unit 5 Group IP
gaylaburow
untit5IPPresentationforReview.pptxPresentation for Review
Gayla Burow
CTU
Problem Overview
Pegasus company is faced with the challenge of communication between its departments.
The setting up of three departments created a communication challenge that affected the operations of the organization.
Reorganization of the organization will help address the problem.
Change reorganization strategy should be maintained as ongoing activity.
Pegasus company is faced with the challenge of communication between its departments. The move by the management to set up three different departments created a communication challenge that affected the operations of the organization. The decision to reorganize the organization into project-based teams would allow the company to address the communication problem while improving communication across the organization. Reorganization of the organization is a step of change that seeks to address this problem in the organization. Evaluation through employee feedback and assessment of their attitudes will provide an assessment on the impact of the change process. Productivity can also be used in the evaluation process.
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Reorganization as an Ongoing Activity
The reorganization should be a continuous process.
The management should find ways to better improve communication by allowing employees from different departments to work together.
Any challenge faced in the implementation of this change strategy should be addressed progressively.
Evaluation of the change process should be done from time to time to assess its impact.
Feedback from employees should be incorporated.
The reorganization should be a continuous process that allows the management to make changes from time to time. The management should find ways to better improve communication by allowing employees from different departments to work together. The move will ensure that challenges are identified. Any challenges faced in the implementation of this change strategy should be addressed progressively (Cummings & Worley, 2014). The solutions to the problem allow the change process to be implemented as an ongoing activity. Evaluation of the change process should be done from time to time to assess its impact. The impact should be combined with feedback from employees to make change continuous process.
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Recommendations of Evaluations Methods
The main method of evaluation is the feedback of employees from the change process.
The other method is measure of productivity once the change process is implemented.
The change in attitude of employees in terms of communication and interaction is a good method of evaluation.
The last method that can be used is the assessment of employee outcomes after the implementation of this change strategy.
The main method of evaluation is the feedback of employees from the change process. The feedback from employees will highlight their attitude towards the change reorganization. Depending on the views, it will be easy to evaluate if the change is solving the problem. The measure of productivity once the change process is implemented is crucial in assessing the impact of this change process (Hord & Hall, 2014). The change in the attitude of employees in terms of communication and interaction is a good method of evaluation. The attitude is reflected through the feedback of the staff. Assessment of employee outcomes after the implementation of this change strategy will provide a positive sign of the change process.
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Rationale
Employees provide invaluable feedback about a change process in the organization.
The measure of productivity can signal positive outcomes of the change strategy.
The assessment of employee attitude towards reorganization provides a perfect approach of gauging change process.
Employee outcomes are influenced by trust and motivation brought by the change process.
Employees provide invaluable feedback about a change process in the organization. The evaluation should focus on seeking feedback from employees. The views of staff will provide an honest assessment of the change reorganization. The measure of productivity can signal positive outcomes of the change strategy. If the change solves the underlying problem, there will be enhanced productivity (Pollack & Pollack, 2015). The assessment of employee attitude towards reorganization provides a perfect approach to gauging change process. Attitudes of the staff can be assessed through their work ethic and approach to work. Besides, employee outcomes are influenced by trust and motivation brought by the change process.
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References
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Hord, S. M., & Hall, G. (2014). Implementing change-Patterns, principles, and potholes. Pearson Education (us).
Pollack, J., & Pollack, R. (2015). Using Kotter’s eight stage process to manage an organisational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), 51-66.
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