Case scenario: Abercrombie & Fitch changes
Most organizations around the world must be ready for changes to keep the competition going because a lot is changing today from technology to the styles of management. The organizations must be able to understand the meaning of change and implement an increase in performance and competitiveness (Ionescu & Bolcas 2015). Changes in an organization come with a lot of challenges, including stress, time management, and conflicts in the control and implementation of the changes. When change is implemented, organization systems, processes, organizational structure, and job roles are going to be impacted in one way or the other.
Case scenario: Abercrombie & Fitch changes
Abercrombie and fitch company have been making changes recently on the ongoing phase of transformation that they announced recently. The recent change was the elimination of the roles of the chief operating officer. The organization’s chief financial officer, the chief information officer, the head of the global supply chain, and management office, will now be reporting everything to the chief executive officer (Abercrombie Company, 2019). The changes have been made to be effective immediately, whereby the COO is required to leave the company as soon as possible. According to the company’s report, changes going on in the company are meant to improve services and competitiveness. Don't use plagiarised sources.Get your custom essay just from $11/page
Distinguish between the effects of change: stress, conflict and time management
Stress
When a company makes new changes such as new technology or change in control, the employees and the stakeholders involved tend to be stressed. Stress is part and parcel in an organization change, especially when the tension and pressure are high among the employees(Sardana, 2018). For instance, in the case of Abercrombie and Fitch, the COO was under pressure as she lost her job due to the organization changes (Abercrombie Company, 2019). In addition, the other managers who were familiar in reporting to the COO will have stress of how they can engage with the CEO. They will have to change their behaviours in order to fit in communicating with the CEO. Stress is seemed to be un avoidable during an organisation change but the organisation must be ready to tackle the stress effectively. According to Wisse & Sleebos (2016), organasational changes can be demanding therefore having some negative effects to the employees reading to stress. However the stress in chnages of an organisation depends on the level of chanmges that have been made. That is to say not all the changes in anorganisation are demanding and therefore some changes are perceived to be less stresful than others. The change that is seemed to change the value of individuals in an organisation is the one that changes the value of individuals. Finally individuals in an oganisation have diffrent stress experience during the changes. Many individuals tend to be stressed according to the change incident and the nature of the change.
Conflict
Conlict is a prolonged fight, battle and a clash between two indioviduals that are not agreeing on the same objective.Conflict in organisational changes are so common and organisations must be able to handle them in order to succeed in changing and competitive enviroment. There are sevrral elements of organisational change that bring conflict in an organisation (Kiitam, McLay & Pilli,2016). Sometimes the changes might have opposition from some excutives creating conflicts. Besides the excutives might have diffrent ideas about the changes whgich also might be the cause for conflict. Conflicts that have an impact in the changes of an organisation can be a barrier to progress creativity innovation and productivity (Kiitam, McLay & Pilli,2016). Conflict can be within the individuals, between individual and groups, betwen organisation and between organisation and individuakls or groups(Kiitam, McLay & Pilli,2016). finally conflict in an organisation can be caused by lack of communication, personal variables, diffrences in objectives and sharing of resources.
Time management
Time management is bussiness skill that is very important in the development of an organisation. Effective management of time in an organisation change demands a clear understanding of the changes. Orgfanisation change have recognisedf time as a significant resources for the adaptation of change(Ionescu & Bolcas 2015). During changes people tend to be confused on what is important and what does not need time. Individuals should be able to diffreciente between urgency and what is important. When changes are made individuals must be on toes to cope up with the changes as soon as posible. A succesful manager that is invloved in the organisational change must make time and take the time seriously. Time management is essential in the excution of the organisational change and the priorities of the changes.
Conclusion
In essence organasations must have a well grounded and functional strategies for organisation change. Organisation changes have several effects to the stakeholders in an organisation. The effects include; stress, conflict and time management. Stress comes in play due to the pressure and demands that the stakeholders have to adopt to the changes. Conflict occurs when individuals, groups and organisations differes in the ideas of the changes that they want to be implemented. Time mangement is very important and therefore the mangers must set deadlines to make sure that the changes are made within a specified time.