Research Paper for Organizational Change Essay Example | Topics and Well Written Essays - 1750 words

Research Paper for Organizational Change - Essay ExampleIn addition, there is high degree of favouritism in the company. In order to implement successful change, it is necessary to list the problems and their underlying reasons. It is identified that the company runs 365 days a year, seven days a week, and 24 hours a day. In addition it is pointed out that there is a general lack of safety at the workplace. Moreover, nepotism and lack of supervision atomic number 18 intelligibly visible to altogether. It is very evident that there is the need for a total change in the organizations culture if these problems are to be addressed. However, unbiased discussions of change will not help solve the problem as the old culture will reemerge in a short while. On the some other hand, as Hebert (2009) points out, in order to successfully implement a plan for organizational cultural change, the human resources department of the company should secure leadership and fasten employee participat ion in the change process. Evidently, leadership buy-in and employee participation are two sides of the same coin. Once the human resources department manages to get total control, it should suss out that all the affected parties are a part of the changing process and are committed to it. Participation in the change process ensures that employees understand their stake in a successful outcome. However, even though there is active employee participation, there is very high possibility of cognitive discord. So, it is for the human resource department to identify this element of disagreement throughout the change and provide guidance. The issues It is recognizable from the description that there is low morale among the employees from top to bottom. The first thing that is found miss here is pauperism. As is evident from studies (Clegg, Kornberger & Pitsis, 2005, p. 253), all people are motivated intrinsically and extrinsically. However, most people show preference of one form of mot ivation to another. In the case of this company, it is highly necessary to avoid the authoritarian management practices and the evident nepotism. So, it becomes highly necessary for the human resource management department to arrange its managers and supervisors aware about the need to ensure intrinsic and extrinsic motivation. In fact, studies have proved that more than two-thirds of employees want to get appreciated in their jobs. In addition, it is proved that when verbal praise and recognition are given both publicly and privately, they produce great efforts. Some other forms of intrinsic motivation are challenging work assignments and schedule flexibility. It is evident that when used appropriately, intrinsic and extrinsic motivation help improve employee morale. Another point of consideration is operational issue. To ensure product quality, the key is monitoring and measuring processes and making any necessary adjustments. Here, the concept of Panopticon as proposed by Bentha m seems useful. According to him (as cited in Clegg, Kornberger, & Pitsis, 2008, p. 18), it is effective to ensure feat quality if there is a belief among the employees that they are being observed, but by an unseen being. In other words, if the principle of inspection and surveillance is mightily instilled, it can ensure that the employees will feel responsible for what they do and say. The benefits of Panopticon are enormous. It can act as a system of records and rules, making each of the stave feel responsible