managing organizational change and improvement

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This means, assessing where the business is currently sitting down, examining the various obstacles which might be standing the way of achieving the goal and what possible solutions can accustomed to overcome these obstacles. Once this has been recognized, you want to begin to take the different alternatives and putting into action them. This requires that all managers, work together in making an effort to change the work environment for the better. Wherever, they will take hold of of all the several opportunities so as to increase productivity within an business. (Gerhart, 1995) Once, there is agreement on how to move forward, managers must get started communicating precisely what is taking place with employees by simply addressing individuals issues that happen to be most important. In the case of communication and employee needs, managers would need to conduct frequent meetings with employees, talking about a whole host of issues that could be impacting on performance. This means that managers should be proactive, wherever they will start to ask an employee if anything is alright when all their productivity 1st declines. When this occurs, managers can start to build a rapport with employees. This is the first step to effective conversation on the crew level, exactly where managers is seen as a go to person inside the company, who can address what issues personnel may possess. However , for the employee conveys issues that happen to be most important to them, administration must interact to their worries right away. This will likely build awareness, on the person level that the company is genuinely considering their employee’s well being. As well, management must engage in methods that will improve the overall oneness of an corporation. In this particular case, supervision must do several employee related events and give them with different benefits (that go above and beyond what traditional companies will do). Then, an implantation date must be established as to once and how the newest policies will need effect. Once this takes place, managers need to continually focus on ensuring that they and all staff are following new techniques. Over the course of time, this will cause a shift in psychology. In which, communication will improve and the payment packages will be adjusted to reflect the needs of each and every employee. This allows the overall output of an firm to improve dramatically. For example , Google is one of the many popular areas to job because of the payment and the overall flexibility that they give. Where, they are going to do anything to address the needs with the employee upon both the person and staff level. Some of the different rewards that they present employees would include: the liberty to work with a project that you will be most excited about 20% of the time, in house day care, a health club, free wellness / a life insurance policy, an in house doctor and a fine cafeteria. The theory is that by giving employees with additional rewards, you will be effectively interacting to these people that management values their particular employees and their opinions. Once this happens, a change in perception can occur as employees happen to be will to visit above and beyond what their workplace requires. The reason is , they believe that they can be doing anything to address their concerns. Google is a good case in point as to how to effectively address these issues. Because they were able to effectively treat the two areas in employee relations that will affect every organizations, communication and compensation. (Green, 2009)

Consideration of Success Way of measuring Techniques

Once a new strategy has been implemented, management must have a number of different techniques to determine if the changes are effective. Because of this some type of steady follow up must take place to ensure that nothing is forgotten. One way that can be completed is through periodic employee surveys. Through this particular circumstance, management would have human resources carry out random studies, asking personnel how they experience communication, reimbursement and any other issues that they will feel must be addressed. This information can then be analyzed, to determine when a trend is definitely taking place, in regards to a particular concern. This is important, since if you can efficiently identify what issues could be affecting workers early, you have the ability to determine any kind of employee issues just before they become a problem. Over the course of time, this allows a business to keep productivity levels regularly high, by simply seeing what issues are recorded their employees’ minds. In several ways, these online surveys will speak volumes in regards to what the employees will be talking about between themselves and exactly how any concerns they have may be addressed. (Bower, 1999)

Following, the information that is certainly collected via various workers must go to upper levels of management, to determine the overall problems that are affecting employees. In this particular circumstance, the administrator is looking to see if there is a craze that is happening, with a particular manager or perhaps individual. This is very important, because it allows managers to become evaluated prove management design by workers. In order to maintain high numbers of productivity needs that you examine employee responses on a staff level, to determine if the employees’ issues could possibly be isolated into a particular supervisor. This will stop employee meaning from suffering from a poor administrator, allowing the corporation to see the the case strengths and weakness. Making use of this tool in conjunction with the productivity numbers, will help almost all organizations manage to see their very own goals becoming met one step at a time.


Evidently, there are a number of different factors which could affect staff productivity in a organization. This is because globalization is usually changing the effort place, in which the strategies as well as polices on how to increase output have become artifacts of the earlier. Now, organisations must give attention to various ways to improve employee productivity, through the different policies and procedures they may have in place. A good way to effectively determine this, is to use the GROW model. This where you are stating: the meant goal, the reality of the scenario, the obstructions / possibilities and a way forward. Two potential solutions that can be used in the workplace would be: in terms of communication and employee payment. Where, managers can use the GROW style to successfully identify methods both issues can be defeat. This is significant, because when you can identify what issues are affecting staff, means that you’ll certainly be tackling the situation at it source. When this takes place, managers could be able to successfully address all those issues that will be contributing to the problem, which will possess a positive influence. However , every strategy has become implemented, managers must be cautious not fall season back into the prior system. To stop this, an effective system of follow up must occur, to ensure that all employee concerns are resolved. One tool that can be used to achieve this objective is: to carry out consistent surveys of staff. Where, you are asking about their concerns and opinions about what is quite important to all of them. This information then can be used to examine, bad managers by isolating concerns right down to a particular staff and it can support highlight a firm wide trouble. Once this takes place, administration will know what issues will be most important to employees and just how they can be resolved.


Common Workplace Problems and Alternatives. (2010). Retrieved March 21 years old, 2010 via Work Professional website:

Bower, Capital t. (2003, Summer 18). Turning Around a Problem Employee. Retrieved March 21 years old, 2010 from Tech Republic website:

Clinch, G. (1991). Worker Compensation and Firms Research and Development Activities. Record of Accounting Research twenty nine (1). 59 – 80. Print.

Gerhart, B. (1995). Employee Compensation: Theory, Practice and Evidence. Cornell University or college.

Green, S. (2005). Business System Evaluation. Hershey, PENNSYLVANIA: Idea Group Publishing.

Lanada, M. (1999). A Opposite Look at Employee

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