Changes were made without involvement of the entire organizational system resulting into high turnover rates and reduced productivity. Such occurrences have instigated the need for the organization's to build competency in to avert cases of poor productivity experienced in the past years.
In modern era economy, organisational change is necessary in order to cope and to remain exist in the business, it happens continuously due to rapid change in business environment either internal or external. It is considered very important for an organisation perspective in terms of success, for better customer satisfaction and creating new competitive advantages, eliminating those activities which does add value to organisation operation.
Change is not always easy and people organisation may resist if their voice suppressed and as a result a resistance is created. Change, Resistance Managing people organisation essay importance Change in any organisation occurs either internally when an organisation changes it vision and mission from present state to desired one or externally when it is facing issues related to PESTEL Political, Economical, Social, Technology, Ecological and Legal in order to cope with change in the way organisation do business Fiona GRAETZ, A change can also occur when business organisation is facing downsizing, rapid or unexpected growth or when an organisation is in growing phase tolerosolutions.
It is a basic conception and usual perception that there will be resistance to change despite a positive outcomes from people within business organisation as it will directly effects them, they will try to oppose or resist the change and it will impact an organisation in attaining those desired vision and mission objectives.
There can be many reasons for the resistance of change as given below: Employees want justification over the change Berube,and this is one of main reason for the resistance that they are unaware of area of change and their benefits and that is the reason they are prone to manipulation.
If management of change fail to properly manage change, it might result in huge loss like loss of human capital which may lead in loss competitive advantage, loss of financial and resources or may even in worst cases lead to bankruptcy.
For an effective and successful change management, management of change need to plan strategically to manage and reduces those forces of resistance and increase forces in favour for change.
Sometimes resistance to change can play crucial positive role in the effective change by taking resistants opinion and advice on change. Power and Resistance In any organisation, power is considered as ability of an employee to make things done from other employee s and that they will have to do without any resistance or objection Fiona GRAETZ, Employee having power can use influence, pressure or manipulate situation to get things done but exerting pressuring may lead to resistance.
In other words resistance is overcome by the use of power.
For a change to be successful and complete the desired changes, there has to be someone in an organisation who has power to do so, who has power to manage everything, has ability to lead from the front.
In all what power does the change leader have to impose change? Power can be seen from social theory and organisational theory perspective. In social perspective Karl marx viewed power as intentional misuse of power and continuous use of exploitation to employees of an organisation who are powerless in capitalist system and it provide unequal power distribution which is opening doors for resistance to those who are powerless, which further Max Weber acknowledges.
In organisational theory, power is used to beat powerless employees and he also provided the relationship between power and resistance that resistance could be overcome through use of hard, direct and confrontational intervention Fiona GRAETZ, Employees resistance can help organisations to generate good ideas for change and prevention of bad ideas, it will make senior management to stop and think for better Berube, But use of hard, direct and confrontational intervention the explicit use power should last option, and it is not a desirable way to overcome resistance, however it depend on the circumstances like when co is facing any bankruptcy than it may be the best and suitable option to use explicit power them realise that why change it necessity for organisation.
But use of power over changes in PESTEL can be dangerous for organisation and there will be chances that best people best in the business can leave organisation opentuition.
Ethics of Managerial and Resistance positions Every organisation has clear constitution and policies about how organisation wants its employees to behave. As a manager and in the top management it is their responsibility to make sure that these codes of conduct, policies and constitution followed by every employee within organisation.
As every situation cannot be part of constitution and policies than ethics play vital role in organisation, which is based on moral principles basic thinking of what is right and wrong. Managers and employees are encouraged to follow their personal values as well as values of an organisation but use of power and politics for decision for personal benefit is considered unethical approach Jr.
Management and resistance position should try to avoid dirty politics which may lead to unethical decision for other party, management make sure that they provide such environment which create openness and honest commitment and participation from resistant and they can trust each other.
It is possible to make deals with other parties as being in charge of managing change management should ensure that deal does not affect other parties position Jr.
Change can be effective in both parties eyes if it is realistic, achievable and measurable and comes through proper planning and sensitive implementation, this can only be achieved with the consultation and involvement of employees who are being affected by it businessballs.
Initial big task for management is to identify all the resistance position and its root cause, once management of organisation find reasons for resistance than management should try to reduce those forces of resistance and increase forces in favour for resistance.
This can be achieved in various ways as given below: Lewin suggest change can be manage through his three step process; step 1 Unfreezing: Once change is implemented, the next step is to monitor the effectiveness of change and this can be achieved in Conventional way comparing movements of share price any positive change in share price in stock marketmarket share whether change resulted in increase in market share of an organisationthough profitability increase in sales, increases in profit margins, reduction in costcash flow what are the major causes of cash out flow previously as compared to current one, any changes in cash in hand and overall organisations budgets whether budgets and targets of an organisation are achieved and what are their positive or negative result as compared to before change operation.
Monitoring through Strategy-driven measures meeting those critical success factor and key performance indicators for vision, mission, strategy and implementation phase. Monitoring through Benchmarking and it involve comparison with internal previous benchmarking, industry or competitive benchmarking and process benchmarking Fiona GRAETZ, Nowadays, change is a necessity for almost every organisation for its survival, competition, growth and it is critical for an organisation.
Without change it will be hard for an organisation to grab new opportunities, may result in losing competitive staff, far away from meeting business objectives, losing productivity. Therefore its management and leadership who will have to decide what, when and how to change organisation to meet those objectives and missions and how they respond to any resistance in organisation.
Organisation who can handle resistance and have the ability to manage can lead to not only organisation success but also increase shareholder wealth and as well employees or organisation.Managing People and Organization Assignment: Baker & McKenzie (A): A New Framework for Talent Management Content Executive Summary 3 Part I.
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