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- 1. Embracing Change http://www.mdusd.org/Departments/SpecialEducation/PublishingImages/Bridge%20Logo.gif Team 44 Oshea Carter Jaspreet Dhaliwal Davis Dugan Samantha Garcia Patrick Hampton
- 2. Organizational Change According to Austin and Claassen (2008), when making organizational changes, management should, in relation to the specific changes, consider the following (331): relative advantage compatibility complexity
- 3. Approaching Organizational Change Informal vs. Formal Work Culture (Austin & Claassen, 2008, p. 331 & 343) Informal (Family-Type) ○ relationships ○ cohesion ○ teamwork Formal (Role-Oriented) ○ structure ○ stability ○ efficiency ○ order Currently, Management should focus on a mix of both cultures with an emphasis on the formal culture.
- 4. Recommendation 1: Listening Listening should be one of the top priorities for management when attempting to improve workplace communication (Baldwin, Bommer, & Rubin, 2013, p. 183). Appropriate mediums of communication Ask for employee feedback Flatten hierarchy (Baldwin et al., 2013, p. 110) (Heerwagen, Kelly, & Kampschroer, 2010)
- 5. Recommendation 2: Virtual Board A virtual board on the organization’s website will be a useful tool in aiding communication between Marjaree Mason Center’s three different locations. Discuss work issues Offer ideas Share success stories Offer work advice
- 6. Recommendation 3: The Directory Book Each Page Will Include: Name E-mail Job Title Location of the site they are at Phone number Bio about themselves Availability
- 7. What this will do for the Marjaree Mason Center? •More organization at each site. •Employees will get to know each other. •There will be a place to get information. •You will be able to match a name with a face. •Open up communication channels
- 8. Example Page of Directory Name: John Smith Job Title: Volunteer Phone Number: (555)555-5555 Best time to contact: Monday-Friday 8-10am INSERT PICTURE E-Mail: jsmith@yahoo.com Location of site: Bio: Hello my name is John Smith. I have a family and like to go camping on my days off with them. I work as a volunteer here and really like it so far. I also have a job working as a handy man, so if you need anything fixed let me know.
- 9. Recommendation 4: Management Involvement Management should plan to visit each center at least once a week to help employees cope with organizational change. Arrange meetings Post weekly schedules Encourage 360-degree feedback (Austin & Claassen, 2008, p. 333) (Baldwin et al., 2013, p. 247) http://1.bp.blogspot.com/-81yAjuhTdzo/Ti99qJk4HqI/AAAAAAAAAQY/NIlt-Z2rL4I/s1600/iStock_000006085454XSmall.jpg
- 10. Recommendation 5: Company Retreat Mix of formal and informal work culture Allows employees to: Understand goals of company Bond with employees to create trust Increase confidence in communication with leaders High costs, but will increase employee satisfaction and efficiency (Weisman)
- 11. Recommendation 6: Social Gatherings Suggest routine social gathering monthly to keep job satisfaction high Host social gatherings for employees, employees family and friends, donors, victims, and locals Range from award ceremonies, holiday parties, charity functions, company picnics and potlucks Accommodate for limited finances, allow employees to be recognized, and FUN & STRESS FREE!
- 12. Social Gatherings continued… Provides personal time between employees Provides personal time between employees and Management Communication that improves off the job attributes to better communication on the job Office Workers. HR Link Inc. Web. 8 Nov. 2013. http://hrlinkinc.com/
- 13. Conclusion Establish a formal work culture + Listening + Create Virtual Board + Create a Directory Book + Increase Management Involvement + Plan a Retreat + Implement Social Gatherings = SUCCESS!
