Management of Organisation Management of Organisation Habtom Zeru Student number 3123968 Table of Contents Abstract 1 Acknowledgements 2 Type chapter title

Management of Organisation

Management of Organisation
Habtom Zeru
Student number 3123968

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Table of Contents
Abstract 1
Acknowledgements 2
Type chapter title (level 3) 3
Type chapter title (level 1) 4
Type chapter title (level 2) 5
Type chapter title (level 3) 6

Abstract: This report is about key fundamental change management theory principle process that use in business industry. In this coursework student are required to provided new organizational change management process with consideration with the current management system. This including how could I transform the current state, this may include internal or external change.
Acknowledgements
I would like to acknowledge the support my module coordinator Dr Steve Phillips for giving his time and knowledge during the lectures also his surgery time. Every week all student discussed in a various topic related our coursework this giving significant knowledge. Discussion and working in group during the lecture this will help student in a future professional career.
Introduction
construction industry is one of a complex organisation that combinations with multiple profession people, skills labour which need essential management like in any others industry. Construction companies must have organisation management strategy to ensure employees and other stakeholders working effectively to achieve the desired goals in the project. The context of the organization mangement is achieving specific objectives through a variety of people and other resources.
Definition: In order to discuss the subject of change organizational we must first define the concept of organization. change management refer transforming to any work environment implementation of new procedures or technologies. The change that may affect the culture, structure and performance of an organisation. Furthermore, new strategy structured to transitioning individuals, teams, and organizations from a current state to a desired future state that could bring a positive impact to the organizational. Thus, change management required a range of tools, techniques and processes to achieve successfully implementing change.
Kier Construction Ltd: this change management report will focus on kier construction company, kier is large construction involved various projects such as residential building, maintains and renews builds and infrastructure in UK. It’s well-known that Kier work with government to provide building and repairs service to council house for the last 14 years to the London borough. However, council report indicates various projects and repairs service delays due to the lack of management. therefore, Islington council has brought its service back in house after breaking £ 16.5 m year housing repairs contract with kier. My proposal towards to the organisation a new management change is required due to the construction projects delay. In construction management principle the success or failure of organization is dependent upon the clarity of the operation and the objective, the quality of the employed, and appropriateness the structure management system adopted. Project manager is the key person to provide main resource information about the organization and the future change strategies and preparing how will this affect; how will I benefit from this? why are we doing new management, to achieve efficient and successful change process.
Organizational change: in relation the organisation I come up with the idea to transform radically the organisation, this may involve structure change, strategy, policies, procedures, technology, or culture. However, it very important to take extra consideration during the organizational change process because some organizations may face problems and barriers in different stages which this could lead a long-term impact in the organisation. In this case change its not only Innovating the system it’s also you work for it as individual al and team to transform and make it last. Study shows approximately two-thirds of transformational change projects fail because of ineffective direction in the change processes. During change process all stakeholders in the organisation should have communicate effectively, supporting individual all staff given them enough information in the organisation, because renovating current structures to other state management structure need to be adapting smoothly. Regardless of the change management, I want significant internal change on the organization because internal change is the key point could transform organisation effectively. However, introducing new management strategies to the organization will directly affects the current one this including human resource, losing employees this will affect work efficiency etc. Generally introducing new management change process is organising social process, people are working together from different angle towards common objectives to success the project. A change management is requiring strong leadership that can influence motivate and support people for smooth transition and ensure all employees are guided through the change journey.
Internal change: internal change forces are the key transformation tools which I have considered to the organisation. In relation of the change management of the organisation is including resource management Internal challenges include expansion and knowledge differentiation of the employee base, changes in organizational structures, financial difficulties (Welch & Luostarinen, 1988), and adaption of internal processes (Nummela, 2004). Generally Internal forces may include behaviour and attitude of the employees, culture difference, organization structure, rules, new policy for the Internal stakeholders could include Training team members, Other departments Managers many factors need to be consider. On this report the organizational change will focus key components that could transform significantly.

