...Change Analysis: The Impact of a Management Change in the Workplace Abstract This paper discusses the changes of the tennis club I work at after new ownership and new management come in and swiftly begin to make changes. It is the process in which the changes were made that is discussed throughout the paper in regards to John Kotter’s 8-step change model discussed in his book The Heart of Change: Real-life stories of How People Change Their Organizations. It is the steps that were taken to introduce change to existing staff and the team that was put together by the new manager to implement those changes. Change Analysis: The Impact of a Management Change in the Workplace Introduction Change is never easy and it is especially difficult when the change is the management of an organization. When a change in management occurs, it is often followed by the management making changes to the jobs we do and the work that is done. This kind of major change needs to be effectively completed in order for it to be successful. There needs to be high competencies in management and leadership so that all of the challenges can be met today and tomorrow (Trotter, 2013). I work part-time for the private tennis club my family belongs to. About five years ago, the club was purchased and the new owners wanted to take it in a new direction. The club had been ran exactly the same way for almost 40 years and it was not to the benefit of the owners. The new owners came in with one big idea...
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...Submitted By: Workplace Spirituality Group Project Report submitted to Prof. R. Ravi Kumar in partial fulfillments of the requirements of the course “Managing People and Performance in Organizations” Group No. 8 (Section B) ASHISH PRAKASH PAWAR HILLAL W MOMIN KALPESH SHRIKRISHNA WANI MANGESH KUMAR SHARMA NEHA TIRKEY RAHUL RANJAN SENTHIL D VISHWAS SHARMA 1411084 1411092 1411099 1411102 1411107 1411120 1411126 1411137 TABLE OF CONTENTS 1. Introduction …..…………………………………………………………………….... Origins and Growth of Workplace Spirituality.………………………….... 2. Components of Workplace Spirituality ……..……………………... The “Vertical” Component …..…………………………………….………….. The “Horizontal” Component …..…………………………………………….. 3. Misconceptions ……………………………………….……….………….………... 4. Spirituality and Modern Organizations ……….………….………... Reasons for emphasis on Spirituality …..…………………….…………..... Characteristics of Spiritual Organizations .…………………………....….. Correlation with Managerial Effectiveness and its Implications ……… 1 1 2 2 2 2 3 4 5 7 5. Inducing Workplace Spirituality in an Organization ……..... 7 6. Criticisms of Workplace Spirituality ……….…….………….………... 9 7. Current status in Corporate World ……………….………….………... 10 8. Conclusion ……………………………………………………………………………….. 11 1. Introduction Workplace spirituality by definition is the “recognition that employees have an inner ...
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...Success Diversity is an aspect of life that is almost inevitable, especially in the workplace it is growing by the numbers as years are going by. As we go on with our daily lives, people of different cultures that differ from what was once considered the typical American lifestyle more and more surround us. There are countless ways that diversity has impacted our lifestyle, by introducing the old lifestyle of living with different foods, music, and social activities that allow us to have an idea to explore how life in other countries live. Businesses are also noticing the necessity and the importance of diversity. Many have already started investing in diversity and inclusion as part of their overall management structures. To continually challenge their practice, organizations are working to make the connection between those principles and their corporate performance (American Progress, 2011). Workplace diversity refers to the variety of differences between people in an organization. That seems pretty simple enough but diversity encompasses race, gender, ethnic group, personality, age, tenure, cognitive style, education, organizational function, education, background and more. Diversity not only involves how people perceive themselves but how they perceive others whom are different than themselves. Those perceptions do affect their interactions with one another, especially in the workplace. For a wide assortment of employees to function effectively as an organization, human...
