Concepts of Organizational Change Research Paper - 1

Concepts of Organizational Change - Research Paper Example This paper illustrates that organizational change formulated can bring optimum results in the field of enhanced outcomes of information processing with the achievement of expectations set for organizational communication orienting consistency of the stakeholders. According to McNamara, organizational change management is essential for almost every business organization and it is important to see that the development of a new idea to be implemented is approved by every department concerned within. This is a specialized work stream and hence requires the implementation of technological changes as part of the project management. The success of the new change is always parallel to the effectiveness of the lead in the process. The basic challenge met by all the management on implementation of a change is the resistance of the stakeholders of it. The process of change, however, has to cross the areas of risk such as the period during the cutover to the placement of new solutions; and the m ost critical of challenges is the lack of cooperation from the stakeholders – largely because of lack of effective communication. Since the stakeholders hail mostly from the target group of workers at a low profile in the organization, managers at the top level have to strategies to effectively handle the situation. Organizational change is a vast process which covers the entire area of the enterprise. It requires a comprehensive analysis of the management functions and the culture pertaining to the organizational pattern employed in the enterprise. An effective organizational change management is possible only if the major decisions are taken while considering the prominence of quality input of strategies and the sequence of steps for the surveillance of a measurement system for the implementation of the change.

Faculty of Business Environment and Society Essay - 7

Faculty of Business Environment and Society - Essay Example From this discussion stresses that  workforce engagement is referred to the concept which has become more and more mainstreamed into the management thought. It is observed as an inner state of being i.e. both emotional and mental, and physical; which brings together previous notions of organisational commitment, work effort, and job satisfaction. The definition of workforce/employee engagement gives three scopes to the workforce engagement: intellectual engagement, social engagement, and affective engagement.This study outlines that  managers of human resource department can promote the employees’ engagement within their own company or elsewhere by involving in different practices. Competent and passionate leadership is vital to workforce engagement. Showing an authentic interest in the employees as well as investing time to understand the aspirations and needs of workforce will help them to realise that their contribution in the firm is valued. Engaged workforce should be provided with the opportunity to effectively use their talents and should also be encouraged to expand those skills and talents to show their progress in the company. Managers should involve the workforce in discussions in order to help them to realise that their suggestions are valued and taken by the top management.  The companies should adopt people-focused customs/culture in their operations as employees are the biggest asset of the company.