BUS610 Week 2 assignment
BUS610 Week 2 assignment
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Date Created: 11/14/15
Week 2 Assignment 1 Understanding and Coping with Change Your name BUS610: Organizational Behavior (NAB1423A) Professor: Shawna Wendlandt June 7, 2014 Week 2 Assignment 2 As humans, we often adapt to our, routines, positions, responsibilities and work group and patterns within the organization. Change is inevitable; it is a part of transitioning. Change is a part of daily life and in order for things to improve or grow there has to be change. Change not only affects the employer but the workforce as well. Change is normally not accepted until employees can see the benefit of the change and it makes sense to them, until then they will show resistance. As agents of change we have to know how to react, work through and manage the change process. Hiring the right candidates is very important and critical to the success of any growing organization. Employers need employees that can adapt to change and can perform to the highest of their abilities under those circumstances. Dealing with different personalities everyone is not going to be receptive to change. Most people work better with what they know; predictability, routine and stability. When an organization presents change most employees’ perceive the transformation as a change that would affect them personally such as: a layoff, decrease of bonus, no raise or increased work load. “Employees resist change for reasons of selfinterest when they realize that levels of power, money, prestige, job security, and personal convenience are at stake (Baack, 2012). Change can be effective with good communication and employees would be more receptive if they felt they had some form of control or valued input. When communication, expectations and goals are aligned with employees a lack of trust should not exist. There is a high importance of ensuring that communication, transparency, honesty and consistency are present by management towards employees. “Stronger relationships emerge when both parties try to build trust and goodwill for the future” (Baack, 2012) Lack of Week 2 Assignment 3 trust in management can be a common issue in the workplace especially if there is a lack of communication present. Effective communication can improve the overall workplace culture, eliminate barriers and resolve problems. Poor communication skills can result in poor customer service, increased amount of call ins and lack of focus. A stronger workplace increases productivity and the relationships between employees and management. There are many reasons that a deficit in trust may be present. To name a few: continuous change, lack of information, lack of communication, false promises, and actions that are inconsistent with the organizations mission, increased turnover rates and managers who compete with each other to get to the next or higher level. When everyone is on the same page from upper management on down, understands the direction the company is going in and the organizations goals, everything should run smoothly. In the workplace, effective communication and information plays a prominent role in the development of trust, it develops motivation, feedback, trust and many positive benefits towards the overall productivity and organization’s culture. Trust is the key and can be the root too many issues in the workplace. Noneffective change management will cause a negative impact for any organization. Trust facilitates the implementation of strategy and without it; it would be more difficult to implement any goals, visions, practices or policies. Sharing knowledge fosters trust as well; therefore any information that is imperative for the company should be shared with the employees. When there is no trust between managers, leadership and coworkers, the outcome can be a lack of productivity, reduced quality of work, failed projects, declined morale and a loss of valued employees. Risk to the organization’s bottom line include: lost of investments, customers and contracts. Week 2 Assignment 4 Trust is hard to build and maintain and as a leader you have to act with integrity in order to be trustworthy. Employees want to increase their knowledge and advance within the company, lack of ability to do so can also cause a lack of trust. When employees are involved, able to participate and are aligned with the goals, they are more than likely to be receptive to change. “It can help build lines of communication and trust between employers and employees as well as lead to other valuable outcomes such as organizational commitment” (Baack, 2012). Employees trust leaders and managers that are honest, have positive intent, confident and competence, positive attitude and can produce positive results. Being a manager or a leader you have to posses’ leadership skills and have the ability to have subordinates believe in and follow you. When an employee does not feel comfortable with what is being relayed trust is tampered and it will affect their attitude and have a negative impact on the organizations goals. Creditability has to be established and once it established it’s important for it to be maintained. Communication goes hand in hand with trust within any organization, business transaction or relationships Once creditability is gone it will be hard to gain employees to trust again. There are many behaviors that can damage the trust in upper management. I work for a company that makes organizatoinal changes frequently. Within the first 5 years of working for them they had three directors, every time there was a new director there was a new change. Employees were not happy with the constant changes. When the first director left, they fired two supervisors, and changed the work process that had been implemented for years. When the second director came in, she hired two new supervisors, implemented the tele Week 2 Assignment 5 commuting program and changed the attendance policy and the team expectations. Before the second director was laid off, there was a major layoff in every department and a down size to the office space. The third and last director closed the office down, did another layoff and sent the remainder of the employee home to work. She also implemented the virtual call center which combined three offices from three different states. The last director is no longer with the company and there continues to be organization changes daily. The changes cause a big confusion amongst employees because at times it’s hard to keep up with all of the changes. These changes range from, attendance policies, account nuances, new contracts, policy exclusions, training on new accounts and claims. The changes of the streamline process causes confusion and when a representative makes a mistake management makes a big deal about it because they want to keep and satisfy their client which is understandable but causes a lack of morale and productivity. The company no longer gives bonuses and employees do not trust management because they are always on edge wondering if and when there will be another lay off. When the company sends out corporate emails, employees always think that there is something else behind the email instead of what is being said in black and white. Employees are the ones who deliver, they are the ones customers speak to first and can either improve the company’s reputation on ruin its reputation. Currently employees are resistant to the changes because it has caused fatigue. Communication and education is one way to overcome resistance to change. Monthly they send out training alerts but they are not always Week 2 Assignment 6 efficient and lack information. Every month the company sends out an email encouraging the customer service representatives to push a little harder to meet the accounts goals and expectations by the end of the month. A lack of trust can cause a lost in all aspects of an organization. References: Baack, D. (2012). Organizational Behavior. San Diego, CA: Bridgepoint Education, Inc.
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