Great MBA7000 People Organization Sample

Great MBA7000 People Organization Sample

Introduction

This assignment tries to throw light on the topic of change management. Change management refers to the adoption of the change through some strategies. Change management is an innovation of ideas in the organization.

The market is changing every day. The needs and demands of the customers are changing every day. The dynamics of the market are changing every day. Therefore, every organization needs to adopt certain changes that enable the organization to keep up a balance in the economy (Van Berker et al. 2018).http://Great MBA7000 People Organization Sample

The assignment contains the change management theory and shows how the change management strategies might affect the workforce of the organization. The assignment also shows how the HRM strategies and the organizational strategies align with each other.

Contemporary Theory

ADKAR model of the Change Management

It is one of the contemporary theories of change management. Through this change management model, the organization understands the needs of the changes and understands why change adoption is a difficult process.

This theory of change management shows that change is not always positive (Rumph, 2017).http://Great MBA7000 People Organization Sample

The change can bring about both positive and the negative impact on the organization. Through this theory, it has been tried to understand that change is not an easy phenomenon.

Through this theory, the change has been described as a complex phenomenon that requires a lot of research and the organization must expect both negative and positive feedback from the change.

Strengths and Weaknesses

Strengths

The ADKAR model of change implies that that change is complex and time-consuming and can have both positive and negative impacts. The major strength of this theory is that this model of change focuses on individual change (Lopez-Cabranes and Valle-Cabrera, 2019).http://Great MBA7000 People Organization Sample

This model of change management helps to develop the personality of the individuals. This model helps in bringing the change from within. Another important strength of this model is that the theory suggests clear goals and learning outcomes.

Through the adoption of this theory, individuals can have a clear set of goals and can learn from this theory as well. The next strength of this theory is that this theory helps in providing a simple framework for everyone that wished to take part in the change.

Weakness

One of the biggest drawbacks of this theory is that the parameters of this theory are interrelated. This means that if one of the frameworks fails to act accordingly, other aspects would fail as well.

The next weakness of this model is that it is very complex and time-consuming (Song, Chen and Zhang, 2019).http://Great MBA7000 People Organization Sample

This theory has various layers which are not adjustable to all spheres of the organization.

Impact of Change on different levels of Organization

Change is the most constant thing in the world. The adoption of change management in the organization is very important. This is because, with the help of change management, the organization can adapt itself to the various changing needs and demands of the customers (Mari apadana, 2019).http://Great MBA7000 People Organization Sample

However, change management can affect the people at different levels of the organization

The different levels of an organization include the low level, the middle level and the top-level management. The impact of change management is created on each level of the organization.

Low level of the management

The low-level employees are the ones who carry out the decisions of upper management. In an organization, all the major decisions are made by the management. But the important decisions are being carried at the ground level by the low level of the employees.

Therefore, the implication of the change management in the organization affects the lower level of the employees very much. Whenever the organization decides to adopt a particular strategy in change management, the lower-level employees must make the strategies work.

If the strategies of the change management do not work, there is no use of the adoption of change management. However, change management makes a deep impact on the work patterns of the lower-level employees of the organization (Malik et al. 2018).http://Great MBA7000 People Organization Sample

They have to change their approach towards their work to make the change management adaptive to the organization. The lower levels of the employees generally are those people who directly communicate with the customers.

With the adoption of change management, the lower level employees need to infuse those change strategies into the minds of the customers as well. They have to make sure that the customers understand the need for the change in the organization (Liu et al. 2019).http://Great MBA7000 People Organization Sample

Therefore, the change management in the organization changes the approaches of the lower level employees towards the customers.

Middle Level

The middle level of the organization includes the operational level of the organization. This is the general level of the organization. This is the operational level of the organization.

This is also called the functional level of the organization. This level includes normal employees, team leaders, general managers and other specialized units that the employees hold. Any change in the strategy of the organization can have a huge impact on the middle level of the organization (Saraiya, Epee and Arrowsmith, 2018).http://Great MBA7000 People Organization Sample

Certain strategic changes can risk their jobs as well. Certain technological changes in the workforce can help the organization reduce its workforce. In that case, the employment of the people might come to a stake.

Other strategic changes of the management can have an impact on the productivity of the mid-level employees. Maybe the employees in the organization might not be able to cope with the new methods of working.

In that case, the motivation of the employees would go down and also the productivity of the employee would decrease. Thus, the organization would not be able to make profits.

