FORMULATING OF CHANGE INTERVENTION STRATEGIES

FORMULATING OF CHANGE INTERVENTION STRATEGIES

MGMT 621 ASSESSMENT 2

STUDENT NAME- SHREYANSH PANDEY

STUDENT ID- S00335449

TABLE OF CONTENTS

Introduction..02

Outline of Change Problem02

Need For Change..02

Diagnostic Tool (TQM)..02

Stake Holders Analysis.04

Ethics and Resistance to Change....05

Next Best Steps05

Conclusion..05

Introduction

Manpower Group is one of the most reputed and prominent recruitment organisations known for effectively delivering skilful candidates to their clients. Despite its massive success, the organisation faces hurdles due to its outdated recruitment methodology. In order to efficiently fight and overcome these challenges, Manpower group aims to implement a Total Quality Management diagnosis to help the organisation from becoming one of the best to the best ever recruiting organisation.

Outline of Change Problem

The major issue with Manpower Group is the application of outdated data entry and paper-based record-holding systems. Based on the analysis the organisation assessed, this method are outdated, slow in nature and also resulted in mismatching accurate data records. These issues cause chaos and ineffectiveness in the organisation, which effectively holds them from attaining the top spot in the recruitment sector.

Need for the Change

Diagnostic Model: TQM Management

The concept of Total Quality Management (TQM) is considered as one of a popular concept used to manage the quality of products and services comprehensively (Permana, A. 2021) . This is an astutely structured approach that seeks to improve the quality of products and services offered by the organisation which efficiently uses the Plan, Do, Check, Act cycle to always emphasise on improvement and innovation.

Plan

This is the stage where the organisation must analyse and identify the problem and lay down objectives with clear instructions and deadlines to meet the change required. "Plan" (P) is associated with recognizing the possibility of changes, namely, its improvement and scheduling it.

Problem: The application of outdated methods of record entry and paper-based record-holding system is causing chaos and slack in work in the organisation. This causes mistrust, ethical issues and underperformance in the organisation (Jagusiak-Kocik, M., 2017).

Solution: The organisation must introduce modern and automated data entry software which will increase effectiveness and efficiency in the operations. The data managed by the software will be accurate and precise which will boost organisational performance to attain a superior competitive advantage in the sector.

Plan Overview

DO

Planning is an integral part of accumulating and managing change in the organisation. However, without efficient application of planning, the organisation will fail to implement and amend the required change to attain its goals.

The organisation must assess and allocate a team of technically skilled individuals to assess and analyse the new software. This will inform the organisation about the efficiency and compatibility inregard to their data.

Launch a recruitment programme to add technically skilled employees.

Assess and segregate employees on the basis of their competency and skills, and provide them will astute training camps to understand and be comfortable with new technological advancements.

Precise Migration of Data from papers to software should be a high-priority task for the organisation, as mismatch and carelessness will create further chaos in the organisation.

The organisation must emphasise on dialogic communication as this will help management to attain clarity among issues encountered by employees

Check

This is one of the most crucial steps in introducing change in an organisation. Checking and analysing after implementing strategies helps organisations to attain flexibility and sustainability in the process. In order to introduce an effective and sustainable change, the organisation must analyse and foster any further changes required.

The organisation must emphasise KPIs, focusing on KPIs will help increase precision and commitment to get the job done. They should specifically focus on performance metrics and deliverables.

A 3rd party auditor should be assigned to the organisation to help attain an unbiased point of view of the gap the if the organisation is facing any.

Identify and assess the discrepancies and setbacks the organisation is facing in regards to the process.

Act

This is the final step where post all the above diagnoses, the organisation has to analyse and adjust in order to attain sustainability for the introduced change. This is the phase where the organisation has to be flexible in nature to adapt new changes efficiently.

The organisation should promote an open feedback policy, where employees can anonymously share their feedback in regards to operations, management and any discrepancies.

The organisation should streamline standardized steps which will help employees to attain a clear perspective of what needs to be done.

Promote a culture of flexibility and innovation, as business in this ever-evolving world is affected by dynamic scenarios, the organisation has to keepup with the advancements in technology and trends.