Organizational Structure
Organizational structure refers to how individual and team work within an organization are coordinated. This is key element to accomplish organizational goals and objectives, individual work needs to be coordinated and managed on this organisation. Structure is a valuable tool in achieving coordination, as it specifies reporting relationships (who reports to whom), delineates formal communication channels, and describes how separate actions of individuals are linked together.
Culture
Changes to the principles, expectations, norms, working habits and symbols of an organization. Culture is important to strategic objectives such as productivity, innovation and compliance.
Human resource development: Human Resource Development helps employees develop their personal and organizational knowledge, skills, and abilities. Change agents must acquire this skill to ensure a smooth implementation of systematic employee training, career development, performance management and development, coaching, mentoring, succession planning and organization development. Furthermore, Hiring, turnover, roles & responsibilities, training and other individual changes. People changes may seem minor but taken they represent a critical focus for change management. For example, training is critical to the acceptance of change.
Change agent role:
On this change process change agent will play a significant role transforming the organisation management. According experts’ recommendation for successful change hiring experienced and professional change agent will have a big positive impact in the organisation. Change agent could have work in a person or group responsible to distribute day to day supporting for the change management determination. Furthermore, change agent will be responsible planning, organising, training and directing change all the activities are applying correctly. This may be including workforce and infrastructure changes, and monitors, implementation, progress and risks. Change agent always working with all member participant communications relating to the change ensuring that information is shared with all relevant stakeholders. However, there are two types of change agent internal change agent and external change agent which is entirely different tasks. In relation of this report I have chosen because the organisation is required an internal change which only internal change agent could be working for the implementation of the change process. Internal agent they have the capability understanding the work environment this includes people, culture, behavioural which this help transforming change management smoothly. Change agent have skills power to stimulate, facilitate and coordinate the change process effectively.
McKinsey’ Change model: it common practice change may generate unexpected challenge. However, there are various change models available to implement and sustain change in business sector. Change model is significant important theory provide a clear picture and solutions which will allow the organisation to transform effectively and efficiently. Change experts use models that to help them simplify overall process, so people can in the organisation can understand and apply the designs and follow the procedure that required
Key elements of the Model
According to McKinsey’s change model Context, there are seven internal elements for an organization which should be associated to achieve change management. Each step has individual contribution to success an organization and get a deep insight into the way it works. It is very important to analyse when you considering which model will suit to an organisation. the key point of the model is that all the seven areas are consistent and a change in one area requires change in the rest of a firm for it to function effectively.
The 7S model can be used in a wide variety of situations where an alignment perspective is useful, for example:
? To help improve the performance of a company.
? Examine the likely effects of future changes within a company.
? Align departments and processes during a merger or acquisition.
? Determine how best to implement a proposed strategy.
Shared Values: They are placed in the centre of the model and interrelated with all the factors. Therefore, they depict the culture of the organization. They support long-term achievements and motivate employees to explore new, competitive arenas. Likewise, shared values provide employee engagement with the organization.
Strategy: Strategy clarifies how the limited resources of the organization will be distributed to achieve the targets. The distribution of the resources will be planned according to the aim of winning the competition in the market.
Structure: The structure describes how the departments and units of the organization are related to each other.
Systems: The systems such as procedures, processes, and routines explain the daily activities and responsibilities for works to continue smoothly. Financial systems, recruiting and rewarding systems, information systems can be given as examples.
Staff: It shows the number and roles of the employees in the organization.
Style: It refers to the organization’s cultural style and the ways how management behaves to be a successful organization. Styles can be different even though the companies belong to the same industry. The difference between Microsoft and Google proves this statement.
Skills: They are the competencies of the people in the organization
My role on the organizational:
In respective of successful change management project supervisor can be key contributor to the organization. The leadership has an important role to play in the process change which is lead their employees without conflict. Therefore, as a supervisor I have various duties and power during change implementation and create work environment for success. The various component need to be address charge during the change such as organising the team of people to do the work, controlling progress this including time management.
