The Corporate House: New Power LLC
Discuss about the Organizational Change Management for New Power LLC.
The fast changing nature of the international business world has made it of vital importance for the various corporate houses to take the help of various kinds of innovative methods as well as policies for the process of their business (Cameron and Green 2015). It is precisely here that the concept of organizational change gains prominence. The concept of organizational change refers to the process by means of which horizontal or lateral change is implemented within the framework of a particular corporate house with the objective to further enhance its performance and productivity (Kuipers et al. 2014). It is a commonly held misconception of the people that the process of organizational change or more commonly called by the name of change management is generally used by the organizations which are not being able to perform as per the standard level that is required of them (Lewis, Passmore and Cantore 2016). However, in the present times it is generally seen that the process of organizational change is being used by the majority of the corporate houses of the world irrespective of the fact whether they are being able to perform as per the standard level or not (Cummings, Bridgman and Brown 2016). Therefore, it would be apt to say that the process of organizational change has emerged as one of the most important ones within the framework of the contemporary business world.
The corporate house New Power LLC is a start-up company and seeks to provide clean electricity to the people at very affordable prices (Jick 2018). The major reason because of which the corporate house has been able to attain a considerable of success in the recent times is because of the fact that it makes effective use of the concepts of innovation as well as creativity and this was precisely the fact which initially attracted Henry Silva to the corporate house (Jick 2018). However, during his internship program at the corporate house Silva found out that the vision and the work culture of the corporate house were totally different from each other. For example, he found out that the employees of the corporate house hardly interacted with each other (Jick 2018). Thus, when he was offered a job at the New Power LLC after the successful completion of his internship program he initially refused and to his great surprise he was then offered the job of the director of special projects and one of his key responsibilities was to bring about a change in the internal culture of the concerned corporate house.
Challenges Faced by Henry Silva
Henry Silva is in a dilemma as regards the fact whether a small and insignificant person like him would be able to effectively implement the change which the CEO of the concerned corporate house is hoping that he is likely to bring about within the framework of the New Power LLC. The major thing which is bothering Silva is the fact that the corporate house does not have an effective organizational culture and the employees are just working like automatons with no interaction with the other employees. Thus, to change this particular scenario he decides to take the help of various kinds of strategies or policies which are not only likely to enhance the engagement level of the individual employees but at the same time is likely to enhance not only the productivity but also the performance level of the employees. Some of the key strategies which he intends to put into practice within the fold of the con concerned corporate house are the implementation of performance management system, the introduction of rewards and recognition, inculcation of the team work environment, and others (Ceptureanu 2015).
Many experts are of the viewpoint that change can begin at any level of the concerned corporate house and it is not necessary that the process of change has to begin right at the top of the corporate house, that is to say, at the level of the directors or the chairmen (Groves et al. 2014). Thus, it is generally seen that the majority of the corporate houses of the present times are increasingly taking the help of the concept of the “Innovative Value Chain” for the process of the generation of the relevant innovative as well as creative ideas from which they select the policies or the strategies which are the most suitable for the process of their business (Behnia and Mueller 2014). It is a reflection of this particular fact that the majority of the corporate houses of the present are increasingly including the employees from the different strata of their corporate house for the formulation of the ideas or the policies that are necessary to bring about the change. Thus, the contemporary practice seen within the contemporary business world clearly points out that a person like Henry Silva is fairly capable of bringing about the necessary change within New Power LLC provided he had the backing of the higher management team of the corporate house and the effective support of the employees.
Key strategies for change management
Henry Silva is in a dilemma at the current moment since he cannot decide whether he should take the job which has been offered by the CEO of the corporate house New Power LLC to him or not. It is significant to note that Silva has been considerably attracted towards the corporate house under discussion here not only because of the kind of product which they offer to the customers but at the same time because of the vision as well as the mission of the concerned corporate house. This was precisely the reason why he took up the internship at the New Power LLC so that he can get to know the corporate house at first and also with the inherent objective to work on a full time basis at the New Power LLC after the completion of his internship program. However, the reality of the corporate house was totally different from what he had expected and thus he was amazed to find out that the majority of the employees of the New Power LLC hardly communicated with each other and that the corporate house lacked effective organizational culture (Jick 2018). This was the primary reason why Henry Silva did not want to continue working at the New Power LLC or more appropriately was in a dilemma about the fact whether he should take the job of the director of special projects at the New Power LLC or not.
