CHANGE MANAGEMENT2 Task 1 In the case study analysis the organization considered is the security company which deals in escorting the customers’ securely. The five realistic assumptions considered for the study are: The company is working in fast changing environment where the competition is high due to changing customer needs. The company works in critical environment due to the increase of the terrorism all over the world. The employees are not motivated enough compared to the severity of the task. The Company managers are not updated with the technology and are incompetent in judging the requirement of staff in whole service process. The managers require high skilled training to manage the employees. It can be assumed that the organization do not have the diversity policy in place as the employees are not engaged and motivated even the employees feel undervalued and unsatisfied in their job(Danso & Agyare 2018). Proper gainingand developmentprograms are missing thishasled to ineffective management in the organization.
CHANGE MANAGEMENT3 Task 2 Critical evaluation In the case study analysis it can be concluded that Site Security and Secure Escorts has to change the management style and structure due to following reasons. Firstly the organization has ineffective organizational structure as the company has not defined organizational policies and management authority to facilitate working of the organization(Galagher 2019). The company major issues as discussed in the case study are old methods of management,Centralized information systems and shortage of staff. The Authors Worley and Mohrman has emphasized that the organisational changes always struggle as the change is often resisted by the stakeholders which can be facilitated by engage andlearnmodel(Worley&Mohrman2015).Thismodelhelpsinunderstandingthe requirements of the organization to implement tailor made changes in the management.With the reference of figure 3.4; the SSE organization will fall in reactive zone as the external factors are forcing the organization to change. There are four types of organizational change which are Tuning, Adaption, Reorientation and Re-creation(Kotter 2012). Source: (Haynes, 2018)
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CHANGE MANAGEMENT4 The Tuning and Reorientation are proactive types of organizational change, as the word suggests these changes are incurred by the organizations which are working and changing with changing requirements of the global world(Gready 2013). The organization which proactivelytune with better ways of achieving strategic success; for example introducing of new product with diversified technologies and process. In this approach the company slowly stats changing with the new needs of the changing environment this type is based on the incremental approach which means increase or enhancement in current policies and procedures by the company. No major changes are implemented within the organization as a whole. Adaption is incremental process but in reactive aspect the company SSSE has to changing with environment on reactive basis it can be justified by the following points. Firstly in case study analysis it can be seen that the organization is losing its existing customers due to the poor quality provided by the employees. In the preliminary research it is clear that company do not have any incentive plan in place for the motivation of the employees and the company organizational structure is traditional. It is the time when company should adopt its working style to achieve competitive advantage in long run. The organization has to recreate the whole new process of reporting as well as working style(Lewis 2019). As a manager it is important to analyses the need of the employees, in this context SSSE is failing as the employees are not only understaffed but under motivated to complete the task. The organization change is recreation rather than Reformation as that defines change in organizational structure but it doesn’t involve uprooting of the events. The companies do not force themselves to change rather it is the planned and proactive way of the organization to achieve strategic success in changing business environment(Voehl & Harrington 2017). Re-creation involves transforming the whole organization with fast and speedily changes of all the basic elements the company has to change not only reporting style but the vision of the company. The company vision is to improve the quality of the service and retain the existing clients which can be possible only after the implementation of training and development of the employees(Nolan 2012). The company lack proper training, guidance, and assistance,It is also seen that employees of the organization are not feeling engaged enough to achieve organizational goals. This leads to another recreation of organizational goals and objectives. This includes linking individual goals with organizational goals. This also leads to acceptance of employees
CHANGE MANAGEMENT5 and providing them with the authority through which the company can improve efficiency as well as effectiveness of the organization. The company is also affected due to old technology , It is important to implement the distributed information system with compared to centralized system as the distributed system can lead to improve in access, scalability and speed to update and work from different branches(Albornoz & Leiva 2019).
CHANGE MANAGEMENT6 Task 3 Indicators of effectiveness The major elements which define that the change should be implemented in the organization can be summarized into six major elements. The first and the most critical element to analyze the effectiveness of the organization is purpose and desired outcomes. The main purpose of the organization can be defined as the growing share in the market or profit earning capacity. This can prove to the major element in understanding the effectiveness of the organization, In the case study the SSSE organization has shown declining profit. The aim of the change management is to improve performance. This is considered as the most important element in analyzing that the company needs change in the organizational structure and methods(Tofanelli 2012). Stakeholder Perspective is another very important element as it defines the different perspective of the different stakeholders to assess the organization effectiveness. While analyzing the stakeholder perspective the company has torespect the stakeholders point of view for example employees satisfaction needs can lead to ineffectiveness of the company as discussed in the case study, The customer satisfaction and customer service are the big factors in analyzing the customer point of view, In broader view the organization’s contribution toward environment and community can be deciding factor for the organization success. The level of assessment is the element which says that effectiveness should be assessed in different levels. Individual performance as well as group performance both should be analyzed to understand the effectiveness of the organization Assessment of effectiveness needs to be aligned properly as the all the indicators which define individual as well as group effectiveness need to be going in sync with the different departments which should be inclined to the organizational effectiveness. When the SSSE organization is considered the company is failing in all of aspects whether it is organization structure , management style and the information system is need to be updated when all the aspects are linked, This shows that the company vision is not aligned properly(Griffin 2012). Theimportant element in this scenario is time perspective as time can change the importance of goals. If the company is currently profitable but the practices company included are based on unethical practices the company effectiveness is negatively affected. In this factor it is important the change should be executed keeping time perspective in the planning as well as executing the
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CHANGE MANAGEMENT7 change management in the organization. Benchmarks are the basic industry standards that can lead to analyze the effectiveness of the organization(Smith, Thorpe & Jackson 2012). The benchmarks are decided on the basis of relative performance by the competitors, the organization has to focus on thecompanies which can be compared with the organization. The company has to focus on the ratios to analyze that the objectives related to finance and operations are matching with the industry standards. The last indicator which can define the effectiveness of the organization is factors which are emerging in the organizational welfare(Iloafu 2016). These factors can boost the sale or can do the exact opposite in any business for example if the environment factors are not taken care in the manufacturing process this can lead to the closing of the organization and it negatively affect the reputation of the organization. These factors are needed to be identified with the help of the management understanding and market research. The above factors affect the performance of the organization which can lead to reduce in company’s effectiveness, hence theabove factors conclude that SSE has proved ineffective and it is the right time to implement change management in the organization.
