Managing the workforce and organisational change assignment Essay

Managing the workforce and organisational change assignment - Essay ExampleSince well-nigh organizational changes are aimed at improving the overall improvement in the products and services offered by an organisation, it therefore misbegottens that most employment or hiring carried knocked out(p) during organizational change is normally for skilled and appropriately qualified individuals.The question that should be asked is Is it advantageous to seek qualifications that are well beyond the immediate requirements of the jobs, so that the organisation will not have to spend much on staff development futureAs earlier said, overall organisational change as used here is more than the smaller change that occurs in an organisation. In most cases, it affects all aspects of the organisation. Some of these changes include change in mission and visual sensation of the organisation, restructuring operations - like laying off some workers and employing some, adopting of new technologies, merge rs, franchising, rightsizing, complete new programs, re-engineering, etc. Organisational change can also be said to mean organisatonal transformation as it has to do with the transformation of the organisation.Organisational change does not just happen for the sake of change, in most cases it is done as a will of some factors like funding, government rules, market-related issues etc. For instance, there might be the need for a particular kind of product in the market. An organisation, on sleuthing the potentials that the market has to offer, whitethorn then decide to re-enact their mission and tilt towards the direction of tapping into the potentials the market has to offer. This can be done by way of producing or importation the much sought after goods.MANAGING ORGANISATIONAL CHANGEWhen changes are to be done There are some difficulties that may be encountered. For instance people may be afraid of the unknown, some may be cynical and also there may some organisational conflicts when change is about to occur. Certain strategies may be against the long termed known norms of those involved in an organisation. These things have to be taken into consideration and ways of handling them should be thought of.Edgar F. Huse and Thomas G. Gummings in their tidings Organization Development and Change talked of three steps of Lewins Change Model. These are1. Unfreezing This first step involves the factors that maintains he organizations present state. This can be achieved by introducing discipline that contradicts the ones presently