Key Consideration implementing change: during transforming management change there are various factors may cause an organization. It’s very important to consider a strategy to ensure that the organization achieved successfully. Managing change required effective leadership, strategies. During the change process people may resist the change because there is fear of the unknown working environment strategies which can lead conflict in work place. Its important leader should have effective strategies, communication and support staff induvial when is need. Due to employee resistance, various substantial corporate change programs it may fail. During management change good communication can contribute significant part to success, Leaders must define change strategy and communicate it effectively to stakeholders, empower and support employees, in addition it helps to minimize uncertainty and the fear associated with change during that period.
Barriers to change
change can be difficult for people as human been because changes is giving up the present management structure in favour something innovates which you don’t experience it. During the process organizational change course as a manager must be aware and considering the nature of human resistance that will face from the people who working . Due to the change management, the cause can often be outlined back to difficulties in the organization such as structure, it’s power centres it is culture. Some of the barriers to change may include the followings.
Key elements in successful Change Management:
There is various element that need to be consider to successful organizational change that may apply in each construction organizational.
Planning: Before undertaking any change, an organization needs to have a vibrant and valid reason and mission for the change process.
Informed stakeholders: Relevant information required by targeted users and others impacted by the change was communicated in the most effective way.
Communicate: Communicate at all level communication is one of the most important elements to a successful change effort it sets a tone of transparency and openness. Proper communication can serve a myriad of functions, including:
• Conveying the vision, goals, and motivation for change;
• Sharing information about organizational changes and providing stakeholders with details about the nature, timing, and significance of the change;
• Providing social support by addressing concerns
Motivation: one of the biggest challenges with changes management process that will affect is team is motivation. Staff who working in the organizational How they mean to be motivates when they are resist for the major change management. It’s very important ensuring that keeping in touch with own staff and provide motivation and encouraging to continue the work that could bring efficiently to the organizational.
Conclusion
In my conclusion, in every organizational change whether big or not requires change agent that have power and skill to renovating the organizational effectively. The changes agent involves ensuring bring different management strategies, culture, advisor meeting facilitor and coach. many benefit to the orgnization. However change process that may not only have a positve impact it can negative impact also during the process therfore mangement team and change agent need to take extra consideration working togther with effective communication to success the change. Management change is complicated process that stakeholders need preparation due to the negative impact challenge which including change can cause relations with staff members. However, change very important if a company wants overall improvement these including productivity, this will allow company to remain competitive and successful in the market. It commonly during the change working and staff resist. However, mangers and other leader could be play a big role on the organization such as communicate effectively in advance why the management require change, what will happen and the outcome of it, this may reduce the impact that will affect to organizational.

References

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https://www.anzam.org/wp-content/uploads/pdf-manager/1168_ANZAM2009-484.PDF 1. Read the brief and the marking scheme thoroughly so you know how your submission is going to be marked.
2. Use the Lecture 4 notes to describe how your chosen organisation operates using one or more of Morgan’s metaphors.
3. Use a change model such as Lewin’s three step model or Kotter’s 8 step model to describe how your change model is to be implemented (also contained within the lecture 4 notes)
4. View the lecture 5 notes and choose a type of change agent to help implement your strategy. NB: There are 20 marks for writing about the change agent role so it is worth addressing this issue in depth and doing extra research to ensure that you provide the correct information.
5. Part of your change strategy will probably address how you are going to change the existing culture of your organisation so please view the notes for lectures 6 & 7.
6. Week 7 addressed the roles of groups within organisations (both informal and formal) and the power they may hold and exert in order to facilitate the change you wish to implement.
7. Remember to submit your coursework in a professional report format including all references. Please do not get penalised for plagiarism
Good luck with your coursework and any queries please do not hesitate to contact me by email or make an appointment to discuss the coursework with me at LSBU