HRMT19020 - Managing Organisational Change Assignment

HRMT19020 - Managing Organisational Change - Assignment Example Employees resist change because of the comfort they derive from the known and the fear of the unknown that accompanies such change. Anxiety on the effects of change on the employee’s performance, position, relationship with other employees and a number of job related factors (Hede and Bovey, 2001a). True value food processing company through its senior manager has indicated their desire to change the operational mode and the conditions upon employment. According to Chan Baker, the company plans to introduce multi-skilling for its employees especially the non-salaried employees to improve the company’s profitability and efficiency. Multi-skilling is the development of a single employee by training him/her on different areas of operations within an organization. An organization that adopts multi-skilling practice gives preference to employees who have a wide range of skills or knowledge that can enable them work in different. Multi-skilled employees are a big asset to an organization as they increase productivity, efficiency and innovation in an organization. This approach also reduces the need for the organization to employee more people, which is cost ineffective, and generally unproductive (Hede and Bovey, 2001b). ... The section managers in the organisation are also expected to show some level of resistance to the plans of the senior manager. This report highlights some of the approaches that Mr Baker can adopt to ensure that he counters such cases of resistance adequately without interfering with the operations of the processor. It finally provides detailed consultancy advice on how best Mr Baker can manage this important organisational initiative and reaps great results from the changes. Each approach provided will be explained using relevant examples, which can be safely applied to the situation at hand. Background information and case study Implementing this program at true value food processing company will obviously generate resistance from s number of employees. Such resistance to this kind of change will retard any progress towards implementing this policy. As a custom across many countries and economies across the world, employees focus in one area of expertise and perfect their skills i n such areas. It is rare to find a graduate who can operate a bakery, make the dough and be able to service the machines at the same time. Multi-skilled employees are however required to be able to address different tasks as need may arise even those that outside their professions. Employees who are already working with true value processing plant will therefore resist any attempt to employ others who are considered as multi-skilled. This is because most of them fear they may lose their positions because of redundancy in the organization. Multi-skilled employees increase the levels of redundancy and they can be used as a viable reason to lay off some members of the