BUSM1162: Managing People Assignment on Change Management Report

This report delves into the critical aspects of managing change within organizations, addressing the challenges and offering practical solutions. It highlights the importance of effective communication, team development, and psychological safety, drawing on examples from large multinational companies like Google. The report explores the application of the Tuckman model of group development and suggests workshops to improve communication skills, emphasizing both verbal and nonverbal techniques. It also discusses the role of management in fostering a culture of open communication and providing training to enhance team dynamics and manage change successfully. The report emphasizes the need for clarity, proper communication, and the use of various tools and resources to facilitate the change process and ensure equal participation among team members. It also references various research papers and academic sources to support its claims and arguments.

MANAGING PEOPLE ASSIGNMENT
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Table of Contents
Problem......................................................................................................................................3
Solution......................................................................................................................................4
Reference list..............................................................................................................................5
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Problem
Managing change is a common issue in all kinds of organization and this issue prevents firms
to maintain business performance during implementation of change. It can be seen that large
multinational organizations such as, Google, develops effective strategies to manage change
within organization. However, they face problems as they do not get best support from their
employees. Lack of communication is a potential problem that is being faced by large
companies while managing change. Most of the companies promote one-way
communication, where the boss is the supreme power and employees are bound to follow
instructions of their hierarchy. For example, Google has identified this problem while
managing change and they are providing their best effort to mitigate this kind of problem. As
opined by Fath et al. (2015), it important to encourage employees to work in team and
effective communication may help management to develop team. 5 stages of group
development such as forming, storming, and norming, performing and adjoining can be
considered to develop groups with organization. Lack of communication makes employees
misunderstand perspective of management. People make decision of cooperating with
changes based on either psychological safety or psychological danger. According to Al-
Haddad and Kotnour (2015), communication gaps give rise to psychological danger and it
includes blaming others for mistake, hesitating in sharing opinions, effect of common
knowledge, and scared to admit mistakes. On another hand, psychological safety refers to
learning from mistakes, sharing ideas with others, decision making and implementation of
innovation and feeling comfortable to admit mistake. Google ensure psychological safety for
developing as well as manage teams and groups within their organization.
Change is hard to be accepted and lack of management of change can push people to give up.
Companies such as Google follow hierarchical manner and this aspect makes their people be
habituated to follow orders of their supervisors. Employees of this company do not have skill
to work in a team. As mentioned by Dervitsiotis (2011), it is the liability of management to
communicate with employees and encourage them to work in teams. Lack of communication
is one of the main barriers to managing change within organization. This problem cause delay
of implementation of change as employees shows reluctant to cooperate with management
regarding this matter. Large multinational organizations such as Google assess consequences
of change and involve employees in the process for getting their cooperation. However,
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Zubanov et al. (2017) have suggested that organizations that are facing this issue must
provide values to opinion of employees.
Solution
For managing a change, Tuckman model of group development can be applied by large
multinational organization such as, Google. This problem of poor communication may arise
during storming stage that can increase conflicts. However, as a solution to this problem, a
workshop can be conducted where different ways of communication skills can be
learned. As stated by Alvesson and Sveningsson (2015), main advantage of communication
skill training in workshop is that it can help to increase coordination in a team. Moreover,
different communication skills can increase. In addition, in this workshop, different
nonverbal techniques of communication can be learned. This is another benefit of this
solution that can help team members avoiding any conflicts. In Google, most essential team
dynamics is psychological safety. In addition, Dulebohn and Hoch (2017) have mentioned
that clarity is also a part of making effective teams. Hence, proper communication is essential
for achieving clarity that can be obtained by arranging workshop for providing training
regarding communication.
In the workshop, different ingredients of communication need to be assessed that can help
team members to get a clear idea regarding need of communication (Burke, 2017). Managers
in workshop need to apply four steps for providing training regarding communication.
Identification is the first step that can be used to collect information regarding emotions of
different members. In the second step, this collected information can be used to design the
training process. As opined by Chenhall et al. (2016), information regarding feelings and
emotions of employees can help managers to generate emotions from employees and business
objectives can be fulfilled. In the next step, team members need to be provided with
knowledge about different types of communication and tools that can be used to conduct
communication. Lastly, management of communication can be done by creating a proper
action plan of training (Clark et al. 2017). Different resources like social media need to be
improved for conducting the training process successfully. Moreover, increased knowledge
about new and efficient tools of communication can help members of a team to eliminate any
type of communication and change can be managed successfully. Large technological
organizations like Google who have open communication culture, training regarding proper
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communication is essential (Gatenby et al. 2015). This type of workshop can help to increase
communication skill of team members and equal participation can be achieved.
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Reference list
Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a
model for successful change. Journal of Organizational Change Management, 28(2), pp.234-
262.
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Chenhall, R.H., Hall, M. and Smith, D., 2016. Managing identity conflicts in organizations:
A case study of one welfare nonprofit organization. Nonprofit and Voluntary Sector
Quarterly, 45(4), pp.669-687.
Clark, K.D., Miller, B.F., Green, L.A., de Gruy III, F.V., Davis, M. and Cohen, D.J., 2017.
Implementation of behavioral health interventions in real world scenarios: Managing
complex change. Families, Systems, & Health, 35(1), p.36.
Dervitsiotis, K.N., 2011. The challenge of adaptation through innovation based on the quality
of the innovation process. Total Quality Management & Business Excellence, 22(5), pp.553-
566.
Dulebohn, J.H. and Hoch, J.E., 2017. Virtual teams in organizations.pp. 569-574.
Fath, B.D., Dean, C.A. and Katzmair, H., 2015. Navigating the adaptive cycle: an approach
to managing the resilience of social systems. Ecology and Society, 20(2).
Gatenby, M., Rees, C., Truss, C., Alfes, K. and Soane, E., 2015. Managing change, or
changing managers? The role of middle managers in UK public service reform. Public
Management Review, 17(8), pp.1124-1145.
Zubanov, V., Katić, I., Grubić Nešić, L. and Berber, N., 2017. The role of management teams
in business success: Evidence from Serbia. Engineering Economics, 28(1), pp.68-78.
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