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... Colligan and Higgins (2006) define workplace stress as the “change in one’s physical or mental state in response to workplaces that have an appraised challenge or threat to that employee.” The authors divide stress into two categories: eustress and distress. In eustress, the positive stress, the associated stressor has been cognitively appraised as positive; distress is the negative kind of stress, such as that experienced by employees who feel frustrated by a pressure to perform. All employees respond cognitively, behaviourally, emotionally, and physically to both eustress and distress. Moreover, the authors identify three levels of stress—acute, episodic, and chronic—each level of which has associated emotional and physiological symptoms. The authors point out that several factors contribute to workplace stress, such as a toxic work environment, an unmanageable workload, and challenging working hours, while adding that training can help alleviate workplace stress. Shuttleworth (2004) argues that training in workplace management can help employees become more resilient in the face of stress and better able to tackle the root causes of stress-related problems. Key Assumptions Colligan and Higgins (2006) make the following key points about workplace stress: * Workplace stress can lower productivity, increase absenteeism, and create pervasive patterns of dysfunction in the workplace. Workplace stress will also lead to changes in employees’ work habits and personalities...
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...other articles that are relevant to the class. Upon conclusion of this analysis, my hope is that the reader will have a better insight of different aspects of management and management conflicts in this workplace. Case Synopsis The particular case at hand involves change in management in the workplace. When a new manager replaces a manger that has been a part of an organization for a while, conflicts can and almost always occur for the manager. The new manager in the particular case simply came in and tried to do his job. He tried to enforce the rules that were in place, but before he was there, these rules were not enforced as much. Once the rules were enforced, conflicts began to arise. After such conflicts arose, a large number of employees left. When the employees left, the star employees that stayed decided to give advice to the mew manager on his working skills and he listened. He implemented what the employees told him and there was almost an immediate change. The branch started performing even better than they were before the other employees left and even became one of the highest performing branches in the company. This case highlights several factors discussed in the readings related to this course. In this analysis I will discuss some of the factors including: job satisfaction, change in the workplace, stress, and motivation. Scholarly Framework When employees are satisfied in their work in their work environment, there is a trend of fewer absences and they...
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...Managing Change in the Workplace ABSTRACT Change is uncomfortable for many people. It is important, when managing change to take into consideration many different things. As an executive director of a non-for-profit, there may be many different responsibilities that you must take on and/or manage other staff in doing that some other agencies do know recognize or have to deal with. It is important to communicate with staff and other involved of the management style and changes that you plan on implementing. In addition, it is important to have understandings that change in inevitable at some point and it could be your executive director themselves. INTRODUCTION For most people, any type of change is uncomfortable. Therefore, when managing change in the workplace, it is vital to help people see that whatever they've been doing in the past can no longer take place-that neither they, nor the business, will be pertinent without change. Managing change in the workplace is a constant for all leaders. In order to stay significant as a business you must regularly redefine your way of operating, your product and/or service offerings and the impact you have on your customers and expansive community. According to Homes (2013), as you are leading change, big or small, see to it that these four elements are done: build a sense of urgency, create a clear tomorrow, get people involved at the right level and have clear actions and expectations...
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...Identify and explain the main changes that have occured to the employment relations environment. A successful employment relationship is the fundamental element of any successful business or organisation, hence, it is essential and the reason of all the organizations continues seeking methods to improve and maintain these relationships. There are many philosophers and writers have studied and written lots of different theories and approaches that are related to employment relationship. These theories and approaches have changed rapidly from the classical era to the modern era. Furthermore, illustrating issues that have evolved through changes in the employment relations environments such as the nature of work, technology, managerial regimes, regulation, policy and globalisation. The purpose of this essay is to identify and explain the main changes that listed above. The second part of this essay identifies those changes or improvement of employment relations environment that can benefit both the employers and employees by creating a healthy and supportive working environment. Employees who have strong employment relationships, are more satisfied and keen on work, also, they tend to have helpful and friendly co-workers as well as high levels of employee trust and commitment with employer. The establishment of regulation and policies such as labour law, minimum wages, Occupational Health and Safety (OHS) enhance safety and security in workplace. Thus, strong employment relationships...
