Importance of Change Strategy
According to Pearce, (2012) change is an important tool in an organization as it guides the organization on how to conduct its operations and achieve the objectives set by the company. A change strategy will be needed by Max Lionel Reality to improve the organization structure and ensure ethical and legal compliance of agents by involving them in training and development.
As an Operations General manager I will be able to meet with the managerial team to discuss training and development for the agents according to their needs.The training will be important to the agents because it willequip them with knowledge and skills on ethical and legal compliance of agents. During the meeting we will discuss the assignment of roles of training by the managerial team. Demonstrate the encouragement and support for team and create positive work environment, encourage innovative approaches, training and prepare a budget for team based on their needs (Cameron,2015).
The following will be the agenda for the meeting will be to prepare training objectives for the agents which includes; agents being able to identify relevant legislation and standard codes guiding them in their undertakings, perform risk assessment on the implementation of the change strategy concerning the organization culture, ethical and legal requirements and lastly filling of risk register.Based on ethics the objective of the agents will be to identify the relevant legislation, use the ethics charter and bring awareness f the legislation to the public.The agents should also be able to follow the code of conduct by ensuring honesty and lastly not acting in discriminatory manner.
The team needs to be assigned some roles and responsibilities in order for the organization to achieve the set up objectives. The roles to be assigned to the team include the following; planning on how the training will be undertaken to the agents and delivery of training to the agents, one of the roles of the team will be to assess the individual competences and how they can be trained concerning the legislation and standard codes relating to legal requirement and ethics (Pache,2010).Also after training the agents in the company, the team is responsible in reviewing the effectiveness of the training given to the agents and lastly the team is responsible for considering the ethical and WHS performance as part of the periodic agent performance management with accordance with the policy of the company.
According to Elmuti, (2013) a budget needs to be prepared to know how the resources will be allocated to the different activities that will be performed in the training. It helps to create a plan how to spend the allocated finances in the company.
|
Requirement |
Cost |
|
Direct Costs |
|
|
Team fees |
$ 120 per hr |
|
Cost of training materials(projector, rooms) |
$ 200 per day |
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Traveling and accommodation of participants |
$ 150 per day |
|
Training materials |
$ 5000 |
|
Indirect costs |
|
|
Participants wages including on costs, compensation |
$ 120 per hr |
|
Cost of productivity loss |
$ 2000 |
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Administrative costs |
$ 4500 |
Training and Development for Agents and Managers
The workshop was about the implementation of change strategy to improve the organization culture and to ensure ethical and legal compliance of agent’s .It involved the training of managers and agents on the use of charter, WHS responsibilities and legal responsibilities of the managers. The manager was able to officiate the workshop which was to fulfill the objective of training the agents on the charter.It was the expectation of the manager that the team will plan, organize and ensure that the organization achieves the set goals and objectives.It is through communication and great interpersonal skills that the agents were gathered and explained the importance of the charter on legal issues relating to organization culture.This helped toinspire trust and confidence and ensure agents cooperation and support.
Networking skills was also vital in the workshop to ensure support of the groups to be able to share ideas,concepts, products and services. Creating a networking team for an organization can help bring rewards to the organization. Based on networking skills one needs to build a bigger circle of very influential people, sharpening communication skills and making good use of the networks to achieve the organization goals (Linnenluecke,2010).Communication network is channels are important in networking; this will involves social networking sites. Networking should allow for sharing of knowledge since networking acts as a selling tool. There are three forms of networking which involves operational; personaland strategic.Operations networking involves getting work to be done more effective in the group by ensuring capacities and function required in the group being trained. Personal networking involves enhancing personal development by engaging other people in discussions. Lastly the strategic networking involves determining the future needs and challenges and finding support from stakeholders in the organization.All these forms help to build a team to implement change strategy.
Organization ethics involves principles and values used to govern and guide the decisions made mostly by the teams.A positive work culture helps to improve the morale of the teams in the organization to increase productivity and help it achieve the set goal of change strategy. The Acts Foreign Corrupt PracticesAct restricts businesses in engaging in bribery and other illegal activities.There are also competition laws guiding on unfair competition. Organization needs to focus on organization ethics because it helps to retain employees who are experienced and knowledgeable.The most important elementsinvolved in ethical culture involves; written code of conduct, ethics training of agents and managers and lastly the confidential reporting system.The legal requirement of the organization will involve the company having the correct legal documentations to conduct business. The requirements involves the licenses relating to the business operation, the companies act , safety act , employment act and other relevant codes f conduct applicable in the organization. The employees or the agents need to adhere to the set rules and regulations for easy operation of the business to facilitate the implantation of the change strategy.
Creating a Positive Work Environment
During the implementation of change strategy knowledge of leadership styles in very important since it helps guide the team on the correct path to achieve the objectives set by the organization. The leadership style to be implemented will rely on the set codes of conduct. In this organization democratic leadership style will be adopted. This style encourages ideas, concerns, opinions about any decisions concerning the change implementation strategy of organization culture and legal requirements. The leadership style used in the training of agents and managers help in enhancing open communication with employees informing them of the importance of change strategy on organization culture and legal compliance of the agents. The management team should also seek advice from experienced companies who are involved in training of agents in the organization. The workshop on training should involve the objectives and goals set. In this organization the objectives set involves;agents being able identify relevant legislation and standard codes guiding them in their undertakings, perform risk assessment on the implementation of the change strategy concerning the organization culture, ethical and legal requirements and lastly filling of risk register. The team and agents should have knowledge of the mission, vision, value and purpose of the organization in achieving the above set objectives. The company’s vision should incorporate the objectives, performance indicators and accountability in conducting the business operations.The organization culture should be changed to support a team driven culture of aggressiveness,adaptability and speed of execution. (Dyer,2013).
It is also important to understand the change process in the organization involving the implementation of organization structure and ethical and legal compliance of the agents.The change process will entail the following. First it is to create the urgency for the change. This is by creation of a situation to show that the change will help the organization in fulfilling the set objectives. After the creation of agency next step is Create to form a powerful coalition that will enable the company implement the change. Then you convince the people on the importance of the change in the organization concerning the organization structure and legal requirements needed by the agents. After convincing people next will be the creation of vision, communication of the vision then afterwards removing any obstacles or challenges that may affect the implementation of the changes in the organization. Lastly is to build the change on the organization and to incorporate in the organization culture (Trkman,2010.)
In conclusion teams need to be monitored, supported and trained based on the implementation of changes strategies on organization culture and adherence to legal and ethic requirements by the agents in organizations (Certo,2015).
References
Cameron, E., & Green, M. (2015). Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Pearce, C. L., & Sims Jr, H. P. (2002). Vertical versus shared leadership as predictors of the effectiveness of change management teams: An examination of aversive, directive, transactional, transformational, and empowering leader behaviors. Group dynamics: Theory, research, and practice, 6(2), 172.
Pache, A. C., & Santos, F. (2010). When worlds collide: The internal dynamics of organizational responses to conflicting institutional demands.Academy of management review, 35(3), 455-476.
Trkman, P. (2010). The critical success factors of business process management. International journal of information management, 30(2), 125-134.
Linnenluecke, M. K., & Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of world business, 45(4), 357-366.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Elmuti, D. (2013). The perceived impact of team?based management systems on organizational effectiveness. Team Performance Management: An International Journal.
Dyer, W. G., & Dyer, J. H. (2013). Team building: Proven strategies for improving team performance. John Wiley & Sons.
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