Managing Org. Change

Managing Org. Change

Introduction

Red Carpet is national hospitality as well as entertainment establishment. It has been in operation for a while. Currently, they acquired a movie-theater-company. These two companies have been in business and operate in the same industry.

The problem or Issue

Red Carpet should be in charge of the operations since the acquisition of the new movie company. During the acquisition process, all the assets, as well as employees, are transferred to the new company. It translates that Red Carpet should be able to assign roles to each employee in the system for the smooth operation and efficiency in the management. The main problem is that employees are not sure of their positions in the Company.

Recommendation

Before the acquisition, these two Companies operated under the same Industry. There is a possibility that these employees had the same responsibilities hence duplicate of roles in Red Carpet; the new employees are finding it challenging to fit in the Red Carpet Company. Therefore, they should employ a transitional change because these two companies are coming together, and their employees need to blend in the system without challenges hence the word transition. Before the process of acquisition takes place, the management has the responsibility to lay-out the plan and communicating to their employees about the current situation of the company and the need to proceed with the process of acquisition. Everyone should know what blueprint they need to follow (N., n.d).

The main aim is to limit or avoid negative responses from employees such as strikes and much more as well as ease the process of transition. The employees from the Movie Company need to understand the reasons why their company is being acquired (Galbraith, 2018). The transition process should be carried out smoothly to avoid resistance. These employees are new to the system; hence, the management should explain to them so that they understand why the company needs to be acquired. For instance, employees feel acknowledges and part of the organization when the management involves them in the current events or what’s going on in the Organization. Through this approach, the employees will positively welcome the idea of acquisition and their new employer.

The organizational change affects each individual within as well as outside the company. Both company executives, management not to mention staff need to accept or rather adjust to the new method of conducting business (N., n.d). Remember that these changes also affect interactions with business partners, vendors, and clients. Therefore, executing an effective and efficient change management policy often needs involvement from all the shareholders in the Company, including employees.

Acquisition, just like any other organizational change, creates both a new system as well as the environment. The stakeholders involved need an explanation as soon as possible such that the stakeholders’ participation in validating, not to mention refining the change can be achieved.

Conclusion

Apparently, it’s common for organizations to face difficulties whenever they impose new things on people. Therefore, participation, involvement as well as open-early and full-communication is the vital factors to consider in such scenarios.

The management should share the story of a compelling change to its employees to motivate them, that is, before the acquisition. The stakeholders need to feel the problem; thus, they need to be convinced that there is indeed a problem which needs to be addressed (Rick, 2014). Additionally, workshops can be beneficial processes when it comes to developing understanding, policies, systems, approaches, methods, ideas, and much more while, storytelling can also be a powerful tool when it comes to driving organizational change.

The key to change management is employee involvement. The management can employ staff survey to repair damage as well as mistrust between staff as long as they allow people to fill them up anonymously, not to mention, publishing and acting on the finding. Employees tend to share about their experiences and how they feel about their work environment more freely in an anonymous survey than when it is done openly.

Lastly, the management can introduce training, empathy, as well as the facilitative capability to make the transition process more manageable. Imposing change should be the last option; both the people as well as teams require to be empowered such that they look for their own-solutions as well as responses thus, with the support not to mention facilitation from managers, compassion as well as tolerance from the executives and leaders of the Company (Rick, 2014).

It’s also essential for leaders to understand that people deal with changes in different ways or rates. Therefore, too much change within a short duration of time may turn into a feeling of change-overload (Christine, 2017). First, the managers should understand the impact of the organizational change; from this, they will be able to help their teams make a change; thus, with little disruption as well as stress.

References

Christine, G. (2017, November). How to Successfully Manage Organizational Change. Retrieved from Amanet: https://playbook.amanet.org/successfully-manage-organizational-change/

Galbraith, M. (2018, October). Don’t Just Tell Employees Organizational Changes Are Coming — Explain Why. Harvard Business Review Home. Retrieved from https://hbr.org/2018/10/dont-just-tell-employees-organizational-changes-are-coming-explain-why

N., G. (n.d). Employee Involvement in Organizational Change. Retrieved from Chron: https://smallbusiness.chron.com/employee-involvement-organizational-change-11658.html

N., G. (n.d). Steps to Manage Transition From Old Organization Structure to New One. Retrieved from Chron: https://smallbusiness.chron.com/steps-manage-transition-old-organization-structure-new-one-981.html

Rick, T. (2014, November). SUCCESSFUL CHANGE MANAGEMENT INVOLVES THE EMPLOYEES. Retrieved from Meliorate: https://www.torbenrick.eu/blog/change-management/successful-change-management-involve-the-people/