Top Level- Management

This is the highest level of the organization. This is the level where the CEO or the Board of Directors dwell. This is the decision-making body. It is at this level that the strategies of the change management are taken. This is the topmost level of the organization.

They have to understand the nature of the business and implement the correct strategy of change management for the benefits of the organization. However, the topmost level of the organization is only responsible for taking the correct decision to change management.

The change adopted by the company does not have any large effect on the top level since the top-level management does not indulge them in the operational part of the organization. However, the profit and the loss of the company largely affect the top management.

Therefore, a correct strategy of change management must be adopted to keep the profits growing.

How and Why HRM strategies align with the Organizational Strategy

The HRM strategies are effective strategies that help in building the correct workforce in the organization. It is the correct HRM strategies that enable the organization to understand which person is perfect for the company.

The HRM Strategies include competitive salaries, benefits packages, continuous staff training development, transparent and regular communication and employee well being (Sokolov and Zavala, 2018).http://Great MBA7000 People Organization Sample

These strategies of HRM make sure that the employees of the organization do not face any kind of trouble or problem in the organization. The HRM strategies enable the employees to work in a friendly atmosphere.

An organizational strategy is adopted for the employees to attain long term and short term goals for the company. In an organization, there are various kinds of goals that need to be achieved for the organization to make progress. The organizational strategies include cost leadership, differentiation, focus and growth (Horwitz, 2017).http://Great MBA7000 People Organization Sample

The organizational strategy looks after the fact that the employees are getting the right kind of treatment from the organization. Employees are the pillars of the organization.

Therefore, if the motivation and the satisfaction of the employees are not met by the organization, the productivity of the workforce of the organization would go down. Therefore, the organizational strategies are completely based on increasing the motivation and the productivity of the employees.

The HRM Strategies align with the Organizational Strategies because both the strategies help the employees to create a conducive environment for the workplace.

Both the strategies include the beneficiary acts that help the employees to increase their focus in the work. Both HRM and the organizational strategies look forward to increasing the motivation of the employees (Rumph, 2017).http://Great MBA7000 People Organization Sample

As discussed above, it could be seen that both strategies make sure that the production level of the organization goes up.

Both strategies look forward to the fact that the employees are benefited well enough in every aspect with the help of wages, salaries and other leadership styles.

The HRM strategies and the organization align with each by providing the employees with all the benefits of the organization. The HRM strategy looks after the needs of the employees.

While the organizational strategy tries to implement the focus and the result-oriented strategies, the HRM strategies make sure that these goals and results are met with the help of all the benefits given to the employees. The HRM strategies meet the hierarchical needs of the employees to meet organizational strategies.

Concept of “Bundles of HR Policies and Practices

The concept of the bundles of the HR policies and the practices refers to the development, utilization and accommodation within the organization. The practices and the function of the HR bring about a positive effect on the job performance of the junior and the older workers.

The motivations to carry on to work can be defined as the desire or the decisions of management to work on. HR covers everything from how the business recruits its staff to the difficulties that are faced by them. HR laid down clear cut rules and the regulations so that the businesses can run effectively.

Three HR Practices

Training Development Practices

The HR practices of this training and development help an individual to be prepared personally for any newer kind of business that are going to be carried forward in the national and the internal markets (Denison and Spritzer, 2018).

The individual can equally have a growth of their mind development

The training and the development process helps the team, to make decisions regarding which kind of ideas are needed to have a withdrawal of the potential outcomes of the business project. It also helps in the distribution of the responsibilities and duties among members of the team.

The organizational performance can be increased if the employees and the managers follow the norms and the regulations which are put forward by the HR (Redman, Lambrecht and Stitt-Godse, 2018).http://Great MBA7000 People Organization Sample

It also gives an effective idea as to how the productivity will increase and along with that it’s impending profits and the investments. It also helps in maintaining organizational culture.

Compensation and Benefits

The compensation and the benefits can help the employee or the individual to be happy and satisfied regarding their vocation and they ought to carry forward their days in the organizations. They can better concentrate on their allocated work.

The compensation and the benefits which are given in the team is primarily going for greater projects which are needed a lot of expenses (Indri ani and Ignatius, 2016).http://Great MBA7000 People Organization Sample

The benefits are that, if good work is done then a certain sum of money can be given to the employees for larger evaluation.

