what is leadership
in change management it is the ability to positively influence or motivate employees towards business objectives during transformation
3 attributes of effective leadership during change management
- build shared vision - inform benefit of change and reasons/consequences for not changing
- provide ongoing communication - clear instructions to employ. as move from current to new practices, clear updates on process and progress (clarity, honesty, empathy)
- provide ongoing support - counselling, training, consultation and info about redeployment. avoid employee in decision making
3 aims of change
improve cust satisfaction, improve employee satisfaction and safety, improve performance.
management strategies (deciding on one)
can be taken to achieve aims.
when deciding on strategies need to know:
- aim
- obstacles to achieving
staff training
improve areas of weakness data reveals
maximise competitive advantage
staff motivation (benifets)
likely to be more productive and achieve operation
change management styles and skills
MENT, what data may prompt change in style.
what data may prompt change in skill
e.g high level of staff turnover –> use management skills that prioritise employee input like communication
cost cutting
process of reducing expenses.
key = not reduce quality of the g/s
approaches=
lowering salary cost, reducing waste, cheaper materials, shutting down locations
redeployment of resources
transfer of resources from one area of the business to another.
aim is to have better use of resources.
3 types= natural, labour, capital
need to identify the resources being redeployed
where from and where to.
- natural + capital often about improving efficiencies
- laour often about experiencing a different role/ responsibility for motivating employees
increased investment in technology (benefits)
can help improve safety, boost productivity, enhance quality and reduce waste.
Service org. could include- Ai in online platform
manufacturing could inc. robotics
improving quality in production (strategies)
TQM, QA, QC
initiating lean production techniques
P, OPF, ZD, T
innovation
process of altering and improving or creating new products or procedures
global considerations
(the actual list of them)
global sourcing of inputs, overseas manufacturing, global outsourcing
strategy for developing corporate culture (specific steps)
step 1=
decide and define what the org wants the culture to be - should align with objectives and intentions
e.g. publish mission statement
step 2 =
codifying culture in specific detail
e.g. est or amend policies and procedures, publish employee code of conduct
step 3=
creating cultural identity
e.g. establishing symbols, uniform
strategies for developing corporate culture
types of employees
workplace enviro
business rituals
management styles
senges learning organisation
a business that facilitates the learning of its employees and continuously transforms itself to adapt to changing environments
systems thinking
ability to understand the interrelationships between different areas of the business and the relationship between the business and the industry or economy
change in one area may affect other areas
mental models
challenging pre-existing assumptions and beliefs that people have about a business and its practices.
why? presumptions can limit what is thought as possible - closes people to change
how? examining what has gone wrong in the past, asking why to get to the core reasons.
shared vision
manager develops and promotes a mission that all employees can believe in. key is that it is not dictated to employees
why? provides a unified focus for employees and work activities - increases motivation and aligns efforts w bus vision
personal mastery
encouraging individual development and learning through business activities - employees committed to self improvement and being life long learners
why? improves org performance bc employees are committed to continually developing - more initiative and responsibility over jobs
how? provide enviro to constantly promote employee learning
team learning
encourages individuals to combine strengths and abilities to grow together
why? people working together develop skills faster than they would individually
how? create oppo for employees to work as a team
benefits of senges
- boost level of creativity, thinking, innovation –> competitivness
- continuously striving to improve imbedded in culture
- business more adaptable and flexible - respond more quickly
- staff motivation increase skills and empowerment
- improves quality of outputs at all levels
- improves corporate image by becoming more people orientated
issues of senges
- requires cultural change which can take time - putting in place systems and processes will not create learning org if no trust or continued hiding of failure
- large businesses can struggle to share ideas and knowledge btw all members
