Management is required to set realistic goals for the company along with objectives. A plan of action will be set and requiring management to let others be aware of the policies that need to be followed. Is helps keep the companies managers aware of the finances and the future of the company’s finances to make the right decisions. Controlling is when the company must follow the original plans that have been set from the beginning. Organizing and directing is thinking of ideas and putting into effect.
Introduction The purpose of this assignment is to firstly identify why there is a need to implement changes within an organisation and highlight any barriers that an organisation may encounter when implementing any changes before explaining how to overcome these barrier. It will also describe what techniques can be used to plan, monitor and review any potential changes. Finally the report will also consider the effects of change of the workforce within the organisation and why communication is vital before, during and after any changes. To help demonstrate different points and techniques I will refer to a specific example of innovation and change within a company which is planning on implementing a machine which is an automatic packaging system instead of a manual based packing system. Benefits of Innovation and Change To fully understand the benefits of innovation and change, we must first understand what innovation and change actually are.
The apprehension of the management team is understood because that is the culture; however, once the functionality is implemented and the management team sees the growth and positive change, the company will be more adapt to change. The project management consultant’s strategies to convince the Levon management team to accept and move forward with the change required realistic information to be presented, as well as for the team to be shown where they can
The staff will be given information Re: training sessions and the plan to ensure staff are aware and prepared for the changes to come. Having leadership established in the initialization of the change will provide support for the desired transformation. The final phase is refreezing. The affected staff will have many opportunities for their own input about the application’s performance and if they attained adequate preparation to achieve the execution phase of eMAR. Refreezing is the process of including new policies and procedures to develop into a component of the agenda of the organization.
It is vital for Kudler to continue reviewing and improving its information system to ensure its appropriateness to the changing characteristics and needs of its customers. More focus should be placed on forecasting techniques to ensure that there would be a match between what the company offers and what the customers need. The best decision may be to use a combination of methods to forecast sales rather than just one (Payne, 2012). Once the manager accepts the process, they must see to it that it is logical, it fits the needs of the organization, and it can adapt to changes in the environment. Threats and
Balanced Scorecard Organizations and upper-management often use a Strengths, Weaknesses, Opportunities, Threats, and Trends (SWOTT) analysis model to concentrate on the company’s competitive advantages, their possibilities, evaluate how to improve susceptibilities, and avoid coercion. Organizations depend on SWOTT analysis to remain successful in their industries. For a business to be successful and sustain their performance, the entity is obligated by their external environment to generate strategic objectives and constantly evaluate its vision and mission. Organizations must reflect on their mission and vision frequently to assess each for validity, consistency, and making sure the objectives are components useful to the desired vision. Businesses require a tool to measure the execution of objectives.
SECTION 1: RESEARCH WORKFORCE REQUIREMENTSActivity 1 What is workforce mobilisation? Before organisations can even begin to formulate a workforce plan, they need to get an accurate picture of the workforce they currently have Workforce mobilisation can be used to address shortages and excesses. It is about mobilising the workforce from areas of low need to areas where staff are required. Sometimes this is done on a global level, moving employees between countries. Most successful organisation know how to mobilise the right people and move them around to meet the needs of the organisation the organisation.
In the given case study; the aim is to propose an apt change model for Plasticast keeping in mind the areas of improvement in terms of practices and procedures followed by the company. Considering the active hurdles faced by Plasticast i.e restructuring styles, frequent change in top-level management and improper recruitment effects, the change agent would like to propose a soft approach model of change. The change management strategy defines the approach needed to manage change in any given situation in an organisation. Before implementing any change in the organisation you must understand the past, present and future implications of the industry. To answer this one must analyse the causes for the changes required and how the implementation of these changes can affect the performance of the organisation and the challenges faced during the change period.
This study has found leadership, communication and participation as three essential elements to managing resistance to change programs. All stakeholders such as leaders, suppliers and customers need to be involved for change initiative success. Transformational leadership creates important changes through inspiration to improve individual and group performance, therefore critical to effective organisational change. Transformational leaders that display emotional intelligence can expect a follower’s agreement and greater accomplishment compared to other leadership styles. A real life example of successful transformational leadership is included.
The more effectively you deal with change, the more likely you are to prosper. For an organization, change management means defining and implementing procedures to deal with changes in the business environment and to profit from these changes. In this essay I will discuss about a way to manage the transition from the perspective of Mr. William Bridges. II. About the author WILLIAM BRIDGES, Ph.D., President William (Bill) Bridges is a PhD and internationally known pioneer in the field of “change and transition management”.