
The first one is strategy which decides direction. The second one is structure which decides the power of decision-making’s location, the third one processes which should do with flow of information. The fourth one is rewards which is obvious from the name rewards and reward systems, the last one is people and related to people and the influence or frequently of explain the workers’ skills (Galbraith,2011). Strategy. The strategy is the main key formula for the company’s winning plan. It can specify the objectives or goals of the organization to be achieved as well as missions. It can set basic directions to a company, can establish the useful criteria for trade-offs. Structure.The structure of the organization decides the replacement of the power or authorities in the organization and divides into 4 sections:SpecializationShapeDistribution of powerDepartmentalization
Processes Information and decision processes are the functioning of the company. Organizations’ processes can be vertical and horizontal. Vertical Lateral/HorizontalVertical processes are related to the funds and a talent as well as business planning and budgeting processes. On the other hand, horizontal is known as lateral processes and allocate a new product development and sometimes fulfillment of the customers’ order or request. (Galbraith,2011).Rewards.
The reason of the creating the reward system is connecting the employee’s the goals with organization’s goals. In this competitive century all the organization need this system in order to motivate the employees. The reward system can offerSalariesPromotionsProfit sharingStock optionsBonusesDifferent business organizations require different reward systems. (Galbraith,2011).People.RecruitingSelectionRotationTrainingDevelopment are the part of the human resources policies that people policy cangovern. Human resources policies can develop organization and at same time employees. Some business organizations call for the people with mindsets or particular skills. (Galbraith,2011).Proposals of the Star Model.As the arrangement of the star model, structure is the only one part of the organization’sdesign. In this fast changing environment, structure is getting less important rather than processes, rewards and people. (Galbraith,2011).According to Star Model different strategies can lead different organizations. Sometimes, the organizations overlook their results, well there is no all-fits structure thatcan design all the companies, so every company has to subscribe their structure. There is an implication of Star Model that describes that all the steps are important and can’t be left in order to achieve the target. Next, this model created in the way that managers can use it efficiently and can control the employees and influence them by obeying the all steps of the Star Model.
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