Explain Steps in Organizational Changes Process Essay

There are four steps in organisational changes process. The management of change involves determining the implys for changes, determining the obstacles to change, go throughing change, and evaluating change. Explaining steps in governing bodyal change process are as follows First, the nerve whitethorn determine the pick ups for changes to make governing more responsive, flexible and competitive. onwards the changing, the agreement should find the open frame between performance objectives and actual performance, and uses fewwhat indicators, which like total net profit, sales per employee, and labor costs, to greenback the gap in order to decide whether the organization needfully to change. Second, the organization need to identify the obstacles, which like resisting changes at organization, division or individual level, Unions resistance, the culture, strategies and structures of the organization, and financial ability, to acquaint bran-new policies and practices whe n the organization need to changes.For example, for the financial ability, HR handler expects to introduce new technology to make the organization more competitive. However, the organization doesnt have enough subsidies to afford all modules to learn new skills. Therefore, the organization should identify all potential barriers. Third, the organization should consider which methods to implement in the change to reduce the resistance from managers or employees. The organization fecal matter use privileged managers or external consultants to carry out the changes.The internal managers have more well-read about people and business operations, and the internal managers often are too narrow to successfully introduce change. Besides, the external consultants are politically neutral and possessing broader and have more knowledgeable viewpoints, but the external consultants do non know the organization and its staff. Therefore, the organization should measure which method is more sui table for the organization. Moreover, the organization should use top-down or Bottom-Up draw close to implement the changes.The Top-Down approach which managers need to involve in decision and implementation, this approach emphasizes on speed and action. This approach shows the low-level staff just participates in the changes, but top-level managers are do decisions. The Bottom-Up approach which involves considerable discussion and consultation with managers and employees, it emphasizes participation, communication, and the minimizations of uncertainty. This approach makes the staff have more motivations and satisfactions. Therefore, the organization should choose which approach to implement the changes.Last, to measure the posture of changes, the organization use some indicators, like employee productivity, job satisfaction, sales, to correspond the before and after situations to analyze and control the outcome. For example, when the organization implemented the change, it ars e compare the sales this year and last year to evaluate the effectiveness of the change. Therefore, the organization tidy sum utilize different indicators to evaluate the effectiveness of the change. The organization should change regularly as the business environment is constantly changing.However, some of reasons why the employees sometimes resistant to change are followings If I were a HR manager, I would handle this situation with different methods to help the employees. As a HR manager, I would communicate with the employees to reduce the influences of them. nearly employees may resist changing because they feel incapable of performing well chthonian the new way of doing things like using high technology, and they do not understanding what is happening or why. Therefore, I would communicate with them to reduce their resistances.As a HR manager, I would participate with the employees to attend some lessons or courses, which are provided by the organization. It is because some of them may feel work congest and loss of face when they faced the change. They may feel that they are physically or mentally unable to handle the change and feel uncomfortable. Thus, I would participate with them to support them to change. As a HR manager, I would conjure some channels, which like meetings, memos, E-mails, and social network, to let the employees know why the organization needs to change in order to reduce their resistances and angers.In the channels, I would tell them the high technology only less skills necessitated, the change can carry lower pay rate. So I would organize some channels to reduce their fear of the unknown. As a HR manager, I would negotiate with the organization to provide the counseling for the lay-off employees to lower negative emotions. Some of them may feel that their pay and benefits may be reduced or they may lose their job as the economic downturn. Thus, I would require the organization provide counseling to give them comfort.As a HR manager, I would negotiate with the organization providing rewards when the employees genuine some required. The organization needs to introduce some high technology as an example, if some of them, who accepted the requirement, may have opportunities to increase their pays or promotion. Therefore, I would utilize some rewards to attract them. Therefore, as a HR manager, I am not only monitoring organizations environment, but also I should communicate with employees.