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The Control Function Analysis Assignment Paper

Essay Instructions:

CHANGE MANAGEMENT 426
Please follow instructions. Today's workforce is diverse in terms of age and other aspects that influence performance and success. Leaders must both motivate and support employees so that they can continuously adapt to change while creating opportunity in their careers.
Develop a 1950-word analysis of how change management can help retain or promote employee loyalty by taking into account:
· Motivating individuals to stay engaged
· Monitoring employee performance through the control function of management
· Communicating the change process at both a strategic and tactical level
Include at least three peer reviewed references.
Format your assignment consistent with APA guidelines.
This paper needs to be complete by 12 Eastern time on Wednesday 21 Sept 2016

Essay Sample Content Preview:

Control Function Analysis: Change Management 426
Name
Institution
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Introduction
Change management relates to the systematic approaches to managing changes for individuals and organizations. Change management requires adapting, controlling and effecting the changes, and as individuals and teams respond to changes, it is easier to implement new projects. Employees may resist changes, while leaders seek to retain the employees, even in times of changes. Loyal employees are critical to the success of organizations as they are motivated to improve operations they resolve conflicts and use their skills and knowledge to improve operations (Elegido, 2013). Even during changes, it is necessary to empower the employees in decision-making as they have freedom and control in the workplace. This paper highlights how change management promotes or retains employee loyalty.
Motivating individuals to stay engaged
Leaders can create work environments that motivate the employees to improve service delivery, productivity and the quality of work. Motivation is associated with drive and giving the people what they want, and the individuals give what is expected of them (Lazaroiu, 2015). People instinctively resist change when it appears that it has been imposed on them to get around this. Leaders ought to support flexibility, as the employees feel empowered when they make decisions without thinking that they are forced to do this. To ensure better flexibility even after implementing changes, leaders ought to engage with the emp0loyees to understand their concerns and fears.
Encouraging the participation of employees is also likely to increase their motivation in an environment where there is trust and support. When the leadership shows support to the employees during times of change reduces pressure and risk of resistance to change. Participation is vital in enhancing awareness, commitment, responsibility and active involvement in change projects. In some cases, failure to integrate changes is the result of low participation of staff members because they have low motivation (Lazaroiu, 2015). The higher the participation of employees in implementing changes the better the performance. Change management may necessitate changes in the values and habits in the workplace, and when the employees are highly motivated they are more receptive to change.
Another way to motivate the employees and retain employee loyalty is to reward them based on their performance. This indicates that the leadership and the organizations take note the efforts of employees. Rewarding them for good performance is based on the idea that people are more likely to work harder to effect changes when their efforts are recognized (Elegido, 2013). The rewarding system should go beyond financial incentive, as there are different incentives that motivate the employees. The leadership is well placed to develop a committed workforce as the employees are then likely to use their potential more effectively. The reward system recognizes the top performers while allowing flexibility even as the organization still maintains its objectives.
Another strategy to motivate the employees is equipping them with knowledge, where they are then better prepared to embrace change. For instance, training initiatives not only help meet the organization objectives but also support the employees’ career advancement. The reason for training is that this encourages the employees to take more responsibilities at higher career positions. The more the training and development supports the employee needs the more they are supportive of the changes. Training and development are crucial to meeting the demands of current and future jobs, and the competencies include motivation, skills and knowledge (Lazaroiu, 2015). As the employees are prepared for the future-oriented capabilities, they are better placed in integrating changes in the workplace.
Supporting open communication goes beyond information, but also the attitudes and the behaviors, which motivate employees during the change process. As such, information support should be encouraged, to highlight the short-term achievements. The employees can easily identify with the changes, where these changes can be linked to the career plans (Lazaroiu, 2015). Maintaining the employees’ motivation during the change process is necessary to manage the change objectives. In other words, the ability of the management to maintain the motivation of change makes it easier to integrate changes within the time and budget limits. The managers should avoid the motivations that influence the employee decisions if they are to support effective change management.
Monitoring employee performance
The control function of management is critical to the success of organizations where the management, establishes standards, measure performance and take corrective measures. The control function is also linked to results, going beyond measurement and feedback. In controlling actions, the management can rely on behavioral constraint, action, accountability in the function of control (Hechanova & Cementina-Olpoc, 2013). Hence, the management has an important role to play as they monitor the individuals and teams to identify factors likely affecting performance. Undertaking continuous employee performance allows the management to identify the benefits and challenges associated with implementing the changes.
Monitoring employee performance allows the management to identify internal factors that affect operations, while addressing the problems that will likely arise because of changes. The case for controlling and monitoring is that it will be easier to evaluate employee performance over time and allow the company to implement and integrate changes. The new projects may be implemented in one department, different departments and even across the organization branches (Welch & Jackson, 2007). It is through monitoring performance that the management identifies the evidence that shows that the performance has been below or above standards after implementing changes. As more employees have a sense of control they are likely to be more productive and this improves performance.
The employees’ behavior and attitudes in the workplace influence their productivity, and when they have a positive attitude they are more likely to implement...
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