Proposal For Managing Change Functioning of EngCo

Question: Describe about the Proposal For Managing Change for Functioning of EngCo. Answer: Scope of this proposal The particular proposal has been made to solve the problems arising in the functioning of EngCo a privately owned engineering firm wherein the bulk of its work are project based, undertaken by various project teams. From past few days the employees and the management both where facing various issues in dealing with the arising problems for e.g., the supply of the various requirements were delayed, the clients were unable to reach the firm. Thus, the competitors used up the opportunity at a large, the people working started leaving the work, as the firm was located at a distinct place and the employees found it harder to travel so long every day, etc. Finally, the firm taking a move decided to shift its office to a CBD location (Avis, 2015). Being the HR manager of the firm I find that the management decision regarding the shift is quiet good. Wider in scopes it will not only resolve the issues of the firm but will also provide the employees a healthy and new environment. The firm will provide itself with new opportunities in this dynamic environment. Shifting to a place of opportunities will prove beneficial for the firm and would remove chances of failure of projects at large. The firm will remain up to date and will be able to provide its customers better service. The workplace chosen is in the central location that would help the customers reach the firm without much effort. Competition would be large but opportunities of expanding, fresh ideas and talents together with up to date technology and many other opportunities will help the firm a lot (Bart, Bontis, Wakefield, 2012). Even after seeing all these benefits, the firm still had some disagreeing people who support the process and where against it but we still aim to solve such issues as soon as possible. Understanding he goals for change As an HR manager of the firm, it was important for me to make a survey so as to see whether or not the management decision is correct and how far the firm will be affected positively by the change. An in depth market study made me realize that they found that the firms working in the inner parts remained backward not only in technology but also in the opportunities, which are high in the central regions (Burke, 2016). Therefore, a change was needed by the firm to move ahead. Some of the goals of the firm as regard this workplace change are as follows: Never to miss out any opportunity Remain connected to the customers and provide them better services thus trying to build up a brand loyalty Take over the competitors Provide the employees with relief of not travelling far along everyday Remain up to date with the new upcoming opportunities Ensure a continuous supply of needs thereby providing the customers faster services. These are some of the goals of the firm with regard to the change. But still the plans of the firm have not yet been successful due to resistance from the employees and the workmens (Bart, Bontis, Wakefield, 2012). Even after so many advantages and benefits it was found in the survey that most of the employees resisted the step taken by the firm. They think that a change may disturb their daily work and will not provide them with the amount of satisfaction as they receive now. Some of the employees even said that the firm is trying just to look after its personal needs and thereby ignoring the members and the employees. Their main reason for not accepting the change is that they thing that the work pressure would increase and they will be treated more strictly. However, they do not understand what the firm wants. They do not get how this change would improve the functioning and will provide them with and a healthier and better environment. To an extent, they are correct too (Czerniawski Maloney, 2010). It is because when the firm will get into such huge market it will come in contact with better and better employees having fresh ideas and talents. It is damn obvious that they will be tried to hire and the existing employees will be at a risk of being fired. So in order to solve such issues the firm should try to give assure as regard the work. All these will help in getting better results (Need, 2006). Incorporating employee voice in change In this ever changing and highly competitive dynamic environment, it gets very difficult for a firm to maintain its position in the market. For this not only, the external environment but also the internal people are responsible (Bart, Bontis, Wakefield, 2012). The outside factors being not in control should be avoided to an extent and the inner peace should be maintained so that a healthier environment inside the workplace can help reduce the chances of failure. While framing any policy, it is required that all of the people working inside a workplace are contacted (Need, 2006). This is because a plan and a policy not only affects the firm but also affects the employees working. In order to maintain a healthier environment therefore it is needed that suggestions are being taken from the employees. This will not increase their loyalty towards the firm but will also push them up to work harder after all their hard work and patience is what that makes a firm achieve its objectives and ideas. The sense of responsibility increases within the workmen if such things are done within