CHANGE MANAGEMENT

Change management is a systematic approach to dealing with change, both from the perspective of an organization and on the individual level. A somewhat ambiguous term, change management has at least three different aspects, including: adapting to change, controlling change, and effecting change. A proactive approach to dealing with change is at the core of all three aspects. For an organization, change management means defining and implementing procedures and/or technologies to deal with changes in the business environment and to profit from changing opportunities.

STEPS TO SUCCESSFUL CHANGE'

American John P Kotter (b 1947) is a Harvard Business School professor and leading thinker and author on organizational change management. Kotter's highly regarded books 'Leading Change' (1995) and the follow-up 'The Heart of Change' (2002) describe a helpful model for understanding and managing change. Each stage acknowledges a key principle identified by Kotter relating to people's response and approach to change, in which people see, feel and then change.

Kotter's eight step change model can be summarized as:

1.      Increase urgency - inspire people to move, make objectives real and relevant.

2.      Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels.

3.      Get the vision right - get the team to establish a simple vision and strategy focus on emotional and creative aspects necessary to drive service and efficiency.

4.      Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against.

5.      Empowers action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognize progress and achievements.

6.      Create short-term wins - Set aims that are easy to achieve - in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.

7.      Don't let up - Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones.

8.      Make change stick - Reinforce the value of successful change via recruitment, promotion, and new change leaders. Weave change into culture.

..              ...........................  By Syekeye Mathayo  ...........................

succed through admission from your mistake

Learn from  your mistake

You can only learn from a mistake after you admit you’ve made it. As soon as you start blaming other people (or the universe itself) you distance yourself from any possible lesson. But if you courageously stand up and honestly say “This is my mistake and I am responsible” the possibilities for learning will move towards you. Admission of a mistake, even if only privately to yourself, makes learning possible by moving the focus away from blame assignment and towards understanding. Wise people admit their mistakes easily. They know progress accelerates when they do.

Learning from mistakes requires three things:

1. Putting yourself in situations where you can make interesting mistakes
2. Having the self-confidence to admit to them
3. Being courageous about making changes

. First we have to classify the different kinds of mistakes.

The four kinds of mistakes

One way to categorize mistakes is into these categories:

• Stupid: Absurdly dumb things that just happen. Stubbing your toe, dropping your pizza on your neighbor’s fat cat or poking yourself in the eye with a banana.
• Simple: Mistakes that are avoidable but your sequence of decisions made inevitable. Having the power go out in the middle of your party because you forgot to pay the rent, or running out of beer at said party because you didn’t anticipate the number of guests.
• Involved: Mistakes that are understood but require effort to prevent. Regularly arriving late to work/friends, eating fast food for lunch every day, or going bankrupt at your start-up company because of your complete ignorance of basic accounting.
• Complex: Mistakes that have complicated causes and no obvious way to avoid next time. Examples include making tough decisions that have bad results, relationships that fail, or other unpleasant or unsatisfying outcomes to important things.

 ............MARIKI    HEAVENLIGHT

Globalazation in organizational behaviour

Globalization

Globalization refers to the free movement of goods, services and people across the world in seamless and integrated manner. Globalization means to increase their base of operations, expand their work force with minimum investment and provide new services to a broad range of customers.

As organizations have become more global, their work force has become culturally diverse.

Globalization has created a large shift in organizational behavior as increasing diversity has brought together people of different backgrounds with different values, cultures and beliefs, all working together for common objective.

One of the most important and broad based challenges currently facing organizations is “adapting people who are different”

Challenges to employees

·         Workforce diversity

·         Unsupportive and hostile work environment

·         Fear of discrimination

·         Resistance to change

Factors that influence individual behaviors and performance (MARS model)

        i.            Motivation

      ii.            Ability

    iii.            Role perceptions

    iv.            Situational factors

...............Prepared by Faith Gabriella.

 

 

 

 

Human resources planning

According to E.W.Vetter (1999), Human resources planning is the process by which a management determines how an organization should make from its current manpower position to its desired manpower position. Through to ensures type of people, in the right number, at the right number, at the right time and place that are trained and motivate to do the right kind of work at the right time.

         The following are the process/steps involved in human resource planning;

Analyzing organizational objectives, the objective to be achieved in future in various fields such as production, marketing, finance, expansion and sales given the ideas about the work to be done in the organize.

Inventory of present human resources, from the updated human resource information storage system, the current number of employees, their capacity, performance and potential can be analyzed. To fill the various job requirements, the internal sources like employees from within the organization and external sources like candidates from various placement agencies can be estimated.

Forecasting demand and supply of human resources, the human resources required at different positions according to their job profile are to be estimated. The available internal and external sources to fulfill those requirements are also measured. There should be proper matching of job description and job specification of one particular work and the profile of the person should be suitable to it.

Estimating manpower gaps, comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resources. Deficit represents the number of people to be employed, where as surplus represents termination. Extensive use of proper training and development programme can be done to upgrade the skills of employers.

Formulating the human resource action plan, the human resource plan depends on whether there is deficit or surplus in the organization. Accordingly, the plan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination.

Monitoring control and feedback, it mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period. Comparison between the human resource plan and its actual implementations done to ensure the appropriate action and the availability of the required number of employees for various jobs.

………Done by Faith Gabriella.