BUS610 Assignment 6 Summary Paper Angeleen O'Neill
BUS610 Assignment 6 Summary Paper Angeleen O'Neill
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Date Created: 11/06/15
Summary 1 Summary of Organizational Change Angeleen O Neill BUS610 Organizational Behavior Professor Johnny Vanneste November 29 2010 Summary 2 Summary of Organizational Change Angeleen O Neill BUS610 Organizational Behavior Deadlines are made and the motion to encourage is put into place Some of these things are elements of what management embraces to prepare for change and the ability to adapt by their employees The manifest also makes up this development structured for possible transition into a new chapter for the organization Such transition may include expanding the support staff with the help of an institutional grant funded by the government Regardless of how or why the money was given it will not only impact the organization but also the productivity and progress of the department and its employees However the change may take in effect this will hopefully give those more assistance and time to concentrate on the tasks needed to complete the duties for their roles and the department as a whole Our effective management will go a step further and distribute the support needed for each employee so that the new positions created will be substantially even to take up the slack for our department Hakala 2010 However someone may try and really the existing duties off to the current employees and implement new tasks for the newly created role I would hope that our department head the Director of Admissions at the college would consider how to develop a position to work with and compliment all of our professional and interpersonal skills to better the overall organization Summary 3 The level of productivity and revenue made by our departments have already re ected a great modification for our department giving more incentive on why we need support to coincide with the interworkings of how the organization can grow The foundation upon which the decision for the structure to expand would be based between the levels of how the leaders at the college are job oriented and employee oriented Swanson 2010 In other words it would show a positive interest focused towards the employees emphasizing less measure on just productivity and more on how to develop positive formation and energy dedicated to get the tasks completed It is always based on the leaders approval but it has been in my experience that sometimes the necessities reveal themselves without words For example my boss has background in admissions and beneficial to have a background or education in organization and leadership However it is not just experience that would prompt such change but the advice hopefully asserted by those with even more experience on what the college would gain from helping the department expand so that in the end it would justify the decision This would also allow the institution to grow and exemplify the support employers have for their employees The nurturing and encouragement will set a precedence which would be example for other department Nonetheless the addition to the aspirations that would hopefully be illustrated by those within our department there would gain support by other employees so that the new employee feels welcome and the current employees keep motivated The chances of the positions expanding the department being less than adequate and unproductive may occur To avoid this management would need to sit down and create an objective for the Summary 4 new positions and why they need to propose the addition They would strategically abide by the mechanistic system of the variables needed to comply with the standards of the college and the board of trustees In order to implicate ideas of the newly expanded structure employees should not be afraid to approach management with ways that they can benefit the change and how they can apply their skills to aid the overall change being proposed Thus there maybe a time where the transition will take time to create they at times read up on the latest how to guides and may even go as far special training courses or classes to improve their knowledge on how to be a leader to their employees It is not as easy as expected but if the department and management go by a strategic well thought out plan then the positions created will reveal be effective Hakala 2010 Like many problems that may occur there may also be a positive effect on the modifications and emotional channel to help maintain focus and interest for the people that have supported the change and then channel emphasis on those who seem to resist the expansion Some may look at it as they are being ignored of their concerns and trying to give them a raise or be promoted with more responsibilities Others may see it as a way to help the college grow Regardless of the perception if management sees the change necessary it should make sure that it address the change in a positive manner and approach it as necessary The effective way of not just adding positions but also retaining the positions already held would be a big key to the proposal Management would have to effectively guiding and train with the right information and the right words behavior and responses Summary 5 to help ensure progress It would also be beneficial to instill new styles of directing and diverse ways of articulating on how manage should control and maintain stability within the organization Such change in responses would keep the college up to date on the concerns of the students and not just the employees maintaining it One thing management should consider is how to also help guide a few of the employees that have concerns for the change and what can be done to keep the momentum with their position If these concerns are reasonable and properly addressed then management should make sure they that they do not ignore the distress but rather analyze if they should stop or change any of the elements that make up the proposal Within the realm of possible hardship employees and management must be equipped to respond according to the friction and resistance the department may show J acowski 2008 However it is also important that regardless of the change and how tense it may become there was a reason for the proposal so the leaders like the department head and president should stand by their decision if they really see its importance and necessity In order to utilize the change it would be best if the departments also look at the newly drafted positions as a way to expand their own departments and to see where possible specifications could benefit their line of productiVity J acowski 2008 As preViously stated management should apply such changes to match the needs and demands of the needs of today s students This kind of approach is preparation of drastic change and adaptation to compete outside its college and out in the industry of colleges Summary 6 Another alteration would possibly be the structure of departments and who answers to whom through the work force This may be drastic for some but also beneficial and a relief for others With the expansion of positions may cause a need to redirect some employees with steps to meet their needs and see what they can do to strive for more in job they may already attained The process by compiling and relating to today s conditions in the workforce and the demands on the market and in the community may be needed in this situation Management must also attempt to minimize the effect the economy has already had on the college not to mention the separate tension and pressure employers start to feel when they were not hiring in the past much less now if they were to start hiring again These external forces can be considered parallel to how management must position their vision and stance on future instances It not only affects the employees but also peoples way of living if their position is enhanced or disrupted by newly created positions of it does not lifestyles so parts of the organization like the president s cabinet should decide on team building events and goals to help give the employees incentive to strive and feel connected with those they work with and for Swanson 2005 Management should go a step further and conceive a plan to implement a line of retention and stability towards the growth of the college and those working there Many may take advantage of the plan and see it as something they are entitled to which may cause a rift between those with seniority and those who think they the president and its leadership develop plans based on their roles at the institution It would be no secret how Summary 7 it would benefit those who have been working at the college for years with relationships and trust between those they have been working with for year On the other hand it may make those that are new hired reluctant to speak up about their concerns sine they feel that responding as an apprehension would be daring as a new employee Some good things that are in hopes occur lies between those who decide to take the expansion and use it at their advantage instead of waiting for others to make it a benefit for them Nevertheless management has the ability to bring the college together and it up to their judgment and strategy to make any change a level of encouragement and certainty in times of change and expansion Summary 8 References Hakala David The Top 10 Leadership Qualities Article as a tool for E ective Leadership Research 20080319 from httDWWWhrworldcomfeatureston10 1eadershipqua1ities03 1908 J acowski T 2010 May 18 Business Management Elements of Leadership Retrieved November 20 2010 from httpezinearticlescomBusinessManagement Elementsof Leadershinampid43 17035 Swanson RA amp Holton E F 111 2005 Research in organizations Foundations and methods of inquiry San Francisco BerrettKoehler
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