Organizational Change Essay Example | Topics and Well Written Essays - 2500 words - 1

Organizational Change - Essay Example scant(p) communication and lack of strategic vision atomic number 18 the main problems faced by the Tech surgical incision of CF&F. Most employees become dissatisfied when opportunities for meaningful achievement are eliminated and they become sensitized to their milieu andbegan to find fault. Also, in CF&F exercise deficiencies result from motivational problem which is closely attached with lack of skills. The weakness of the division is low trained staff and authoritarian leadership, poor communication and determination making process. Most employees are frustrated with the lack of progress and effective management. The threat is absence of coordination and agreement between executives, and differences as for perspectives of reason of top management. Many managers suppose that they need to dominate subordinates. The focus of power is with the manager, and all interactions within the group move towards the manager. The manager alone exer cises decision-making and authority for determining policy, procedures for achieving goals, work tasks and relationships, examine of rewards or punishments (Durant, 1999).The success or failure of a current strategy depends not only on decisions made in the past but also on how those decisions are being implemented straightway by people employed by the organization. It is therefore important to questions about who, how and why people are doing what they are doing and what they should do in strategic implementation. This situation shows that the Tech Division of CF&F of necessity a strong leader to be ruled. Nepotism is one of the main negative features which reduce effective progress and communication between employees. Without the direct participation and support of an institutions leadership, power cannot be pushed to its full potential. Leadership requires umpteen of the characteristics common to all leaders, but also requires special abilities to manage any organization in t odays cursorily changing environment (HRM Guide, 2006). deficiency of training and promotion is another problem faced by employees. In this very case, lack of training decreases the level of individual and organizational competence. It prevents employees to reconcile the gap between what should happen, and desire-targets and standards of performance and what is happening and levels of work performance. A significant and disturbing feature of the Tech Division of CF&F is the negative attitude towards the benefits of training shown by Frontline Supervisors. Too often training is seen as a inevitable expense to achieve output targets. It is not seen as providing long-term benefits or improving organizational performance. A common view of training is an activity undertaken by large corporate bodies who can afford it. Lack of people-centered approach results in low motivation of employees and management staff (Frontline Supervisors). Too many managers appear to tone-beginning to manage through the use of rules, systems, procedures and paperwork, rather than with and through people. Managers should have a highly developed star of people perception, and understand the feelings of staff, and their needs and expectations. It is people who are being managed and people should be considered in compassionate terms. A genuine concern for people and for their welfare goes a long way in supporting them to perform well. For many hourly employees, grief