PRINCIPLES OF BUSINESS MANAGEMENT

Organizational Change

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Organization change

According to Krishnaveni (2008), organizational change involves reviewing existing culture, processes, strategies and modifying then to suit a particular or proposed course of action. He adds that business world is dynamic, and there is the need for enterprises to change their operations to suit the environment. He pointed out the need companies to be proactive by studying market trends, customer tastes and preferences, innovation and business ownership for the enterprise to operate profitably. He related change to water and said businesses that resist it have their competitive edge eroded by the change. He concludes that most of the change is initiated from the top of the organization downwards. Few cases can change be initiated downwards he says.

Change management

Foster (2000) says that change should involve creating a new perspective of seeing things. His advise is top management to formulate ways in which they will gradually implement resources. He say the framework includes advice of experts in certain fields depending on section or areas of the organization affected. He states resconstruring of job designs; changing of protocols, and elimination of some job description. Foster says evolution of systems can lead to downsizing. He suggests romoval of loss making product lines from the company’s production capacity. He calls for sober decisions to accommodate labor must be addressed.

 Pasmore says shareholders have to be adequately furnished why a wound up decision of a single business unit was reached at by the management (In Pasmore, 2013). He stands for explanations like that "function was making losses or the products have lost demand in the market". He says management must decide how assets held by the single business unit will be disposed or utilized. He adds that the impact of the change is analyzed to compare positive and negative results. He recommends implementation of change immediately where results are positive. He advocates for a steering committee of implementation to be formulated spearhead the change. He proposes the committee to come up with ways on how they can best implement the change. He says implementation can be single or several phases depending on the complexity of the process.

Methods in which authorities can help their employees deal with change

Change is always viewed with suspicion in the organization when it is abrupt (Krishnaveni, 2008). He infers on managers to ensure change is gradual for it prepares employees psychologically for the process. Krishnaveni that should involve communicating to the employees the need for change. He advises managers to address all fears of job security at that phase. He advises employers to assure their employees that they will be accommodated in the new organizational structure and get benefits they were earning unchanged. He states that employees should have an option of terminating their services voluntarily and earn their benefits to their last cent based on employment terms.

According to Foster (2000), employees can also be retrained early in advance to ensure they have the appropriate skills and knowledge for the new duties. He call for retraining of employees within the proposed job description to ensure easy deployed once the change is implemented. He links that to readiness of workers to undertake any new assignment with confidence for they have been fully exposed to the firm’s expectation. He advises on taking them though new safety measures and issues of protective clothes.  He advises on internal training by the human resource department or by a hired expert in the field. He says that training can be done externally where employees are taken in for an educational course for a particular duration or undertake program exchange in an outside firm within the industry.

References

Foster, R. D. (2000). Individual resistance, organizational justice, and employee commitment to planned organizational change. Minneapolis: University of Minnesota

In Pasmore, W. A., In Woodman, R., In Shani, A. B., & In Noumair, D. A. (2013). Research in organizational change and development: Volume 21

Krishnaveni, R. (2008). Human resource development: A researcher's perspective. New Delhi: Excel