How Communication Nature Influences Resistance To Change?

Critical nature of the incident

The organizational change helps in enhancing the proficiency of the organizational sustainability by operating in diverse offshore markets. The innovative nature of the organizations and the continuous changes in the processes assists in improving the expertise of the functions as per the objectives of the business. Different technological innovations and increasing competencies in the market scenarios have affected the needs of the organizations to bring in continuous changes in the processes in order to cope up with different situations. In this connection, United Builders’ change in the systems and technologies of business undertakings has helped the same in upholding the proficiency of the business functions through implrmenting automated technologies (Caldwell 2012). However, resistances are offered by the workforce to the organizational priorities of undertaking a change in the processes. Therefore, the different ways through which the resistances can be mitigated through proper communication and inter- trust factor between the management and the employees helps in upholding the efficacy of the change that is planned by the businesses.

The discussion aims at identifying the different change needs of the organizations and the situations that are dealt by the same during the implementation of the change in the processes. The discussions enumerates a situation and thereby reflect on the organizational change initiatives through the implementation of different models, which facilitating the organizations in safely implementing the change in the processes of the business during operating in the diversified offshore markets.

The critical nature of implementation of the automated technologies in United Builders’ moving of materials through automated cranes was aimed at perfecting the functions in order to make the business processes more sustainable (Von Krogh 2012). However, the implementation of the change in the processes of the business model was required to be communicated to the different employees, which would have helped in reducing the impacts of resistances. The failure of the organization to undertake the different communicational methods in order to keep the employees aware of the change in the processes affected their change readiness and workflow. The change in the processes of the business resulted to maximization of the staff turnover rate, which affected the productivity of the company (Giniat et al. 2012). However, the organization managed to implement the change in the technologies that has helped in enhancing the position of the business there was a gap in the functioning as per the needs of the CSR activities and the different concerns of the ethical backdrops. The compromised ethical backdrop of the organization affected the brand name adversely.

Concerns of the incident

The incident has affected the smooth operating of the systems of the business while operating as per the objectives of the business sustainability. United Builders’ sustainability in the offshore markets are based on the brand image and the smooth functioning of the workforce. However, the change in the processes that are planned by the business have influenced the morale of the employees (Langley et al. 2013). The implementation of automated technologies and the change in the working culture has affected the productivity and the inter- trust factor between the management and the workforce. I believe that proper communicational strategies would have helped the organization in upholding the proficiency of the modification as per the priorities of the business undertaking. Jansson (2013) stated that negotiation with the workforce and the other relevant stakeholders of the business helps in confirming the affectivity of the change in the business processes. Notwithstanding, the concerned organization has failed to utilize communication as an effective tool for integrating the workforce to an assorted outcome that is planned by the business. On the other hand, the lack of proper ethical decision making model of the organization has affected the automation of the processes through the minimization of the employee involvement in the systems of the business.

The demands of the situation was to evolve and develop new job roles in order to contemplate the resistances that are created by the employees and thereby prevent the loss of employability through the implementation of the automated technology in the processes (Millar, Hind and Magala 2012). However, the organization failed to undertake steps in order to correlate with the needs of the employees and thereby portrayed a bottom lime mentality of undertaking the technological innovation in the processes in order to ensure the profitability. Innovation was found to be a factor, which would be supporting the sustainability of the business while competing in the offshore markets (Matos Marques Simoes and Esposito 2014). However, the lack of employee centric decision making or the lack of adherence to the communicational strategies has affected the organizational growth and the process of implementation of the automated technologies through the resistances, which are offered by the employees.

Enumeration of the Kotter’s change management model has helped in the identification of the relevant steps that might be undertaken by the organizations in order to implement the modification more efficiently in the business structure. The implementation of Kotter’s change management model in the business processes has helped in upholding the efficacy of the functions of the business (Nordin et al. 2012). The initiation of the change management process (As per the model) is to identify the urgency that is faced by the organization in order to bring in changes in the systems of the processes. The vision for the change in the systems of the business acts as an objective of the organization to achieve sustenance in the competitive offshore markets (Hechanova and Cementina-Olpoc 2013).

Particular demands of the situation

Communication of the vision with the chief stakeholders of the business helps the organizations in upholding the change readiness of the stakeholders towards the change and thereby helps businesses in implementing the modification more viably. Empowering the actions of the stakeholders and thereby creation of a pathway for the same helps organizations in upholding the efficacy of the change (Van der Voet 2014). The change that is planned by the organization is long term and thereby building up support systems for enabling the change in the processes facilitating the organization in upholding the continuous modifications in the processes. It helps in upholding the sustenance of the businesses while operating in the offshore markets. The different layers of activities that are proposed by the model helps in upholding the efficacy of the functions as peer the objectives of the organizational sustenance.

The situation that is faced by the management of United Builders is based on the bottom line approach, which aimed at the short term financial gains and enhancement of the productivity of the organizations while compromising the different interests of the employees. It has affected the long term objectives of organizational sustenance as the brand name of the organization is compromised through the implementation of the automated technologies (Frankland et al. 2013). The automated technologies might be helping the organization in enhancing the sales of the same during the operation in the offshore markets but the compromised interests of the employees will be affecting the morale of the existing employees and thereby affect the loyalty of the same towards the organization. Proper communication and negotiation along with the chief stakeholders would have helped the organization in upholding the efficacy of the change as per the objectives of organizational sustenance. Therefore, the application of Kotter’s change management model and adherence to proper communication would have assisted the organization in the process of implementation of the change more viably in the organizational context. It has helped the business in confirming the efficiency of the processes through enhanced productivity and brand name in the competitive markets.

Conclusion through lessons learned

The changes that are undertaken by the businesses are based on the engagement of the employees in the processes. The involvement of the employees in the processes .of the changes that are planned by the organization helps in upholding the smooth operating of the systems of the business while operating in the offshore markets (Doppelt 2017). I believe that the organization must have taken steps to identify the different interests of the employees and thereby communicate the priorities of the organization for undertaking the change. It would have helped the organizational management in upholding the inter-trust factor between the management and the employees. on the other hand, the communication would have assisted in upholding the change readiness within the employees which would have assisted the organization in upholding the efficacy of the functions as per the objectives of the business change needs.

The identification of different change management concepts of the organization helps in defining the priorities, which are required to be considered by the businesses. Furthermore, the identification of the different issues that might be faced by the organization while undertaking the change in the processes facilitates in upholding the efficacy of the modification by considering the interests of the chief stakeholders. The different aspects of the organizational change are dependent on the involvement of the employees in the processes. The engagement of the employees and proper communication of the objectives helps in upholding the efficacy of organizational changes.

References

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