Skyrocketing of the Processing Prices, Research Paper Example

The problems that were noted in the company dealing with the skyrocketing of the processing prices together with the budgetary costs called for the identification of urgent measures of solution. Other issues noted in the company included the people intensive nature and the higher profile of inefficiency of the operations that faced the management and the frustration of the workers. All these led to the low level of client satisfaction and an urgent action was a requirement.

The analysis and work redesign strategies measures taken

• Mapping of workflow: this was based the course of problems being functional structure
• Structuring the operations based on market or geographic groups
• Rearrangement of specific jobs was realigned to suit tenets of Job Enrichment. This contributed to complete customer focus in place of functional expertise.
• Instituting measurement with a focus on service quality along with improving productivity.
• Staff levels were decreased although expenses remained constant.

Factors for change that were successfully addressed

• The assessment of motivation and identification of problems from the views of the workers.
• Use of Job Diagnostic type of survey based on Hackman and Oldham principles of job enrichment.
• The measurement of the five classic elements namely the task significance, variety, identity in addition to autonomy and feedback.

Restructuring improved and addressed most of the “complaints” raised by management and the workers. It becomes imperative to adopt different change management practice to achieve a turnaround in the organization. To achieve a successful running of any given organization, change is required to improve and increase the organization’s plan. For this to be truly adhered, there must be strict rules which are followed to the later and are available to all members of the organization. The organization change begins with the senior most official in the organization who has to ensure that new organizational changes are set and the members bound to follow. The management of the organization should look for basic changes which will improve the organization’s structure and make it more successful and competitive among other organizations (Lior, 2005).

For this to be fully achieved, the organization’s managerial board should seek for possible reforms which can be achievable and of ease to be implemented. The other members of the organization should also be considered when coming up with new changes since this will make them to embrace the changes more effectively thus improving their world of business. Sometimes change can be difficult to be implemented thus making the organizations plan a new strategy which can be incorporated and help improve the organizations structure (Lior, 2005).

Some of the potential changes in the organization could possibly call for modernization. Modernization refers to the process of adoption of innovative things and in most cases it is in the form of technology along with the economy. It is responsible for conjuring the social change images towards the general improvement. The most notable features allied to modernization relates to the fact that, the modern society, the progression norms have their basis on merit as well as achievement. Social morbidity is evident therefore eliminating limitations as well as boundaries. Improved institutions evolve with time and superstitious believes among people are eroded. Health facilities are improved and the life span of the people consequently improves (Engerman, 2003).

Another approach to change could call for the adoption of the practices of strategic management. This deals with making of use of the practices of strategic management to address the emergent initiatives facing the general managers of the. The target is an efficient utilization of the available resources for the purpose of enhancing the performance of the organization in the context of external environment. The preliminary steps towards the realization of the intended goals relates to the specification of the mission, the vision as well as the objectives of the organization, followed by the development of plans together with policies in the form of projects as well as programs whose design is tailored towards the achievements of the intended objectives.

Talent management is another potential factor for change at the disposal of the organization. In spite of the positive economic changes which significantly impact on the corporate world, the issue of employee retention is still there to stay. Successful organizations have realized that effective employee retention planning is critical to sustaining their leadership management and growth in the market place. And as such, those organizations have made employee retention an important aspect of their organizational development process and talent management strategy (Northhouse, 2009). 

Developing human resource strategies also needs consideration. Towards realization of human resource strategy, the organization must first analyze the prevailing situation in all aspects of human resource strategy. It has to evaluate all issues related to labor market, skills and the organization’s core competencies (Gonzalez, M., 1997). It’s important to evaluate all factors in terms of threats, opportunities, weaknesses and strengths before developing a given strategy. In developing a strategy there is need also for the organization to measure its position in the industry and it opportunities. Cost considerations must be compatible with the strategy and the future goals of the organization.

The successful accomplishment of these changes requires competence in handling resistance for effective change in organization. Majority of the workers would opt for stability with regard to their professional lives. Changes would be perceived as a means of upsetting the order and a threat to the self interest of the workers. A tendency of resistance to the changes is therefore anticipated leading to a failure in recognizing p[potential benefits that would result from the changes. It is thus the duty of the management to adopt the best means of dealing with resistance to changes in the workplace. One potential approach to this issue is active participation of the workers in the implementation of the changes. They are involved in all stages starting with planning, implementation as well as perpetuation.

References

Engerman, D. C. (2003). Staging Growth: Modernization, Development, & Global Cold War. Amherst: Univ. of Massachusetts Press.

Gonzalez, M., (1997).  “Synchronized Strategies.” Journal of Business Strategy. Vol. 10, 133-256.

Lior A.  (2005). “Understanding the Fatal Mistakes”. Passionate and Profitable. John Wiley & Sons, Inc.

Northhouse, P.G. (2009).  Leadership: Theory and Practice, 5^th Ed. NY: Sage.