7000Lbsmgt Management Theory: Case Scenario Assessment Answers

Change baseline

The current production and processing baseline of the company was a manual process and was conducted by the staffs of the company but now the system will be changed to a fully automatic system by the introduction of robots. The production and HR baseline of the company will be changed through the current change management process. A prominent automatic baseline will be set up to ensure effective production and service rendering system by the company in the future (Carnall, 2018).

Defining Change strategy

The change strategy of the company will be very simple and accurate to prominently implement the change in an effective manner. In this strategy the company will invest capital in buying durable and reasonable robots and machinery which are able to perform the processing and production of the company in an efficient manner (Hayes, 2018). After the setup of such robotics and machines, the company will cut down on the employees which are in effect and will not be able to adapt to the current system. In this way, the company will be able to implement the change inefficient manner.

Change in measurement

Now as the employee will get decreased and the robots will be introduced it is important to measure the positive and negative impacts as well as the performance of the change implemented within the company. For this purpose, the company will measure the process and production done by the robots and to what extent the employees have left the organization after the introduction of such change and whether everyone has adapted to the change or not (Cameron & Green, 2015).

Communication change details

It is important that the change which is going to happen in the company is properly communicated to every employee within the company. In this purpose, the company will hold a general meeting in which the changes which are to be made in benefit of the firm will be communicated with every stakeholders and employee who associated with the company.

Communicate change progress

A separate change management team will be made which will communicate the changes which are to be made within the organization in an evident manner. They will also communicate the change progress and to which extent the changes are made within the company. This will be done through continuous reporting of the change progress (Doppelt, 2017).

Measuring change process

The measurement of the change progress will be done through the production which is made by the new system of robots and what was the difference between the old and new production effect. This will show the positive as well as the negative performance of the company in an evident manner.

Ensuring change last

It is important to make sure that changes made by the company last for this purpose the management will look a how employee react and approach the change adapted. This will make sure that management is known to what extent the overall organization has adopted the current change and ways in which the changes will be made prominent (Kuipers et al. 2014).

2 Discussing the most critical issue relevant to the current situations

One of the biggest issues that can be faced by the company by implementing the following change is if the employee does not accept the change. This will be a critical issue which the company will have to face. As it can be said that there will be employee cutdown within the company if the change is implemented as there will be no need of having the same number of the employee as it will increase if the employee (Pugh, 2016). In this scene, the employee may oppose such decision from the management that can be a critical issue for the company there an implementation of the change process. The three areas that will contribute to this issue will be

1. Employee Engagement: Employee engagement is very much related to the change as the employee should be highly engaged within the change to maintain the operational efficiency of the company and employee cut down may affect this (Goetsch & Davis, 2014).
2. Stakeholders interest: The stakeholder of the company will fund such changes in such case if the stakeholder does not agree to cut down of employees this may cause an increase in the stated issue.
3. Governance: The governance body of the company may not agree to the employee cutdown which is ageism affect the change which is to implemented by the company.

3 Outlining 4 strategic approaches which are to be followed to involve stakeholders of the company

The four strategic approaches that will be used to involve stakeholder in facilitating changes by resisting the issues are as follows:

Education and communication: It is important that stakeholders of the company are educated and communicated about the possible changes that are required within the company. This strategic approach will help the management in convincing the stakeholders that change is in benefits of the company and its stakeholders (Lozano, Ceulemans & Seatter, 2015).

Participation and Involvement: The stakeholders under this strategic appoucag will be invited to join the change process within the company that is in benefit of the firm. This will make them realize that by bringing the stated changes the company will be able to perform well which will help them in resisting the issues relating to the change.

Negotiation and agreement: Negotiation and agreement will be done with stakeholders which will resist such changes in order to make everything come in line for the purpose of making the necessary changes for the benefit of the company (Cummings, Bridgman & Brown, 2016).

Manipulation and cooperation: The stakeholder which will resist involvement in such change they will be manipulated and corporate and will be ade understood on how the technological advancement of the company will benefit its stakeholder.

4 Outlining the five are where the company will have to ensure the degree of ethical practices

1. Financial aspects: The ethical and professional behavior has to be maintained in the financial aspect of implementing changes and changes which are to be made will be heavy financial resources (Van der Voet, 2014).
2. Communication of information: Communication of information related to change must be done in an ethical and professional way.
3. Implementation of changes: The changes are to be implemented in an ethical and professional way which should not include deceiving and fraudulent activities (Altamony, Al-Salti, Gharaibeh & Elyas, 2016).
4. Transparency with employees: The change management team should be transparent to the employee in an ethical and professional way for proper flow of information.
5. Communication with stakeholders: Communication with stakeholder should be done in an ethical and professional to maintain a healthy relationship with the following (Samuel, Found & Williams, 2015).

Task 2

1. Discussing 5 steps where employee engagement can be enhanced in an organizational change environment

Employee performance is very important for an organization development. There are various steps where employee engagement can be enhanced in an organization.

Culture of an organization - If the culture of the organization is not strong then, more efforts need to be placed in controlling employees and monitoring their performance. And if the culture of an organization is good then less monitoring is required and work will be more efficient. Employees will be more loyal towards the organization if the culture is clear and clear culture also prevent employees to leave the organization.

