two major concepts that organizations may use to improve motivation of employees, (a) designing jobs and (b) setting objectives and goals. briefly discuss these two concepts and offer your opinion as to how you perceive the value of these two concepts as motivating tools.
It is generally accepted that CHANGE is the only factor in every phase of human existence that is INEVITABLE. Assuming this to be true, why is resistance to change so strong in most people, specifically employees?
the three innovation strategies that managers use to implement changes in products and technologies.
Describe the OD process to changing people and culture. Give at least two examples. How does Force Field Analysis relate to the OD change process?
Change management can be defined as a process which is required to Highly Effective organisational change or transformation inside an organisation which can be obtained with the help of the professional approaches which directly impacts the overall change inside the organisation effectively and smoothly.
Is a specific process includes all the approaches which are required to implement a change into a system.
Some implications which change manager faces in introducing the change into the organisation are as follows
This is one of the main issues change manager faces inside an organisation, change in the organisation requires the proper communication which is mostly not done inside an organisation for implementing a specific change. Lack of communication creates confusion and also create disruptive results as there is no communication between the manager and employee which results into a problem inside an organisation.
• Providing explanations
Provision of explanations to the Employees about the change can be very difficult at the time. Most of the time it is really hard to explain to your employees about the specific change. Buying a proper strategy as well as pre decided system manager can easily increase its ability to grow the explanatory skills which can be used to explain the changes to the Employees.
• Implementing new tech
Implementation of the new technology inside an organisation could be very confusing as well as frustrating for the employees as it can change the hole pattern of the data management as well as the information flow. This specific change creates extreme frustration inside an organisation and lead change leader or manager into trouble. As the technology is totally new most of the managers are not aware of the specific results for the problems included in the new technology. They can be reduced by a learning the specific Technology before applying into the organisation.
• Conflict management
It is very usual that while implementing the change into the organisations, conflict happens. Managing the conflict is an essential quality of a change manager. Managing the specific conflict inside the company or the organisation is one of the most prominent issues while implementing a change. From a manager aspect there are so many conflicts going on inside an organisation along with the change happening so that the specific management of the conflict is really hard.
• Expecting the quick change
Most of the employees inside the organisation expect a larger benefit from the change provided at a very less period of time. This specific factor creates a feeling of failing in implementing change hence it creates a problem of demotivation inside the organisation and create complication for the change manager.
All in all we can say that most of the time change manager faces the extreme implications over the changes happening in the organisations . By maintaining a proper communication and being involved in the company's structure a change manager can easily reduce the overall effect of these implications and can provide support to the basic structure of its workplace.
Organisational development is directly moving towards the
digital age and multiple Technologies having very largely
influencing the organisational structures. Is the population is
growing number of employees and size of the organisations is also
growing which is affecting the overall organisation design and
development. It is a systematic change of the overall attitude as
well as values and different aspects of the organisation which is
constantly applied into the organisational structure. It also
involves the long term training as well as different long-term
programs which changes the overall structure of the organisation by
a large margin.
OD professionals are considered as one of the most important parts of any organisation as they decide major strategies which have to be used in an organisation. This is specific implementation of the organisational development executives has increased their value and also helps in growing them as the strategic business partners who provide strategy to the business and generate revenue with the same.
By evaluating the specific terms, level of talent development has also increased as companies want more refined as well as productive forces to work with. Many of the organisational development professionals are shipping the talents and directly providing these talents to the organisational structure which is very beneficial for for the development of the organisations. as most of the organisations are working in the virtual environment, level of talent development is based on the digital segment. Virtual environment directly require extreme understanding of the digital platform and this is specific understand directly requires a better talent which is being mined bye organisational development professionals.
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