CHANGE MANAGEMENT8 Task 4 Keystakeholders In this part of the case study analysis the author John Haynes has tried to explain the importance and influence of the stakeholders in the organization with the help of stakeholder analysis the major inputs are discussed. Firstly the key stakeholders are divided on the basis of power to control and impact due to change management. Stakeholders can have the positive as well as negative interest in the change management(Beerel 2009). The importance of stakeholders varies from the power any stakeholders have to impact change in the organization. The following people have stake in the organization and these are investors, suppliers, employees, government and communities. The author Shaw and Maletz have introduced stakeholder analysis to classify shareholders into blockers and sponsors. Blockers are the stakeholders which intervene to promote the change in the organization. The sponsor works hard to meet the changed outcome. An another way of classifying the stakeholder is introduced by Piercy and are described on the basis of Stake they have and the power to influence the outcome, This matrix involves Meddlers, Sponsors and Blockers , bystanders and Helpless victims or Beneficiaries ( please refer to the figure below)(Hayes 2018) Source:(Hayes 2018)
CHANGE MANAGEMENT9 The stakeholders which are not directly affected by the organization but have the high power to influence the decision are known as Meddlers The meddlers can be newspaper journalist and media people who can change and alter the news according to their self-interest. The goal of the organization is to meet self-interest of all the stakeholders. The company can also face political impact from the government in order to achieve political power in the region. Another stake holder which has the power to influence and high stake are known as Sponsor and Blockers as discussed above. Bystanders are the stakeholders who are aware of the change but have a really less power to influence the change. Bystanders can be workers which know about the change but have no power in influencing the decision. The beneficiaries or victims have high stakes but less power to change the concerns. The investor’s shareholders can influence the decision if required but the company policies are often controlled by the owner of the organization. Oncethestakeholdersareidentifiedtheorganizationhastotacklethemaccordingly. Stakeholders consent can be very difficult to achieve the organization has to handle them carefully(Malhotra & Hinings 2015).In the phase of change management the organizations always face resistance from the major stakeholders of the company. The organization has to tackle each and every point of view for the successful completion of the change management. In this case study the major stakeholders are employees and customers, The company should motivate employees by providing authority to take decision and to link the goals to achieve successasindividualandaswellastheperspectiveofwholeorganization.TheSSSE organization has the to take managers as well as employees in concern before implementing organizational change management, The organization should also try to focus on the customer perspectives and focus more on the quality of the service. There is always conflict of interests between the power and influence of the individuals and group which are engaged in the operations of the organization, The major change SSSE should be implemented is change in managementstructureandmanagementstyle,Theemployeescanalsofaceissuesin understanding the new technology hence the company should involve training related to new informationsystemandthecompanyshouldimprovethecommunicationbetweenthe management and employees to discuss the concerns of the employees.
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CHANGE MANAGEMENT10 Reference List Albornoz, A & Leiva, MTG 2019,Audio-Visual Industries and Diversity: Economics and Policies in the Digital Era, Routledge, Abingdon. Beerel, A 2009,Leadership and Change Management, SAGE, California. Danso, KO & Agyare, C 2018,Equity and Diversity Policy, Kwame Nkrumah University of Science and Technology, Ghana. Galagher, PF 2019,Change Management Handbook: The Leadership of Change Volume, PFG Publishing, New York. Gready,P2013,'OrganisationalTheoriesofChangeintheEraofOrganisational Cosmopolitanism:lessonsfromActionAid’shumanrights-basedapproach',ThirdWorld Quaterly, vol 34, no. 8, pp. 1339-1360. Griffin, RW 2012,Management, 11th edn, Cengage Learning, Boston. Hayes, J 2018,The Theory and Practice of Change Management, Palgrave, London. Iloafu,LEK2016,'TheRoleofEffectiveCommunicationinStrategicManagementof Organizations',International Journal of Humanities and Social Science, vol 6, no. 12, p. 94. Kotter, JP 2012,Leading Change, illustrated edn, Harvard Business Press, Brighton. Lewis, 2019,Organizational Change: Creating Change Through Strategic Communication, John Wiley & Sons, New Jersey. Malhotra,N&Hinings,CB2015,'Unpackingcontinuityandchangeasaprocessof organizational transformation',Long Range planning, vol 48, no. 1, pp. 1-22. Nolan, S 2012, 'Change management',Strategic HR Review, vol 11, no. 5. Smith, ME, Thorpe, R & Jackson, PR 2012,Management Research, Sage, Thousand Oaks. Tofanelli, 2012,Communication in Organizations, AuthorHouse, Bloomington. Voehl, & Harrington, J 2017,Change Management: Manage the Change or It Will Manage You, illustrated edn, CRC Press, Florida. Worley, CG & Mohrman, SA 2015,A new view of organization development and change competencies:theengageandlearnmodel,viewed29August2019, <https://ceo.usc.edu/files/2018/03/14_New-View-of-Org-Dev-and-Chg-Competencies-Engage- and-Learn-Model-June-2015.pdf>.