Training and development of the employees - Training the employees well is also one of the best structural activities to improve performance. More training leads to a great job and company will become more successful. Learning the skill on the job is very effective. According to Archibong et al. (2016), employees learn only 10% from the formal training and other 90% comes from interacting with the other employees and coworkers at the workplace. Seminars, workshops and mentoring the employees are also effective ways for training employees and improve their performance in the workplace.

Communications - Communication is also very important to improve employee performance in the workplace. Every company should know that communication and interaction between the employees and management are very essential for the growth of the company. The most effective way of communicating between employees and management is voice-to-voice communications as employees will understand the situation more quickly and perform the tasks or resolve the issue in a more efficient manner(Matos Marques Simoes, P., & Esposito, M. 2014). Quick and short meetings are also very efficient to solve the matter way faster than by exchanging emails.

Matching skills - Match skills and give responsibilities according to that to your employee for maximum efficiency in the work. Give responsibilities to the qualified employee and trust them that they will perform the given tasks well. This help to build up skills and leadership qualities between the employee and ultimately this will benefit your company as well. Employees who are creative and out of the box thinker are great to pitch new ideas to the client. But they can't able to perform or work well with rules and regulations. A company hired every employee for a reason, so give your employees a chance to prove it.

Feedbacks and Reviews - Feedback and reviews of the employee works are also one of the best ways to enhance employee engagement in an organization. Do not ignore the weaknesses of the employees but also do not make the weakness only focus area for the feedback. A company should spend as much as time possible to praising their employees rather just criticizing them. A company should listen to the views and problems of the employees and try to solve it as soon as possible, this will help to build up the relation between the employees and company very well and employees become more engaged and efficient towards their work. On average 68% of the employees feel fulfilled when they receive regular feedback from the company. A study also shows that 75% of employees work longer for an organisation who regularly listen and works on the ideas and problems of the employees(Teal et al. 2015). This is some of the steps where employee engagement can be enhanced in an organisation.

2. Discussing 5 ways where improvement of personal competence for the required change management process

The company have decided to induce the robots in the manufacturing process for faster outputs and enhanced efficiency, getting rid of the human error and manufacturing much faster. This process will simply lead to many employees losing their jobs. There will in management in order to implement the change in manufacturing line every individual employee should have the robotics compatibility and understand the working mechanism new robot process (Neves & Schyns, 2018). In order to improve personal competence with the change management process following ways are discussed in points :

• Awareness of the need for change: The following huge change in the company and in the production of the materials implementing the roboties process is to be explained to every employees, spreading the awareness. They should be knowing why the change is being implemented, how the change will help in the organisation? And what can happen if the changes are not being made?. They should be knowing all the aspects of the change and should be felt like part of the company and stay focused and innovative the particular change management process (Worley, & Mohrman, 2014).
• Knowledge of skill required for the desired change: The fellow employees should know what knowledge they should be knowing to in order to improvise the change in the manufacturing process. They should also be knowing the importance of knowing such skills and behavior during the change is implemented and after the change is implemented. The following change should be adaptable for the employees, this should be taken care off by the change management.
• Reinforcement to sustain the change: the change which is being implemented should be lasting, to ensure that the following measures should be taken and implemented (they are being discussed in the above paragraph).
• Special team to improvise the change; a team should be built for the betterment for understanding the robots and technology, to make compatible with the working employees. The team should give training to the employees, like how to operate and handle the problems (Belias & Koustelios, 2014).
• Ability to implement required skills and behaviors: the employees should be trained and have the knowledge to do new job and in the case of errors, how they should react.

Conclusion

Concluding in the light of the above context it can be said that XYZISW can implement changes in an evident way through following the above-stated plans and strategies. The changes will be made in an effective manner through following the employee engagement process and through the management of stakeholders.

References

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Archibong, U. E., O'Mullane, M., Kállayová, D., Karodia, N., Ni Laoire, C., & Picardi, I. (2016). Guided reflection as an organisational learning and data collection tool in a gender equality change management programme.

Belias, D., & Koustelios, A. (2014). The impact of leadership and change management strategy on organizational culture. European Scientific Journal, ESJ, 10(7).

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Carnall, C. (2018). Managing change. Routledge.

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Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

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Lozano, R., Ceulemans, K., & Seatter, C. S. (2015). Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents. Journal of Cleaner Production, 106, 205-215.

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Neves, P., & Schyns, B. (2018). Destructive uncertainty: The toxic triangle, implicit theories and leadership identity during organizational change. In Organizational Change (pp. 131-141). Routledge.

Pugh, L. (2016). Change management in information services. Routledge.

Samuel, D., Found, P., & Williams, S. J. (2015). How did the publication of the book The Machine That Changed The World change management thinking? Exploring 25 years of lean literature. International Journal of Operations & Production Management, 35(10), 1386-1407.

Steigenberger, N. (2015). Emotions in sensemaking: a change management perspective. Journal of Organizational Change Management, 28(3), 432-451.

Teal, D. M., Miller, W. G., Castagnoli, C., Jennings, T., Schell, T., & Teal, R. S. (2015). U.S. Patent No. 8,950,007. Washington, DC: U.S. Patent and Trademark Office.

Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), 373-382.

Worley, C. G., & Mohrman, S. A. (2014). Is change management obsolete?. Organizational Dynamics, 43(3), 214-224.