- 14. References Austin, M. J., & Claassen, J. (2008). Impact of Organizational Change on Organizational Culture: Implications for Introducing Evidence-Based Practice. Journal Of Evidence-Based Social Work, 5(1/2), 321-359 Baldwin, T., Bommer, H., & Rubin, R. Managing Organizational Behavior: What Great Managers Know and Do. New York, NY: McGraw-Hill Companies. Choi, Young Gin, Junehee Kwon, and Wansoo Kim. "Effects of Workplace Fun on Employee Behaviors: Focused on Generation Y in the Hospitality Industry." (2011). Corporate Holiday Party. Amsterdam Billiards Blog. Web. 8 Nov. 2013. http://blog.amsterdambilliards.com Grace, Dean, et al. "Assessment And Intervention Using The Perspective Of Four Organizational Frames." Journal of Business & Economics Research (JBER) 4.10 (2011). Office Workers. HR Link Inc. Web. 8 Nov. 2013. http://hrlinkinc.com/ Weisman, C. Retreats That Make a Difference. Board & Staff Retreats for Nonprofits and Associations. http://www.boardbuilders.com/governance/board-retreats http://www.mdusd.org/Departments/SpecialEducation/PublishingImages/Bridge%20Log o.gif http://1.bp.blogspot.com/-81yAjuhTdzo/Ti99qJk4HqI/AAAAAAAAAQY/NIltZ2rL4I/s1600/iStock_000006085454XSmall.jpg
Editor's Notes
- Embracing Change (2 seconds)(3 seconds)
- With great caution management of the organizationshould consider the relative advantage, compatibility, and complexity of the changes they plan to implement for the employees. First, employees should feel the new changes will offer some advantage or benefits as compared to the status quo. These advantages should be explained to the employees. Secondly, employees should feel the new changes will be compatible with the original mission and operation of the organization Finally, implementation of complex changes should be broken down into stages allowing for a smooth transition, higher employee satisfaction, and higher compliance.(40 seconds)(40 seconds)
- To best approach Ooganizational change, Management at Marjaree Mason Center also need to decide on the type of work culture they wish to establish. One option for Management is to pursue the “informal (family type) culture which encourages relationships, cohesion, and teamwork within the employees. Alternatively, they can choose to pursue the formal (role-oriented) culture which focuses on structure, stability, efficiency, and order. Although a mix of both cultures with an emphasis on the informal culture will probably be the ultimate goal of the Marjaree Mason Center, the current focus should be a mix of both cultures withan emphasis on the formal culture.An emphasis on a formal culture will give the employees a sense of security and stability during the organizational transition because structure, protocols and job duties will be clearly outlined. This will also help Management assess the strengths and weaknesses of employees. Management can then determine what each employee can and cannot offer on a collaborative level.(1 minute)(1:05 minutes)
- Listening should be one of the top priorities for management when attempting to improve workplace communication. Employees need to be heard so they can feel like they are a valuable asset to the organization. In order to maximize listening by Management and employee feedback, appropriate mediums of communication should be used. Management should also ask for and listen to employee feedback when making changes or solving problems. Finally, Management should flatten hierarchy in order to increase their ability to listen and communicate within the organization and make better decisions.(37 seconds)
- A virtual board can be very beneficial in aiding communication between the three different locations. The virtual board can be used to discuss work issues and offer ideas. It can also be used to share success stories within the workplace. Employees can also offer work advice to each other on the virtual board. (15 seconds)
- The next recommendation we have is for the organizational challenge you face at the Marjaree Mason Center. We discussed as a team that it would be a good idea to include a directory book at all three locations of this organization. This book will include every employee, volunteer, and anyone else who is a part of the center. The book will include information such as the persons name, job title, and phone number. We think this book will tremendously help the Marjaree Mason Center in terms of organization. (25 seconds)(25 seconds)
- First, it will help clarify tasks. Secondly it would help employees get familiar with other employees they might not currently work with on their shifts. Lastly, it is going to be easy to use and easy to access. (13 seconds)
- What we have done here is provided you with what one of these pages might look like. It could always be altered or information could also be added or omitted. (10 seconds)
- Management should plan to visit one center one day a week and rotate through the centers. This will not only allow the employees to be involved with the Management, but this will also allow Management to effectively evaluate their employees and offer viable feedback to the employee or to the rest of Management. During these visits, Management should arrange meetings where employees can confront their fears and anxieties in regards to the organizational change. Management should also help determine weekly schedules a week in advance and then post them on the physical premises and virtual discussion board.If Management correctly allocates their time, they should understand their work load well before the day the work must be done. In this event, a rough schedule of their work should be able to be posted.(50 seconds)
- The Retreat should be seen as a planning session for the year and a bonding experience. Management should relinquish the goals of the company and consequently, the expectations of the employees. A clear vision will aid the employees in feeling more secure about their tasks and how to fulfill them. In the long run, this may actually save the company money from reducing the need to continuously train new hires or inefficiently and insufficiently training volunteers. Now that employees are on the same page as administration, they will be more trusting. This is the time to engage in team-building activities like a ropes course, icebreakers, board games and the like. This will lighten the mood and encourage interaction amongst employees and administration. After the foundation is set is time to and you have fostered some teamwork, it is now time to employ the team work by planning out the year. (50 seconds)(53 seconds)
- The problem that faces the Marjaree Mason Center is organizational change. People react differently to change, but most find it difficult to adapt and move forward. A solution our team found to be most beneficial to all the changes is social gatherings. We strongly believe that social events will raise the overall enthusiasm of employees. Also, social gatherings can be financially easy to host and help the employees feel that their hard work at the organization is acknowledged. Additionally, some of the events will actually bring in money such as charity drives!(40 seconds)
- Not only does social gathering solve the problem of change at the Marjaree Mason Center but also improves on communication within the company. These social gatherings create an opportunity for employees to spend time with each other and become better acquainted. It also allows employees and Management to spend quality time together and form personal and professional relationships. Management in return is also able to offer honest feedback in the future because the stronger bond forged with employees. (30 seconds)
- In Conclusion, after the establishment of a formal work culture and adding our five ingredients the Marjaree Mason Center should have a recipe for success in embracing the organizational change and communication challenges that it currently faces. Thank you for your time. (15 seconds)