Business Organization and Management
MKG 502M
Business Organization and Management
Individual Report Ⅱ Organization change and stress management
By
LIU,DI
Group 3
Mr. Artemio Gesmundo Jr.
Sept.2, 2012
I. SYNTHESIS
Right Management(A leading global communications provider), was facing declining employee engagement and retention of key talent. The business was going through constant changes as it adapted its offerings to the changing economy and, as a result, continuously altered employee responsibilities. Employees were confused, not knowing or understanding organizational goals and their role in achieving them, and were discouraged by mostly horizontal career paths rather than vertical growth.The company engaged Right Management to implement a change management program designed to increase the agility of both staff and leadership and improve their effectiveness in navigating change. The end goal was to improve morale and engagement, decrease unwanted turnover and minimize disruption to productivity during change.
II. POINT OF VIEW
Organizational Change and stress is an important consideration for companies that are implementing new goals and objectives. Bringing about effective change on a company wide scale requires careful planning and implementation. Current research indicates that stress can result from the cognitive process associated with change or from structural changes that affect processes and labor requirements.An individual can undergo resistance to change when their security is threatened, they are intimidated by the change, fear the unknown or have anxiety or self doubt as a result of new processes that require the development of new skill sets. This is a big challenge for companies to manage organizational behavior and stress. The evaluation and planning stage of the change initiates needs to consider the likely ramifications on workers above and beyond the end effects. This requires a
Business Organization and Management
Individual Report Ⅱ Organization change and stress management
By
LIU,DI
Group 3
Mr. Artemio Gesmundo Jr.
Sept.2, 2012
I. SYNTHESIS
Right Management(A leading global communications provider), was facing declining employee engagement and retention of key talent. The business was going through constant changes as it adapted its offerings to the changing economy and, as a result, continuously altered employee responsibilities. Employees were confused, not knowing or understanding organizational goals and their role in achieving them, and were discouraged by mostly horizontal career paths rather than vertical growth.The company engaged Right Management to implement a change management program designed to increase the agility of both staff and leadership and improve their effectiveness in navigating change. The end goal was to improve morale and engagement, decrease unwanted turnover and minimize disruption to productivity during change.
II. POINT OF VIEW
Organizational Change and stress is an important consideration for companies that are implementing new goals and objectives. Bringing about effective change on a company wide scale requires careful planning and implementation. Current research indicates that stress can result from the cognitive process associated with change or from structural changes that affect processes and labor requirements.An individual can undergo resistance to change when their security is threatened, they are intimidated by the change, fear the unknown or have anxiety or self doubt as a result of new processes that require the development of new skill sets. This is a big challenge for companies to manage organizational behavior and stress. The evaluation and planning stage of the change initiates needs to consider the likely ramifications on workers above and beyond the end effects. This requires a