Essay About Change Process And Explanation Of Organizational Change

Case Analysis
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MGMT6206Case Study AnalysisTable of ContentsIntroduction
CASE ANALYSISResultsChange needs to be sustainable in order to become institutionalized in the Tobago House of Assembly. It is essential for checks to be made periodically to assess whether the changes have been effectual.  Employee progress and performance must be continuously monitored. Monitoring of day-to-day performance; checking with the administration and human resource departments to ensure that the change protocol agreements are adhered to.  However, this is regarded as an imperative measure and not micromanaging.   It also requires checking to guarantee that the staff review forms are updated to include the three (3) or four (4 ) yearly reviews that have been conducted and to reflect the period they are to cover , that is, three (3) to six (6) to nine (9) to twelve (12) months (Robbins et al., 2013).  This practice would also ascertain whether supervisors or managers have been conducting reviews as they should and it would assist the change monitor and assessor to decipher whether assigned and agreed upon changes and duties are being adhered to.  Checks are therefore designed to ensure that everyone within the Tobago House of Assembly is on the same page and that everything is flowing systematically.   Once this has been achieved, the attention can then be directed on achieving optimal results (Jex et al, 2008).   Supervisors or managers need to convene frequently to assess any mistakes and to determine whether there is need for modifications towards performance objectives.  It is also important that they identify any existing or potential obstacles or dangers that could hinder the employee from fulfilling performance objectives and what needs to be done to conquer them.  Feedback on progress relevant to the organizational goals should be shared; along with identifying possible changes  that may be necessary to the work plan as a result of a shift in organizations priorities or if the employees are required to take on new responsibilities.   Supervisors or managers need to determine if any extra support will be required for conducting reviews at the divisions and to aid the employee in achieving his or her objectives.  Consideration must be given to all aspects of the employees’ performance by the supervisor or manager.  This includes the comparative significance of each of the objectives, which creates a report that most precisely depicts the overall performance of the employees throughout the appraisal period.  The employee personality traits are not the focal point but the job performance.  Based on how well the employee performed in relation to the competencies and performance objectives a statement is developed.   A relative influence is given to each objective, and any other relevant accomplishments.  The member of staff that obtains less than a satisfactory appraisal, the supervisor/manager will get together with the employee within thirty (30) days of the evaluation to review, in detail, the alleged deficiencies.  If appropriate, the supervisor will contact the Human Resources Department to initiate an improvement plan.