Another dilemma which Henry Silva is facing at the current moment is the fact whether the ideas for change which he would be proposing to the CEO of the New Power LLC would be backed by him or not and if backed by him the extent to which it would be backed by the CEO of the concerned corporate house. Furthermore, he is also at the same time skeptical about the fact that whether he would be receiving the unequivocal support of the CEO of the concerned corporate house or not. Moreover, he is also not sure about the way in which the changes which he is proposing would be seen by the employees who are associated with the concerned corporate house. For example, his idea to implement the performance assessment system might be seen by many of the employees who are associated with the New Power LLC as a kind of escalation and they might end up feeling that they are not being able to perform their stipulated job roles as per the expectations of the concerned corporate house (Jick 2018). In addition to these, another significant problem which Henry Silva is facing at the current moment is the fact that he had never prior to this had work in such a situation or position and thus it can be said that he has no prior experience of such a job. Thus, in his own words he feels like he is jumping off a cliff as regards the formulation as well as the implementation of the necessary policies that are likely to bring about a significant amount of positive change within the framework of the concerned corporate house. Thus, anyone in his shoes is bound to feel that he or she is not quite capable of the task which has been given to them. These, in short are some of the key internal debates which not only Henry Silva but anyone in his shoes is likely to feel.b
Contemporary practices in change management
If I had been in Henry Silva’s shoes there would be many questions which I would be asking of myself. For example, the first question which I would be asking of myself would be the question that whether I am capable of such a job or not since I had no past or prior experience of doing such a job. Furthermore, I would also be asking myself about the kind of support or backing that I would be getting from the CEO of the concerned corporate house. The effective implementation of the process of change management requires the effective unequivocal support of the CEO as well as the management of the concerned corporate house (Belias and Koustelios 2014). Moreover, another question that I would be asking myself is the way the implemented changes by me would be taken by the employees who are associated with the concerned corporate house since it is generally seen that the various employees associated with a particular corporate house do not take the process of organizational change and thus resist. Thus, I would also be asking myself about the kind of resistance that I would be facing from the employees who are associated with the concerned corporate house. In addition to these, the commonly held opinion is that the process of organizational change is generally required in organizations which are having difficulty in meeting the performance standards. However, the New Power LLC which has a record of good performance and thus the process of organizational change might be seen as an unnecessary one. These in short are some of the question that I would be asking myself.
The first thing which is likely to help me feel secure in the new job is my own motivation level and the understanding of the fact that this probably is one of the best opportunities that I am likely to get in my entire life. In addition to these, the effective support as well as the backing of the CEO and the higher authorities of the concerned corporate house is also likely to not only make me feel secured but at the same time is likely to help me to perform in a much better manner. Another important fact that is likely to help me to perform in a much better manner is the knowledge of the fact that the thing which I am doing is in the best interest of the corporate house.
Henry Silva in order to gain insights of various performance appraisal procedures and to develop one of the significant methods to be executed in NP focused on the importance of involving the managers of the organization in the process of development and evaluation of the system (Jick, 2018). The idea to implement an effective cascade of personal discussion to introduce both the systems of performance management system and innovative organizational vision statement tend to motivate the level of transparency and further manage the path of development towards organizational goals on a persistent basis and provide assessment to the overall strategy with individual performance (Hayes 2018). He further envisaged that effective flow of communication and discussions would not only drive the motivational factors by informing and illuminating his employee base about their relative job responsibilities but also would aid them to develop knowledge about the approaches to be taken for the proper execution of such tasks and ways to bring improvements in any areas of gaps within the functioning of the company (Cameron and Green 2015). As per his opinion this new vision of his would act as a significant characteristic for NP and introduce vital initiatives to the corporate culture of the business and attribute as a representation of their commitment towards sincerity, efficiency and productivity (Jick, 2018). Furthermore his second action plan involving cross-functional team work and team building which has been intended to address the vital areas of concerns would act as an effective approach to provide adequate knowledge and awareness to the new recruits regarding the operational processes and ways to demonstrate their performances within teams and further practice acts of negotiation. However, the concept of cross-functional team functioning can reflect certain beneficial advantages which may be directly related to the business. Silva soon developed the understanding that establishing a start up enterprise in the recent global era, it is immensely significant to establish cross-functional teams which can iterate in an effortless on the ideas generated by the employees. As result based cross-functional teams incorporates diverse associations which can create constructive distinctiveness and recent product creativity in order to introduce fundamental and new products to establish a competitive base in the market. This action plan of Silva will enable him to develop an understanding of each of the employees of his staff base who represent their respective departments with utmost proficiency on their specific teams. As Silva has always envisaged developing effective leadership techniques he can acknowledge the managers of NP to lead by stating classic instances. Furthermore, this action plan can reveal the immense rate of commitment he has on his managers and further encourage them in order to experiment with creative and innovative ideas (Jick, 2018). In order to reveal his distinctive competencies and implement this cross functional technique as a form of art, Silva can facilitate the understanding of his employees and further develop the realization of substantial surges in product appeal, profitability as well as the loyalty he wants to develop towards his organization.b
Though the cross-functional team performance can develop the competitive advantage of NP, Silva must take into consideration the areas of limitations which this action plan might involve such as lack of effective coordination and skills. As this technique comprises of employees of diverse departments, a deficit of proper focus on interest and harmonization can be witnessed within the organization (Van der Voet 2014). As a result, issues concerning proper synchronization among members of team develop concerning their roles and responsibilities in the team. Furthermore, Silva must further keep in account the impermanency of cross-functional teams which posses certain tendencies of rising tensions within the team members to demonstrate effective and rapid outcomes and proper formulation of strategies. Silva must further note the compensation structure of NP and keep in his consideration the cost-prohibition rate while introducing employee award program (Matos Marques Simoes and Esposito 2014). Furthermore, he must note that such reward and recognition program can give rise to restrictedness and develop segregation within the company as an employee is recognized as a significant part of the production team making double the minimum remuneration to similar substantial incentive amount. Furthermore, rewards programs can increase the rate of risk and complexities as such plans are entitled to the ever-elevating incentive structure and recognition for employing similar roles and responsibilities (Cummings, Bridgman and Brown 2016). However, such a program which aims to enhance the employee retention rate can cause issues specifically as a significant proportion of employee base of NP can perceive this as an unconstructive form of leadership and a vital reason for resigning the job.
References
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