Management of Change

kelanflorentine
Mind Map by kelanflorentine, updated more than 1 year ago
kelanflorentine
Created by kelanflorentine about 6 years ago
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Management of Change
1 Effects On The Workforce
2 P – Work Patterns O – Changes in Organisational structure C – Attitude towards Change S – Skills needed to carry out the new job I – Internal procedures which may change
3 • Changes to the pattern of the day e.g. batch processing might mean payroll / ICT staff may have to do night shift • More part time work • Teleworking • Videoconferencing • Different working hours/flexitime
4 . • New technologies often make certain levels of management or manual work redundant e.g. introducing scanning technology may reduce the need for data entry clerks. Middle management layers are often reduced. Using MIS it is possible for managers to manage more people, therefore fewer managers are needed. • The introduction of ICT systems is associated with a shift towards flat structures from hierarchical structures with fewer levels of command; greater variety of tasks, more decision making
5 • Will they lose their job? • Will they have to learn new skills to do their existing job? • Will they have to move to a new job within the organisation? • Will they take a pay cut? • Will they have to change their work pattern, hours of work etc? • Will they lose their current status? • Management of Change
6 • Some skills will no longer be needed - retraining will be needed, new jobs assigned or redundancy. Data input, filing clerks, quotation, production are all posts that have been replaced by computers • New skills must be learnt e.g. how to use new software, new short cuts keys and handling new printers • Companies must have an ongoing commitment to training.
7 • Some tasks would be automated making jobs easier • Some jobs may increase in difficulty because they may be expected to improve productivity and perform tasks more quickly • Methods of communication may change e.g. via email, conferencing, accessing intranet • Security processes which need to be followed • Code of conduct changes
8 : • Inform them of the benefits of new systems • Ask for their feedback/ get them involved to give them some sense of ownership • Comprehensive training should make any transition more easy, could be off-site or CBT • Highlight to staff that retraining makes them more employable/ gives them an up-to-date skills set • Keep social groups together as much as possible • Management should accept and act on any criticism of a new system from staff.
9 Managing Change Successfully Liaise with staff
10 Work PATTERNS
11 INTERNAL Procedures
12 The SKILLS required and not required As new systems are introduced:
13 Attitude of Workforce (Resistance to CHANGE) When an organisation restructures the workforce will have certain worries.
14 Organisational Structure
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