ORGANISATIONAL CHANGE APPROACHES1 ORGANISATIONAL CHANGE APPROACHES Commissioned by and prepared for: HRM 3008 Organisational ChangeB.A. (Hons) Business and Management University of Northampton, United Kingdom April 2017 module (Cohort 13) Tutor: Dr. Kaylie Tan By:
ORGANISATIONAL CHANGE APPROACHES2 Organisational Change Approaches Introduction Theparadigmshiftintheproductionprocessisdefinedbyhightechnologyera demanding organizations to change their modes of operations so that they may remain relevant within the market segment(Vaara &Tienari,2011).As a way of appreciating technological innovations, most organizations are on the verge of facing out the old ways of production. Having worked as a sales person, I have gained diverse skills of marketing. Such experience helps me remain innovative, creative, team player, focused, and determined to achieve. This paper structurally based on three basic approaches to change. They include; use of power to facilitate change, organizational learning approach to managing employees' stress and emotions, and finally, the concept oforganizational communication strategies in managing a workforce in mergers and acquisitions (Jiali Zhanget al., 2015). The aim of choosing these three themes is to enable me study more and understand the importance of communication in managing employees for mergers and acquisitions.The significance of these approaches is that leadership influences emotions and practices within the workplace. Therefore, it is paramount to learn how to approach changes to ensure the change program is acceptable to all. Use of Power to Facilitate Change Review The use of power to influence and persuade employees in organizations is a fascinating discovery I ever meet as far as organizational change approach is concerned.Manager’s use powertoinfluenceproductionpracticesandemployeeparticipation(JialiZhangetal., 2015).Thereforethistopicissignificantincreatingamutualunderstandingbetweenthe management and the staff. Power is defined as the ability to take action and influence others. To promote continued thinking, I focused on legitimate power and expert power. Legitimate power is based on the title one holds such as manager, supervisor, and others.This kind of power comes with ability and responsibility to reward and punish. For example, staff raises and restricted asses to resources.On the other hand, expert power comes from expert skills that are highly valued and personal associations with people(Riad, Vaara &Zhang, 2012). Application of Power Model in Facilitation of Change Programs
ORGANISATIONAL CHANGE APPROACHES3 Expert power The management invoked a change program that encouraged customer relation through improving service delivery (Jiali Zhanget al. ,2015).Different parties were brought together to share experiences that would lead to successful customer relationships across the business. The staff became part of decision making hence a greater achievement was witnessed (Vanston, 2007). This is expert power.After observation of O2 case scenario, I established that expert power is most effective when it comes to maintaining an organizational image as well as boosting customer relationships. The comments indicate strengths and weaknesses in this approach as follows. Strengths.Expert power has the potential to influence behaviours of others within the system.Inourcasescenario,participativeleadershipwasheightenedthroughsharing experiences that would lead to successful customer relationships across the business (Graebner, 2009).Additionally, this helped me to realize that expert power builds trust and self-confidence which forms the basis of decision and opinion acceptability within organizational setup. The evidence of this collaboration between the management and the staff was systematic thinking (Weber &Fried,2011).This approach acknowledges dynamic systems that impact both the external and internal populations(Xing,Liu,Tarba, &Cooper, 2014).Groups easily influence people into buying the idea, product or service as stated by the collaborative theory (Vanston, 2007). Common language choice and approach is achieved collaboratively within organizations multiplying change efforts. Weaknesses.I realized that expert power needs high-level experience in terms of knowledge and skills hence daily improvement is needed. Additionally, it is easier to close one gap as others grow wider (Graebner, 2009).For instance, O2 runs the risk of delayed implementation since it has to get the response from other staff members who are as well represented.I have a greater awareness that expert power is subject to diminish as expert skills are shared across the members thus lack of influence. For instance, shared experiences that would lead to successful customer relationships across O2 would soon be common to all members linked to the organization losing their unique value before their inception into the system. (Jiali Zhanget al., 2015).
ORGANISATIONAL CHANGE APPROACHES4 Action plan Participative leadership. Competitively, use of power to influence change programs has opened my scope in participative leadership(Shook, &Roth,2011).I perceive power as a management tool that sets organizational values and leadership behaviours. This approach is systematic and allows collaboration between leaders and staff members in the implementation of businessprocesses(Weber&Tarba,2011).Participativeleadershipleadstomorestaff commitments towards meeting organizational goals. Second, it bridges the distance between seniormanagementandstaffthuscreatinglabour-managementrelationshipsleadingto resourcefulness and resilient behaviours during changing period.Weber & Tarba (2013) argues managers use empowerment approach to shiftbeliefs, values, and attitudes at every level of the organization. The study establishes thatthe management encouraged employees’ input by breaking some rules to improve customer experiences. Additionally, different parties were incorporated into decision-making exercise and shared experiences (Vanston, 2007). In a nutshell, use of power to invoke change program is about collaborating with staff members in terms of beliefs, values, and approaches(Shook, &Roth,2011).This can be enhanced through participative leadership through partnering, shared values and beliefs, and systematic thinking. The outlined approaches enhance labour-management relations leading to resourceful and resilient behaviours during change period (Jiali Zhanget al., 2015). Other Theories Other theories that have facilitated to my improved experience as a salesperson in the marketing plans of an organization towards its change include: Stage theory of organizational change: Organizations pass through a well detailed series of changes, and it is here where employees learn continuously. Through this fact, I have been learning the right means to innovations as well as the best ways to resolving the underlying marketing challenges.
End of preview
Want to access all the pages? Upload your documents or become a member.
Organisational Communication Strategies PDFlg...
An Introduction to Ethical Leadership and Ethicslg...