managers and employees
The transition that takes place in the finance department is due to competition in the market, the company had to sell their products and services at a lower price with the view of gaining market share. To be on the winning edge, new design was developed to help reorganize the processes and improve on performance. The old design relied on classic function organization design, with four managers and twelve financial analysts and relied mostly on management teams in decision making(Anderson 339). New design is more of business centric and product centric, single team will be responsible for handling all financial needs for general managers to bring about consistency in reporting(Anderson 340). The major concern for the managers and employees will be how to perform their duties since the new design does not focus on specialty rather on flexibility, Heather suggested that having a training plan will help widen knowledge and people will be able to accept any role. To select employees and managers for the roles to be filled, giving them a problem to solve and expect a positive feedback, ask them what they are passionate about, through performance evaluation to check on their ethics and attitude to work, I can also focus on their past achievements, I can also check on referrals either from their workmates or team leader so that to gain an insight about the person.
To implement these changes, change is always a process and a process takes time. I will implement the changes in a gradual pace to help reduce the tension and work stress that may arise from the transition. Gradual pace will allow sooth transition with less resistance and lead to a motivated team and help improve individual performance. Rapid transition will pose a great challenge which may prevent realizing the aim of redesigning your processes. With any transition, you must anticipate resistance. Employees morale may reduce because of new structures or role, performance may go down since some people may feel the change as not necessary. some may exit the place to look for better opportunities if they feel you are not offering the best to their interest. To help resolve this issues and resistance, you have to continuously support and sustain change through planning on how to improve and integrate daily processes, communicating the changes and offering support to employees will help sustain the transition, you can seek their vies and create a participative trend to make employees feel part of the organization valued assets, also you have to be flexible and patient in implementation stage until when you finally manage to fully implement. If I was preparing to announce the change that we have developed to employees. ( Anderson342)I will try to make it simpler for them to understand first the needs, reason why this change is important and how it will benefit the organization, as a finance department, we are tasked with generating the highest leads and make the organization profitable and to stand against any competitive factors in the market. changes in terms of downsizing will enable resources to be managed effectively and be able to gain higher market share.
Recommendations
- Develop and maintain your culture to reflect on your values and policies
- Manage communication and feedback since they are the foundation to sustaining change
- Overcome the barrier of not moving forward as an organization and try to make it successful by working towards a successful future for the organization.
- Create a structure which recognizes development in individuals roles
- A need for a strategic approach, this is the best recommendation since it will focus on strategic decision making, implementation, development and planning.