OrganizingEssay title: OrganizingWhen a new management is appointed to a company to take over and realign the organization, it can be a very difficult process. There are many things that need to be taken into consideration, such as, what was the company like before? How many managers are in each department? What are the various job responsibilities of the company? Finally, do we have the budget and the power to make changes? Finding the answers to these questions will give you the ability to begin the process to realign a company.
Being the new manager on board the first thing that needs to be done is to hold a company meeting with all departments in attendance. This gives the opportunity to not only go through the introductions of the new staff, but to add assurance to the company that even though there will be changes, it will only be to reorganize the company to develop a new mission statement for the company. Once the meet and greet of the organization has been accomplished, then the process of appointing a change agent can begin. The change agent in which is appointed would not be someone that is already in management. This person can be from the Human Resources Department. By doing this, you have made a change; yet keep someone in position who already knows the “before” of the company. (Robbins & Coulter, (2007) pp. 360 – 361)
The company in which is being taken over has various managers in many departments. One of the changes that can be done would be to find a department that is not utilizing its full potential. Therefore, we can take these departments and combined them with departments that may need more assistance. While on the other hand, you may have departments in which you would have to eliminate multiple managers to just having one, and put the other manager in another area such as the shipping department. In order for the new management structural changes to take effect everybody must realize the reasons for the change, and start seeing the big picture of the organization.
When it comes to change in any organization you are going to have a few disgruntle employees who will not agree with everything that is trying to be accomplished. This can cause a decrease in employee motivation, among the possibility of a high employee turnaround. If this should occur, another meeting with the employees would have to be held to help them see the big picture of the organization. Asking them to assist in developing a new company mission statement will make the employees feel that they are a part of the change, and they are developing a new company family. Honesty is very important, and letting them know that the moves that are being made is not to hinder the company, but will be a way for everyone to develop and show off their special talents. It is important to keep the employees moral up, prevent employee turnover, and everyone will be ready to merge into a new relationship.
Since this company has been around for a long time, there may be a need to develop the technology of the company; therefore technological changes would need to be established. New technology does not mean that there would be a need to hire an entire new department, but it can mean new tools, equipment, new automation, or operating method. Training for the organization would have to be developed in order to prepare the company for the change. Not only training for the new equipment, but maybe re-establishing customer service skills as well. Each employee would need to be trained on the new technology, and by doing this the managers in the various departments would need to establish a training schedule. During training the employees would need to be reassured that the new technology is not there
Affected workers could be told by a manager, such as a staff member or an advisor, whether or not they are involved in the new company. It would have to be obvious to any employee if the new equipment is operating or the new methods are being developed.
Employees would have to be given personal information, such as a user name, email address, phone number, and name or nickname. This information would be given to any information management agency or the company will process them, giving them the opportunity to opt out of having their information stored under one or more of these other organizations. Management would be able to find out about potential complaints at the current company, while those employees can then begin contact with any other personnel who might be in the company, rather than going back and having their information shared.
Management can provide training to employees to find, track, and analyze new information of importance to the company.
A company would not have to comply with new company regulations in an attempt to obtain, or even to obtain specific information from the new company, but just as if the company had decided on a new model or product, such concerns would go up.
Even an employee’s most basic business sense could change in an accident.
Companies must provide all employees with an employer-provided set of controls. Such controls could include:
How workers are to be trained in the new company (as opposed to in the old).
Who controls and which employees participate in training.
Which employees are to be monitored by the company.
What safety laws, regulations, and procedures are in place and in effect.
What would employees have to agree about when to have a meeting and what to do next?
How many days are left until the day before you go to the meeting.
How many meetings will be scheduled (exceptions can be made for employees with specific schedules).
The only exceptions can be on business days. Where the company demands a working or meeting on the weekends, these meetings are typically scheduled on Monday and Tuesday night, though most such meetings may happen less than six weeks after the day in question. A company can also meet with employees with a work day beginning on Friday, instead of a Saturday.
A company could have a new equipment or software platform, which could help its employees get into compliance and get involved with the new company. However, the company would also be able to implement new training, which the manager might also be required to perform or to provide. There could also be a requirement that the manager’s employee is underpaid, as well as some other considerations.
The requirements for working with new management can differ between government and private companies. In addition, new managers on the job tend to be more cautious as compared to executives from other industries. In some cases, the new management position could be called a “managerial position”. The role will be filled by one or more managers, who would have the freedom to make up to 10 changes to company procedures or policies (whether or not the policy or proposal was adopted). However, the new boss may decide to accept changes unilaterally when he has a better chance of success