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...various benefits associated with change in the workplace. Many businesses and organizations are aware of the concerns and hesitation toward any form of change. Change helps organizations formulate new opportunities, improvement in the workplace and productivity. New challenges create new approaches toward the completion of various task in the workplace. In order for change to become a success in the workplace. Change must be analyzed, managed and possibly utilized new directions. With any change, every one may not be exceptive to the change. It is very vital to inform, advise and educate everyone concerning the change. Also, in order for every department to grasp and understand the change there should be intensive training course...
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...Level 6 Project Management Contents Introduction 3 Changes to legislation are reflective of broader social, economic and political trends. Mental health as a general public concern – and its role in the workplace – has garnered increasing attention over the past several years. One in five Canadians will experience a mental disorder in their lifetime. Whatever the reason for this new awareness, mental illness and poor mental health is now being recognized as a major business concern. 3 In order for workplace health promotion to be adopted, it must make a difference to the financial bottom line and be presented as a strategic priority to organizations. Taking a proactive approach to protecting employees’ mental health is the right move for organizations looking to keep a healthy staff team and a healthy budget. There this company, XYZ want to help improve the mental health of employees as it is beneficial in helping both the individual and the whole organization to achieve long-term excellence. As a result, a detailed project plan is described in the report that tells how the overall project will be carried out. 3 1 The Definition of Project 3 1.1 Project Objectives: 4 2. Business Projects: 4 Key Personnel Involved is: 5 2.1Assessment of costs relating to stress and psychosocial risks 5 2.2 Methodology for Carrying out the Project: 6 Creating a Healthy Workplace Committee 6 2.3 Conducting a Situational Assessment – Getting to the Root of the Problem 7 2...
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...as successful businesses. In order for them to be successful, they need to have a strong management to gain that success. The work environment can be a very stressful place to work in, but it can also be very rewarding if managed properly. This paper discusses the characteristics of a high performance organization and stress management techniques. High performance workplaces and organizations are entities that have developed and maintained certain successful processes that allow them to foster employees' commitment/dedication, service their customers effectively, and remain competitive. Examples of those processes are: the organization's culture (When an organization's culture is well defined, employees are more likely to understand it and want to be part of it), the high level of commitment of the employees (with organizational commitment, employees express dedication to the company because they feel a sense of belonging and a sense of duty towards that company), client centeredness (customers are the main reason companies are able to exist. Therefore, when client centeredness takes center stage, the result is complete customer satisfaction, cultural diversity (embrace cultural diversity and use it to their advantage e.g. diverse languages to serve the customers), on-going employee training (with the proper tools employees are more motivated to deliver), effective management/supervision (to be sure the company's mission is being followed and the goals are being met)...
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...There is no honest answer to “who changes work organization”. The changes to work develop from the constant battle between employee and employer over workplace control. Additionally managers, unions and the state bring other variables to the mix, each collectively shaping our workplaces. Numerous types of changes can occur; all of which have an effect on the workers psychological feelings. Finding the balance between worker and employer goals is essential for maintaining business quota and respecting worker feelings. Sociologist perspectives can help us understand how and why these changes occur in the workforce. It’s very common in most employment relationships for the worker and the employer to have diverging interests. The employer favors the interest of the organization, typically with a capital or “business” goal in mind. On the contrary, employees conduct work on the basis that they need to provide a standard of living outside of work for themselves and possibly their families. With separate goals in mind, conflict is highly probable. Employers generally hold the position of control. Most employees don’t have the option of working; rather it is simply required for them to put food on the table. This idea is relative to that of a bureaucratic hierarchy, a work system based on authority and rules (Krahn et al. 2011, p 225). Bureaucracies typically cause employee submission, which a loss in control that employers are looking to gain. The idea that there would be little...