the organization of a firm from time to time (Dawkins, 2012). As per my surveys and a few personal contacts with the highly motivated employees, I can say that employees voice in change is really essential for a firm to succeed. One of the employees of the firm named Mr. David told me how he changed his mind regarding the firm when he saw that the management was trying to help them by knowing their needs and demands while making the policies last time. While when I found an employee who was about to resign from the firm I asked his reasons for doing so. As an answer, I got to know that he was dissatisfied with the employer who always used to neglect him while making any decision and always followed favoritism (Goodwin, 2010). From all the ideas I got, I only got up to one conclusion and that was keeping in mind the employees needs while framing any new rules and regulations r making any change in the firm. I also can say that the employees desires and ideas for change must be considered before taking any step. All that the firm will achieve from it is better ideas, support together with more dedication, responsibility, accountability and hard work (Czerniawski Maloney, 2010). Protecting employees mental health during change Employees are the most valuable asset for any firm or organization or even a company and therefore it needs to be protected and preserved as properly as one can do. Employees and workmens are the real people who make the organizational blueprint into reality. Their hard work and perseverance makes the company or the firm achieves its goals and objectives. In addition, this makes the firm to take compulsory steps as regard to protect its working employees so that they too feel that the management considers them as a part of it. All this will increase the dedication and hard work and the firm will always be benefited (Hallberg, 2015). In this present case, it was found that some of the employees resisted the change of the workplace while the others supported the step taken by the firm. Those employees who supported the act of the firm where found bullied and ignored by their own friends group (Yates, 2003). It was also found that some employees got tensed with the pressure of the upcoming projects which will increase in the coming times due to the change of the workplace. These pressures and ignorance made them feel that they might be wrong in the act they have been supporting the firm and these people even wanted to back out. All these activities also affected their current working habits thereby increasing the chances of their failure (Jacoby Chestnut, 2011). The firm in present case must call a meeting and ask its employees to understand the need for the changes as well as how this would affect the firm. They must also make the people understand that doing such activities with the one supporting the management is completely wrong and serious actions might be taken against people if they repeat such acts. The one suffering must be motivated by making them realize that they are supporting the right thing and theres nothing wrong in doing so (Wansink Seed, 2010). The firm should also try to build up confidence among the employees and make them realize that the management is with them supporting each and every act of them and anyone who stood against them will be seriously punished for disturbing their mental health. This entire act if done by the firm will build up a confidence and a sense of loyalty together with responsibility among the employees supporting the firm idea of change (Needham, 2016). Principles informing the approach to change Being the HR manager it is my responsibility to guide and help the firm in taking some important decision in such a way that none of its activities together with its members or employees are affected (Telecommunications, 2012). According to me a plan can never be successful is it faces any kind of resistance from the people who form the main part of it. This is the reason that involvement of all of the people working in a workplace must be there If a firm is taking any decision which is going to affect its working in the coming time. This will remove chances of failure as said earlier and will improve the quality of work done (Ozturkcan, 2013). Some of the important steps that must be taken while implementing the change of workplace in the present case are: Bring in the best and the most appropriate proposal Reach the employees working with the proposal made Try to get the reactions of the employees by conducting a survey regarding whether or not they support the firms idea Prepare separate list of supporters as well non supporters Supporters must be provided with peace of mind by supporting them in each and every possible means Non supporters must be called upon together and it must be tried to know the reasons for their non resistance (Need, 2006) Once the reasons are known different groups with similar reasons for not supporting must be made Separate meeting for each group must be held Each meeting must be held in such a way that the management brings out the positive points of the proposal Every member therein must be dealt in his or her own way and the management must try to remove this resistance thing from his or her minds (Czerniawski Maloney, 2010). Once such things are done, the management should form a list of principles, which might support its principles and proposals: The first and foremost principle must be receiving