Human Resource Management
HIGH PERFORMANCE WORK CULTURE
All organizations are destined either to perish through business failure from being left behind by the competition or to accept that undertaking change is a natural part of business life in order to keep customer requirements, the need for improvements or customer demands.
The organization ‘s stakeholders have to accept such change is seen as being appropriate for the specific organization and its customer will respond positively to the change. There are a number of reasons for change, through either incremental drift of lagging behind others or the need for a more large scale change initiative through evolution or revolution.
Need for Change- The need for change exits when the manager being a change agent finds that there is a wide gap between the desired and actual states of performance productivity, customer satisfaction, employee satisfaction which help the manager for introducing planned changes. These changes could be;
➢ The economic conditions, which in turn affect the supply and demand for capital, labour, raw material, managerial knowhow; ➢ Technological developments, which render present production methods processes obsolete; ➢ Consumer preferences and tastes and the pace of market competition; ➢ The labour market environment; ➢ The political climate; ➢ Composition and characteristics of union which could aid or obstruct organizational goals and ➢ The government’s role in regulating business and industry.
The process of change implementation needs to be aligned to a three phase approach which is described below:
Phase 1: Organizational pre-positioning- The first phase focuses on the preparations for change through communications with stakeholders. It concentrates on the preparation for the introduction of changes to the organization’s structure and the delivery of general management awareness training to
All organizations are destined either to perish through business failure from being left behind by the competition or to accept that undertaking change is a natural part of business life in order to keep customer requirements, the need for improvements or customer demands.
The organization ‘s stakeholders have to accept such change is seen as being appropriate for the specific organization and its customer will respond positively to the change. There are a number of reasons for change, through either incremental drift of lagging behind others or the need for a more large scale change initiative through evolution or revolution.
Need for Change- The need for change exits when the manager being a change agent finds that there is a wide gap between the desired and actual states of performance productivity, customer satisfaction, employee satisfaction which help the manager for introducing planned changes. These changes could be;
➢ The economic conditions, which in turn affect the supply and demand for capital, labour, raw material, managerial knowhow; ➢ Technological developments, which render present production methods processes obsolete; ➢ Consumer preferences and tastes and the pace of market competition; ➢ The labour market environment; ➢ The political climate; ➢ Composition and characteristics of union which could aid or obstruct organizational goals and ➢ The government’s role in regulating business and industry.
The process of change implementation needs to be aligned to a three phase approach which is described below:
Phase 1: Organizational pre-positioning- The first phase focuses on the preparations for change through communications with stakeholders. It concentrates on the preparation for the introduction of changes to the organization’s structure and the delivery of general management awareness training to