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...Crying At Work: Displaying Strong Emotions in the Workplace Tamara L. Ginter Southern New Hampshire University Crying At Work: Displaying Strong Emotions in the Workplace We all feel emotions. Yet, it is a well-known “fact” that emotions do not belong in the workplace. Business literature for decades has reinforced the stereotype that emotions negatively affect the workplace (see, for examples, Taylor, 1947; Whyte 1956). Only recently has research begun to focus on the many facets of emotions on organization behavior (Huy, 2012; Kluemper, DeGroot, & Choi, 2013; Mirela & Iulia, 2013; Muchinsky, 2000; Perrone & Vickers, 2004; Zineldin, 2012). This paper will address several aspects of emotions in the workplace, including: managing emotions, displaying emotions, management styles that use emotions as a tool, and changing an organization’s emotional climate. Managing Emotions Of the five categories of emotions defined by Lazarus and Lazarus (1994, cited in Muchinsky 2000), only two of the three categories consist of positive emotions. Muchinsky (2000) hypothesizes that it is how we respond to emotions, our coping efforts, that “are a major contributing factor in understanding job performance” (804). Several factors can make some organizations ineffective at managing emotions. The first is due to coping efforts, which are “not just a fixed set of strategies…but a changing pattern that is responsive to what is happening” (Muchinsky, 2000, p. 804). For some...
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...Product Categories or From Our Search Bar (http://hwguiders.com/ ) Roles and Functions Paper Today’s health care needs a manager who has understanding of management and the skills needed to manage within the health care environment. This management refers to activities included in planning, organizing, leading and controlling of an organization. The manager must respond and adapt to the changes in an organization required by the needs of the patient population it serves. Managers must be accountable not only in decision-making, but productivity, cost containment, safety, confidentiality, etc. An effective manager must be accountable, create a quality work environment, and understand the value of a diverse workplace as well as other important functions that contribute to effective management. Although the roles of manager vary, all managers in any health care organization or any organization for that matter must manage effectively using the management process, being accountable for themselves and others, using the principles of effective time management, networking, recognizing and supporting the department of intellectual capital and other essentials of successful management. To be able to achieve this, a manager must understand the business environment, and the people that will be involved in these changes, such as employees and other stakeholders that directly or indirectly impact its success. HCS 325 Week 1 Individual Assignment Roles and Functions Paper Get Tutorial...
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...effective communication at the workplace, which helps the business and the organization as a whole to gain success. Business Communication provides the managers at the workplaces to effectively and efficiently coordinate with all the aspects and fields of the business. It is an effective tool that enables the managers at the workplaces to accomplish the goal of the business. Effective business communication has become prerequisite for the organizations, in order to flourish and to prosper in the present business world (Guffey & Loewy, 2010). Working as a US ARMY career counselor, business communication plays a very important role in managing the daily tasks at my workplace. Effective communication facilitated by it, enables the organization to promote and communicate the applicants and the public about the new option or services. This effective communication with the applicants and coworkers has a major impact upon the applicants enlisting the US ARMY. Not only, have other organizations benefited from utilizing Business communication by promoting their product and their services, but, Business communication has also enabled the customers to tell their demands to the organization. Thus, business communication helps in establishing a two-way effective communication between the customers and the organization. It can be said that Business communication plays a pivot role in managing the daily tasks by effectively communicating the changes at the workplaces. It enables to communicate...
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...actress can be seen in films together; Only later for it to come out that they are dating. President Obama met his wife while employed at Sidley & Austin, LLP (Essence Magazine, 2010). Those involved in romantic relationships must ensure that the relationship does not interfere with the performance of either employees job by properly managing the relationship;Management is a necessity to protect both those involved in the relationship and the company itself (Cohen, 2009). As long as the individuals involved are able to differentiate the difference between the workplace and their relationship, a consensual relationship agreement can be used to protect the company's safety against sexual harassment claims should the relationship go awry. A consensual relationship agreement(CRA) is voluntary written contract that protects employees from claims of sexual harassment against the company (Hellriegel & Slocum, 2011). The agreement is to follow company rules in regard to sexual harassment, agreement that the relationship is voluntary and not a condition of employment and voids the right of privacy in the workplace in regard to the relationship if the relationship begins to affect job performance (Hellriegel & Slocum, 2011). According to the case study, evidence suggests that when employers try to...
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