Reflection on Change Implementation in an Organization
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This report reflects on personal ideas and experiences related to change implementation in a past organization. It discusses the importance of effective communication skills and the benefits of change for employees and stakeholders.
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Assignment NameStudent ID Assignment Name Student ID Course Name 2 March 2019 1
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Assignment NameStudent ID The present report is based on the reflection of personal ideas and experiences related to change implementation in my past organization. In my opinion, organizational learning is a continuous process that improves the skill level and enhance the competencies, which in simpler term is also referred to as “experiences”. My previous organization belongs to the telecommunication service in South Africa and there were several incidences that requires technological and cultural change according to situational context and market changes. Especially in the IT department, the organization was in urgent need for implementing competitive strategy which includes accurate, relevant and complete data processing, with minimum error rate. The change was intended to provide improved and cost effective products and services to the customers, in conjunction to upgradation from 3G to 4G services. However, the organization decided to use the change initiatives for the improvement of the learning capabilities among its employees (Brones, de Carvalho, and de Senzi Zancul, 2017). The human resource (HR) team was under huge pressure for implementing change effectively and assure resource allocation responsibility sharing, monitoring and evaluation with the scope of requisite learning process. In my opinion, it is the effective communication skill, which enables the manager to convince the employees for accepting the change. The integration of manager’s effective communication skill and employee’s disciplined change implementation resulted in an overall quantitative benefits for the associated stakeholders which includes CEO, employer, employees, customer, and government (Lozano, Nummert, and Ceulemans, 2016). Especially at individual level, it leads to learning of newer technique, raises the competency level, and increased the opportunity of self-enlightenment in the technical field. In the given context, the employees within the organization were given prior training to cope with the ongoing and continuous change process and accept it as a part of their corporate 2
Assignment NameStudent ID philosophy. It considers change as an unavoidable aspect to accomplish the demands of near future. Finally, the change results into successful improvement of work practices and better form of telecom product, technology integration and service, creating a value proposition for the customers. It is also learned in this environment that leaders believe, that the profitability from technological and cultural change implementation, is as a byproduct rather than considering it as a reason for change (Serrat, 2017). However, the manager of the organization is highly responsive towards proper implementation and reinforcement of the change. Based on my point of view, our organizations believe that change is necessary to make all employees willingly work in a single direction which can satisfy the changing demand of customers. In this regard, our organization had always tried to build an open and clear communication with the employees. Managers and supervisors always approach to use clear and detailed exchange of information regarding requirements with the employees, either through email or face-to-face communication (Lozano, Ceulemans, and Seatter, 2015). Furthermore, weekly one-on-one meeting was conducted to know each employee’s opinion regarding any new plan or change. Apart from all these, anonymous surveys, informal social outings and 360 degree reviews were also conducts as a part of effective communication. Thus, the intent and method of change is clearly and honestly discussed with all the associated stakeholders before implementation of change. References Brones, F.A., de Carvalho, M.M. and de Senzi Zancul, E., 2017. Reviews, action and learning on change management for ecodesign transition.Journal of Cleaner Production,142, pp.8-22. 3
Assignment NameStudent ID Lozano, R., Ceulemans, K. and Seatter, C.S., 2015. Teaching organisational change management for sustainability: designing and delivering acourse at the University of Leeds to better prepare future sustainability change agents.Journal of Cleaner Production,106, pp.205-215. Lozano, R., Nummert, B. and Ceulemans, K., 2016. Elucidating the relationship between sustainability reporting and organisational change management for sustainability.Journal of cleaner production,125, pp.168-188. Serrat, O., 2017. Building a learning organization. InKnowledge solutions(pp. 57-67). Springer, Singapore. 4