Leading and Managing Organizational Change of PolyProd Company

Question: Discuss about theLeading and Managing Organizational Change of PolyProd Company. Answer: PolyProd is corporations that develops markets and produces a variety of outrageous technology products for both industry and home uses. Robert Jackson the project manager who is working in the headquarters suggests that the present information management practices are to be improved otherwise it will cost the company millions of dollars in their expenses (Brigham Houston, 2012). Along with it, there will also be decrease in the long-term market shares of the companys product. This essay thus, discusses about the barriers of the change to convince TMT not to have this change through the point of view of VP of Finance Department. The finance department mainly controls the monetary area of the company. It further include the five main domains that are planning, organizing, auditing, accounting and controlling the organizing the organizations finances (Bindseil, 2014). However, there are certain barriers, which also need to be understood so that a successful business strategy is identified, created and implemented as well. Change is at times important for all the aspects of the organization, but the rest of the time the shift from one state to another cause a huge burden for the finance department (Laudon Laudon, 2016). Barriers will always built a gap in between the present practices as well as the recommendations, which will further have a negative effect on the production processes of the company. However, to stop that from happening thus the major barriers are pinpointed to stay away from the change. The workforce is the most common barrier to change management. Workers always have the fear to change unless and until they are included in the changing process. However, it is common that even the loyal members of the employees will combat the change. The biggest mistake from the organizations side is not including their employees in the process of change (Aparecida da Silva, Pelogia Martins Damian Ins Dallavalle de Pdua, 2012). However, this projects an unknown fear, deficiency of desire to accept a new culture and finally a completely new barrier towards change. Getting the employees included in the process of change in the organizations means that their voices should be listened, considering for their output and convincing the change for the good in the organization including everyone. Thus, relevant and sufficient resources are provided to drive the workforce towards the change is an important thing to do to make them comfortable and prepare to adjust to the change in the organ ization (Cameron Green, 2015). The next barrier is deficiency in the strategy of effective communication. The silliest way towards a change is not having an effective communication strategy in the organization and thus forcefully resisting changing. Thus, only the top official leaders should not do announcing and introducing the strategies, the workers need to know more than just the change. They need to inform that how this change will affect them and how they can adapt themselves with the change with a proper and effective strategy of communication. The top officials often make a mistake of assuming that their employees will adjust and prepare themselves automatically to the change that they just announced and this is definitely a wrong way of introducing change (Goksoy, Ozsoy Vayvay, 2012). Another barrier is a planning that is of bad culture shift. Therefore, the planning team holds no idea, that how this change will affect the employees then it becomes the barrier for the chance. Apart from making the planning administration, responsibilities of work area and job responsibilities and structure of work reporting, the team fails to take decisions based on the employees feelings and intuitions. However, this completely overshadows how the employees feel, reason and work. Moreover, to avoid deeper bitterness in the organization, they must do whatever it takes by respecting the traditional and taboos at the organization. Therefore, when the organization is concentrating in the critical and objective thinking it is very essential to understand the feelings of the employees. In this way, a great barrier can overcome in organizational change. Change always becomes difficult to accept if there is no idea about the present state in the organization. Thus, when the organization is trying hard to implement and apply change without understanding the present state of the organization it becomes another barrier. The failure to evaluate the present companys blueprint will hinder with the changes that are thought by the organization to be introduced and implemented (Cummings Worley, 2014). Before suggesting, any change the organization must evaluate the present state of the organization so that once it has been understood it is much easier to plan and modify the current state to the altered one. The last barrier to any changes in the organization can be the growing complex processes within the organization itself. Therefore, when the organization comes up with complex processes including planning and implementing the change the environment inside become more complex. The complexities that are the real reasons behind the barriers are the complex processes, products and systems, these so complex because the employees find it difficult to understand them. However, to break this barrier it is important to introduce a focus and skilled approach that can tackle the organizational development and complexity. Thus, any change that can be too complex in the organization should be avoided so that it does not become difficult for the other members of the organization to handle th e complex changes (Burke, 2017). To conclude the essay it can be said that the new change in the organization can highly shook the current state and thus waste a lot of time as the employees needs time to adjust with the changes. However, the above paragraphs discusses about the barriers of the change that are enough to convince TMT not to have this change that has been proposed by the Project manager. Moreover, implementing changes in the organization will not only waste time but also act as a forceful modification upon the other branches that are located in the various geographical locations. References Aparecida da Silva, L., Pelogia Martins Damian, I., Ins Dallavalle de Pdua, S. (2012). Process management tasks and barriers: functional to processes approach. Business Process Management Journal, 18(5), 762-776. 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