Stake Holders Analysis

Internal Stake Holders:

Internal stakeholders including employees, IT Department and management play a vital role in the process of introduction of change. Employees will be the most affected entity by this change, they have to go through proper training channels in order to be confident and comfortable with this change. The organisation should emphasise on KPIs to track employee's performance, analyse and provide feedbacks if required. The organisation must also emphasise on quality management. Quality management has a strong focus on key stakeholders and requires that top leaders balance the needs of all the stakeholders (Sila, I. 2020). Management must be informed in regards to the employees performance and decisions on board. Management works as a mediator between the board and employees, there should be crystal clear communication between these parties, as any misunderstanding will create chaos in every department. The IT department is extremely crucial in this role as introduction of new technology requires IT intervention.

External Stakeholders:

External stakeholders including clients, candidates and software vendors should be well taken care of. Clients should be informed about the benefits of the introduction of new technology, the organisation should make sure to enlighten them about the change in procedures and documentation to maintain transparency. Software Vendors should be enlightened about the benefits of collaborating with the organisation, in return, the organisation must seek proper documentation and training materials required to efficiently understand the ins and out of software.

Ethics and Resistance to Change

Ethics: The organisation must use ethical practices for introducing change as un ethical practices will cause chaos and mistrust which will easily deviate the organisation from attaining its goal. The introduction of new software should be done ethically considering the organisation policies and procedures. Breach of ethics in the transition phase may leak potential confidential credentials which could potentially be a legal issue for the organisation. Ethical organizational cultures, cultures that take a stand against ethical violations, and develop a respect for leaders (Payne, D. et al. 2023).

Resistance: There is a high risk for organisation to face resistance in the implementation of change, as employees are used to the old processing methods, and learning something new would create a sense of dis-confidence and discomfort. However, this can easily be tackled by emphasising the need for change and the benefits it might bring to the organisation once implemented successfully. Overall, people with an internal locus of control, high tolerance for ambiguity, low risk aversion, and posi-tive self-evaluations are more likely to respond to change in a favorable way (Sverdlik, N.2023).

Next Best Steps

The organisation must deploy a comprehensive need assessment, which will help them to analyse the actual gap required to be filled. This will also help the organisation to analyse typically which would be the best suitable software for data entry and record handing in specific to their business, as negligence in this process will have severe repercussions for the organisation. Furthermore, the organisation must perform detailed research on the software vendors for efficient pricing and values. Moreover, an adequate amount of time should be allocated for pilot testing to determine the likeability and effectiveness. A specific training and development team should be deployed to assess and train individuals to attain the best usage of the software. Finally, once the implementation of all the strategies, the organisation must emphasise on review and feedback. In response to performance feedback, for instance, organizations may adjust the extent of risk-taking, R&D intensity, product innovation, investment and growth, and strategic change (Kotiloglu, S. et al. 2021).

Conclusion

The organisation must deploy the TQM diagnostic methods to assess and implement change in the organisation, this will help attain significant improvements in organisation efficiency, client satisfaction and overall competitiveness. implementing change will incur resistance, however, by emphasising on the need for the change and the benefits post-change will help cut down resistance significantly.

REFERENCES

Permana, A., Purba, H.H. and Rizkiyah, N.D. (2021). A systematic literature review of Total Quality Management (TQM) implementation in the organization.International Journal of Production Management and Engineering, [online] 9(1), p.25. doi:https://doi.org/10.4995/ijpme.2021.13765.

Sila, I. (2020) Investigating changes in TQMs effects on corporate social performance and financial performance over time. Total quality management & business excellence. [Online] 31 (12), 210229.

Sverdlik, N. & Oreg, S. (2023) Beyond the individuallevel conceptualization of dispositional resistance to change: Multilevel effects on the response to organizational change. Journal of organizational behavior. [Online] 44 (7), 10661077.

Payne, D. et al. (2023) The Values Change Management Cycle: Ethical Change Management. Journal of business ethics. [Online] 188 (3), 429440.

Kotiloglu, S. et al. (2021) Organizational responses to performance feedback: A meta-analytic review. Strategic organization. [Online] 19 (2), 285311.

Jagusiak-Kocik, M., 2017. PDCA cycle as a part of continuous improvement in the production company-a case study.Production engineering archives,14(14), pp.19-22.