the best possible opportunities by dealing with every problem efficiently Remaining in contact and supporting each and every member who proved to be the real and supported the firm in each and every activity (Czerniawski Maloney, 2010) Giving good results to the customers as well as the employees who remained stick to the firm even when everyone was against them Bringing continuous improvement in the technology and other minute things that are beneficial for the firm in some or the other way In addition, many other principles, goals, or objectives might be brought forward so that the firm goes on and on even when other firms are not being able to sustain in the market by losing their market share (Severi Ling, 2013). This will help the firm in remaining in contact with the inside and the outside environment thereby achieving its objectives and goals. All this will support the firm to maintain its stake in the market and will also help in satisfying its customers at a large (Svensson, 2010). Case study based on shifting of workplace Jay global of Franklin, Penn shifted its location to a foreign place. It was for the 1st time that they made such a change and this finally led to resistance among the employees. Some of the employees were dissatisfied by the management decision and resisted every part of action, which led to change. However, the HRM branch therein made plans and tried persuading them by every means leading to a complete changeover the mind. Some of the employees who were feeling insecurity were made to understand that none of them will ever face any issues regarding whatever they were insecure about and gave them full security (Severi Ling, 2013). When the employees got a kind of guarantee, they started supporting the decision to the extent leading the plan to get the desired result. Some of the experiences resulting from the survey a.) 3 reasons why the management wants to conduct an open work It will create more and more opportunities for the management as well as the employees working in there The firm will be able to face its competitors and get stronger as the time passes by The firm will be able to know the outside work environment more and more and will try to take full advantage of the opportunities b.) 3 concerns that the employees working therein might have about moving an open plan office - They might be feeling an insecurity regarding the job - They might not be ready for the change (Severi Ling, 2013) - They might be insecure about their promotion and other things, which might create a sense of unethical and unhealthy working environment. Explanation on the importance of survey Being the HR manager I was asked to conduct a survey, which was to be meant to know completely the organizational functioning management and the effect of change. As per the survey I got to know that the supporters where ready to accept the change. They also tried persuading the other people but organizational efforts meant to be more effective than theirs (Bart, Bontis, Wakefield, 2012). The later part of the survey after the change showed us that the people after getting confirmation got to get more loyal and tried to get more committed towards their work. This finally led to firms proposal to a change, which was accepted by everyone. This whole process seemed to be beneficial and got the firm a large profit scenario in later stages. The employees working therein are more than happier the management thought them to be and their work level has been increasing in later years (Need, 2006). Survey conducted As per the managements order and being, the HR manager of the firm a short survey was planned so as to keep track over the future working. It was planned that the members will be called upon one by one and each one of them will be asked what changes they want in the organization. As per the plans one by one the people where called upon and each one where asked to reply to the questions personally. Some of the questions asked where: What changes do they want in theorganizationalatmosphere? Are they happy with all the changes that arebeing made? What suggestions do they want to give so as to make changes in the functioning of the organization? What facilities do they expect from the organization (Need, 2006)? In addition, many more things where asked as to know their point of view. Due to this survey, there were several benefits derived by the organization. The reason behind this is that the survey had the employees involvement making the resistance less (Czerniawski Maloney, 2010). People will get more dedicated towards the work Fraud chances will be less In addition, many other benefits will be derived by the organization due to these survey conducted. Thus, benefit will be more than resistance. References Avis, J. (2015).Decision management(1st ed.). Oxford: Elsevier/Butterworth-Heinemann. Bart, C., Bontis, N., Wakefield, P. (2012).Management decision(1st ed.). Bradford: Emerald Insight. Burke, L. (2016).Decision management(1st ed.). Oxford: CIMA/Elsevier. Czerniawski, R. Maloney, M. (2010).Creating brand loyalty(1st ed.). New York: AMACOM. Dawkins, S. (2012).Management accounting decision management(1st ed.). Oxford: Elsevier. Goodwin, P. (2010).Decision analysis for management judgment(1st ed.). New York: Wiley. Hallberg, G. (2015).All consumers are not created equal(1st ed.). New York: John Wiley Sons. Jacoby, J. Chestnut, R. 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