logo

Principles of Leading Change Management

   

Added on  2020-07-22

19 Pages7046 Words45 Views
HRM- Leading throughChange

Table of ContentsINTRODUCTION...........................................................................................................................1Analyse Christine Nixon’s attempt to transform the culture of Victoria Police....................1Impact of change on groups, individuals and section in the organisation..............................4Change Models.......................................................................................................................4Different principles of leading change management............................................................10CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14

INTRODUCTIONHuman resource management plays an important role in staffing, controlling, mangingand coordinating different activities. It is mainly responsible for managing the employees in theorganisation and looks after various their training, recruitment, rewarding and the performanceappraisal policies. The main role of the human resource manager to maintain effectiveenvironment in the company and provide resources which are essential for the growth anddevelopment. It motivates employees and develop workplace policies which can benefit theorganisation to raise their sales and profits. Victoria police force is public organisation and wasestablished in 1853 (Keil and Ndou, 2016). It has 18,146 sworn members, 109 recruits and 1355protective service officers. Along with this, the organisation has 3198 staff members and 329police stations. The annual budget of this company is$2.51 billion. In this report the main concern is given on analysis of culture of Victoria Police. Impactof change program on groups, individuals and section in the organisation is seen. Further,leadership change strategies and styles and conceptual approaches to changing culture aredescribed. The need for change and different diagnosing changes like functional analysis,organisational improvement analysis are discussed. Further, Change models like planning,implementing and evaluating are discussed.Analyse Christine Nixon’s attempt to transform the culture of Victoria PoliceIn Victoria Police force, the employees are generally males when it was newlyestablished in Australia. The diversity changes in the company has came slowly with the changein the culture. Only man works and women are not involved in staff members of the companyduring first 100 years (Janićijević, 2017). Further, the females cannot look into this as theircareer option. After, 50 years, the organisation has faced the problem of staff shortage due towhich it has cast various recruitment of the male. The female candidates are then selected tofulfil the shortage of staff shortage. The organisation has given tough responsibilities and task tothe women candidates as compared to males. Female employees were not given same rankings and positions as male candidates andthey are considered separately as policewomen. The organisation has then faced the problem ofracial discrimination in the company has taken place. Additionally, the case of sexual harassmentincidents and absence of flexible policies and negative behaviour of male officers towardsfemales have been increased (van der Voet, 2016). This information of wrong policies and1

harassment cases are spread in news and media which has negatively affected the reputation ofthe organisation and people lost their confidence and trust from the organisation and police force.Victoria police force culture was entrenched and they have lost their effective image in front ofthe public. After 1990, Victorian government and leaders of community has tried their best to bringthey change in the culture of Victoria Police force. This has affected the whole population ofAustralia as the company has involved more participation and employment for womencandidates (Maria Stock, Zacharias and Schnellbaecher, 2017). This has increased theparticipation of stakeholders pressure in more accountable, effective and capable police force.The organisation has also developed the environment which has encourages the employees torespect female workers and give them equal power as male employees. This has increased theemployee's performance and their attitude towards female candidates. The recruitment of womencandidate has been increased to 16.4% which has shown increase in the female employees in theorganisation but it is not reached upto the expected data.Combined bottom down and top up approaches to changeVictoria police force, the leader has used top down approach which is mainly related tothe modification of the structure of the company. The leader has tried to modify the policies andplans of the organisation and also analysed that the unions, government and other staff membersplays an important role in managing the quality and sustainability of changes which areimplemented. It has used bottom up approach by developing coalition of changes with theexecutive members (Prabhakar and Yaseen, 2016). It has been used to increase the positiveresponse from political factors so that they can make strong system against the system. Theleader has to valued the changes from all the stakeholders including community members, unionofficers, government representative which are in relation with public status within thecommunity. These coalitions are complex at all stages of the change process wherever it isnecessary.Bottom line on changeThe male culture plays in the Victoria Police force has created problems for the companyto increase its effectiveness. This culture can be changed to become more inclusive and bear thechanges in diversity. The leader has to use different recommendations from traditional models sothat they can analyse the impact of their new plans and strategies. Furthermore, the positive2

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Task 1 Diversity Policy Report
|10
|522
|14

Gender Diversity on Coles
|7
|1919
|68

Gender Pay Gap Essay (Doc)
|5
|963
|193

Manage Diversity In The Workplace : Assignment
|8
|2186
|158

Gender Inequality Issues - PDF
|11
|2788
|50

Manage and Promote Diversity
|13
|3917
|191