Saturday, February 22, 2020

Business Change Management Essay Example | Topics and Well Written Essays - 3500 words

Business Change Management - Essay Example Perhaps the space between the new organization design and implementing it into actuality is the whole coverage of organization change and development. People are adaptive to change. However, certain skills must be present from the initiators of change so as to successfully implement their project. Thus, managers need to have the necessary abilities not only in detecting what needs to be changed but also how to introduce the change effectively. According to Moran and Avergun (1997) "Change consists of a series of closer and closer approximation of increasingly ambiguous goals which are embraced by more and more members of the organization. For this reason, change often seems endless and confusing. Often those involved in the change process feel overwhelmed and powerless." This paper provides discussion of how change can be managed in order to avoid people from feeling overwhelmed and powerless. Arguments that claim differing statements regarding this notion of change management are likewise presented through the use of management concepts and theories that are relevant to the discussion. As such, the paper provides the (a) definition and importance of change management, (b) strategic implementation of change management, and (c) means and ways of coping and adapting effectively to changes in the management within the organization. Finally, a conclusion summarizing the highlights of the discussion and the reflexive analysis of the author is presented. Change Management Definition and importance. Change management is basically defined as the formulation and assimilation of change in a methodical process. The major objective of change management is the introduction of innovative means and systems in the work organization. Businesses must normally undergo change in order to evolve to a higher level of for instance, stability, management or production. Appointing a new head officer, for example, can greatly enhance his subordinates based on his management principles and personality. Adding a new member in the organization or reconstructing an old company program are called smaller versions of change and are significantly different from that of change management. The scope of organizational change is much wider as compared to minor company changes. This may include changing the company's mission, reforming business operations, application of new technologies, major group efforts, or adoption of new programs. Usually, the organization is encouraged on settling on change management due to external influences, usually termed as the environment (Nickols, 2004). Thus, change management can alternately be defined as the response of different business to changes brought about by environmental influences in which organizations have minimal or absolutely no control over. Organizational change is part of and a result of struggles between contradictory forces, also change management practice is related with endeavoring to manage their competing demands. To understand why and how to change organizations, it is first necessary to understand their structures, management and behaviour. According to Burnes (1996) these systems of ideas are crucial to change managemen

Thursday, February 6, 2020

International human resource management assignment Essay

International human resource management assignment - Essay Example Human Resource Management or HRM is defined in different ways by different people because of the complex parameters associated with it. Generally, it can be defined as the process of employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. The overall effectiveness of an organization depends on how well the HRM department in that organization succeeded in putting the right people at the right place at the right time. It is the responsibility of the HRM department to identify the talents or hiring of people; developing their talents through training and utilizing those talents by placing them in appropriate places. HRM acts as a bridge between the organization and its employees. It is the duty of the HRM department to meet the objectives of the organization without causing any damages to the needs of the employees. â€Å"In several countries as part of HRM strategies, employers are adopt ing schemes to elicit higher degrees of employee commitment† (Bamber, et al, 2010, p.308) Globalization has brought many changes in the business world. International business or cross cultural business is growing every day because of increased cooperation between countries. It is difficult for a country to develop properly using the internal resources alone. Globalization succeeded in revealing the importance of foreign investments and private capital in economic development of countries. Many of the big organizations in the world were facing saturation in their domestic countries and they were struggling to find enough space for expansion. Globalization opened many door of opportunities to these countries in other countries and they accepted it with both hands. The growth of international business brought many challenges to the human resources departments of international companies. Domestic business and international business are entirely different and it is difficult to use the human resource management strategies used in the domestic circuit successfully in international circuits. No two countries are similar either politically, socially, economically, culturally, legally, or environmentally. While formulating strategies for human resource management in an international context, the HRM departments should account for all the above differences between countries. In short, HRM, especially IHRM should vary in accordance with the cultural and institutional environment in which it is conducted. This paper analyses the International Human Resource Management strategies assuming that an American firm is trying to establish business in China. IHRM: Internal Contexts America and China are two countries which have more differences than similarities. The HRM strategies popular in American context may not be useful in China because of the enormous differences. Communication is one of the major aspects of human resource management. It is the bread and butter of a n organization. Without proper communication, no organization can develop properly. Communication in domestic circle is not a big problem for organizations; however communication is a big problem for companies in international context. Victor (2009) has identified seven parameters; Language, Environment, Social organizations, Contexting, Authority, Nonverbal behaviours and Time concepts in order to improve the communicational means in IHRM (Victor, 2009) The importance of Language cannot be underestimated especially in cross cultural communication. Historically, Chinese people are very weak in English and the Americans are weak in any languages