¶ … Management Practices
Outline how you would manage the risk of change when planning a strategic change management process.
Whenever any kind of change is taking place in an organization, there more than likely will be resistance to the new ideas that are being introduced. Part of the reason for this, is because these changes are often challenging the status quo. Where, everyone will face new standards and greater scrutiny over a number of activities. This will cause many people, to become concerned about what is occurring. At which point, they will begin to resist these changes, out fear of the unknown and the threat to the status quo. When introducing a new management system, this can be particularly challenging, as many executives will often engage in turf wars (over areas of influence) and finger pointing (in an effort to gain favor). (Stevens 2005, pp. 19 -- 27) In either case, this kind of behavior can often contribute to undermining the atmosphere in the work environment. Where, these negative attitudes will eat away at organizational unity. To mitigate these risks, it is imperative to create a strategy that will address these challenges when implementing a new management system.
To effectively address any kind of possible risk requires utilizing a system that will provide: effective communication and flexibility. These two elements are important, because for any kind of change to take place, means that you must reach out to executives and managers. To do this, you must have strong communication with all of different levels inside an organization. Where, you will sit and listen to what managers / executives think about the changes that are occurring. At which point, you can begin asking for ideas, as to how the situation could be improved and what specific issues they would like to see dealt with. Once this takes place, you are eliminating any kind of possible barriers, by actively listening to the different viewpoints of managers / executives. (Effective Communication in the Workplace 2009)
At the same time, you must be able to utilize flexibility and incorporate some of their ideas into the strategy. This will help address the issues of concern that managers and executives could have about what is taking place. Over the course of time, this strategy could be used to help reduce any kind of barriers that executives may have. At which point, you can bring these different these people on board as allies, who will support the changes that are taking place. This is significant, because utilizing this approach will help to reduce any kind of possible barriers (allowing for a smooth transition).
When you put these two elements together, it is clear that they will provide a way for an organization to effectively implement a new management system. As they are improving communication and addressing any kind of concerns. This is important, because one of the biggest reasons why these kinds of risks take on a life of their own is from: a lack of communication. At which point, negative attitudes of resistance will begin to take shape. If left unaddressed, this will poison the atmosphere inside an organization (increasing the risks when implementing the new strategy). That being said, the above approach will reduce risk by: forcing the negative thoughts and ideas out into to the open (in a non-confrontational way). Once this takes place, it means that you can begin to address these concerns, helping to reduce risk and make certain that everyone believes that the new strategy will work. This will ensure that any kind of possible barriers and risks to implementation are reduced as much as possible.
'Strategic congruence is the most effective way HR can support an organization's strategic priorities'. Provide details of how this can be achieved successfully.
Strategic congruence is when a business is utilizing different strategies that are consistent in supporting the objectives of the firm. Where, each of the various departments and divisions will function together to achieve their organizational goals. HR plays a role in working as a go between for the different departments and teams of the organization. As they play a part in helping to support everyone in achieving the larger objectives of the business. To understand this role, we will examine how this can be achieved successfully through the HR department in any organization. (Nillson 2005)
The biggest mistake that most organizations will make is: they assume HR is an important part of administration, not planning. This is problematic, because ignoring this aspect of the human resources is not understanding how the needs...
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