The organizational performance can likely to increase if proper compensation can be given to the employees if they had done good work (Munnion et al. 2016).http://Great MBA7000 People Organization Sample

The performance can go up if proper needy facilities like leaves, medicals are provided by the organization

Performance Management

The performance management can help the individual or the employees remain associated with the company and also help in drawing more employees. This is effective and impactful for the growth of the organization,

The businesses are likely to be improved. New project goals come up which can increase the revenues, investment and the productivity of the organization. The team members are also likely to increment.

The organization can develop their brand name and image if proper measures are being forwarded to maintain their management (Mona, London and Mona, 2018).

It helps in increasing the content of the productivity which added extra advantage to the organization.

Conclusion

This assignment tries to throw light on change management. Change management refers to the change of strategies that would help the organization in bringing about significant adaptations in the organization that might help the companies to meet the demands and needs of the customers.

Through the assignment, it could understand the theories of Change Management and how the change management would have an impact on the organization and different levels. This project also stresses on the HRM strategies that are adopted by the organizations and how it aligns with the organizational strategies of change.

References

Denison, D. R., and Spreitzer, G. M. 2018. Organizational culture and organizational development: A competing values approach. Research in organizational change and development5(1), 1-21.

Horwitz, F., 2017. International HRM in South African multinational companies. Journal of International Management, 23(2), pp.208-222.

Indriyani, A. U., and Ignatius, H. 2016. Effect of Compensation and Benefit to Employee Engagement Through Organisation Brand in Indonesia’ s Startup Company. Jurnal Manajemen dan Bisnis Sriwijaya14(4), 515-524.

Liu, K.H., Walker, D.I., Uppal, K., Tran, V., Rohrbeck, P., Mallon, T.M. and Jones, D.P., 2016. High-resolution metabolomics assessment of military personnel: evaluating analytical strategies for chemical detection. Journal of occupational and environmental medicine/American College of Occupational and Environmental Medicine, 58(8), p.S53.

Lopez-Cabrales, A. and Valle-Cabrera, R., 2019. Sustainable HRM strategies and employment relationships as drivers of the triple bottom line. Human Resource Management Review, p.100689.

Malik, A., Sinha, P., Pereira, V. and Rowley, C., 2019. Implementing global-local strategies in a post-GFC era: Creating an ambidextrous context through strategic choice and HRM. Journal of Business Research, 103, pp.557-569.

Mariappanadar, S., 2019. Sustainable Human Resource Management: Strategies, Practices and Challenges. Macmillan International Higher Education.

Mone, E. M., London, M., and Mone, E. M. 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.

Munyon, T. P., Jacobs, J. D., Carnes, A. M., and Bohle, S. L. 2016. Pay-for-politics: Considering the variable compensation–organizational politics relationship. In Handbook of organizational politics. Edward Elgar Publishing.

Redmann, D. H., Lambrecht, J. J., and Stitt-Gohdes, W. L. 2018, February. Job Analysis for Training: Examining the Holistic Nature of Work Requirements. In AHRD 2001 CONFERENCE.

Rompho, N., 2017. HC and financial performance with two HRM strategies. International Journal of Productivity and Performance Management.

Sarvaiya, H., Eweje, G. and Arrowsmith, J., 2018. The roles of HRM in CSR: strategic partnership or operational support?. Journal of Business Ethics, 153(3), pp.825-837.

Sokolov, D. and Zavyalova, E., 2018. Knowledge management strategies, HRM practices and intellectual capital in knowledge-intensive firms.

Song, Y., Chen, G. and Zhang, Y., 2019, May. HRM Strategies for Enhancing Competitiveness of Culture Creative Industry: Based on Literature Reviews. In 2019 5th International Conference on Humanities and Social Science Research (ICHSSR 2019). Atlantis Press.

SPARROW, P., DICKMANN, M. and BREWSTER, C., 2016. Mezzo-Views: Cross-National and Organizational Level HRM Strategies, Structures, Policies and Practices–Overview of Part II. In International Human Resource Management (pp. 171-178). Routledge.

Van Berkel, R., Ingold, J., McGurk, P., Boselie, P. and Bredgaard, T., 2017. Editorial introduction: An introduction to employer engagement in the field of HRM. Blending social policy and HRM research in promoting vulnerable groups’ labour market participation. Human Resource Management Journal, 27(4), pp.503-513.

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