Grateful 7 speech thanking everyone that has helped.pdf
Fiji ports presentation
1. MGT 514 – CHANGE MANAGEMENT
GROUP NAME : MACHO
GROUP MEMBERS:
1. USENIA BELA HOYT - ID #: 2014126386
2. TARAIVOSA VINAKAISIGADUA - ID # :
2009003862
5. EXAMPELS ON THE EFFECTS OF CHANGES
From: Anare Leweniqila
Sent: 3 February 2015 3:41 PM
To: Jokini Taoi
Cc: Hasthika
Subject: Bio Metric System
Manager Terminal
This is a follow up to our many reminders last year in regards to the mentioned
subject. We have noticed that staff still taking our advise very lightly to time in
and time out daily via the Biometric machine. As per our advise earlier on that
bank hours earned need to be tally with the one extracted from the Biometric
machine.
Effective from Jan this year bank hours claim have been extracted from the
Biometric Machine – Time and Attendance report. We have been amending time
sheets from our end.
Appreciate if you could advise them not to be surprised if they’ll notice
variation to what they claim in their time sheet and what is in their ESS -leave
records.
Please advise HOD’s to remind their respective staff on this. The same applies
to RRWs.
I look forward to your cooperation on this.
6. EXAMPLES ON THE EFFECTS OF CHANGES
I have noticed no improvement at all on the Time and Attendance report though
you have been reminded on numerous occasion the importance of time in and
out daily.
It's high tide now that we are going to really enforce this from our side. What I
have seen that staff do not take initiative to report any issue in regards to
Biometric machine to the relevant personnel or department if they noticed that
the machine is inconsistent or have yet to enroll in the system.
As from this pay if you have zero hours then there will be no pay for you and
also we will disregard your claim for bank hours. As being reminded to you on
numerous occasion that whatever bank hours claimed should be tally with the
one extracted from the machine.
Elvin:
Please update us if there is any issue in this regard being brought up by them
and have yet to be rectified.
Appreciate if you could create email address and domain/user name as per my
request to you via fone this afternoon to those PTL permanent staff that do not
have privilege to this.
Tarai :
Please forward your listing of permanent staff to Elvin cc to me that do not
have email address and computer log in. Ensure to show this report to those
that do not have access to email and advise them accordingly.
I look forward to a great improvement on next week's report.
7. Q2. HOW WAS IT INTRODUCED &
IMPLEMENTED?
Through Emails
Training
Oral Discussions between Management and
Head of Sections.
8. Q3. HOW DID THE EMPLOYEES TAKE IT?
Employees was not able to adapt to the new
changes still todate.
There is conflict between Management and
the employees.
Employees, in other words, sabotage those
changes they view as antithetical to their own
interests.
9. Q4. WHAT WERE THE REASONS FOR EMPLOYEE
RESISTANCE?
It affects employees wages – Pay cuts
They don’t want to come out from their
comfort zone.
They prefer manual procedures.
Lack of communication between employees
and Management.
Employees cant identify what's in it for them
to make the change
10. Q5. WHAT MEASURES WERE TAKEN TO REDUCE
RESISTANCE?
They need to familiarize more through
training and workshops.
Empower employees through reminders on
e-mail and memos for them to contribute to
the changes.
11. Q6.WHAT IS THE CURRENT STATE OF THE
CHANGE?
Employees still not accepting changes.
Need more time for the change process.
Employees have lost their sense of security
12. CONCLUSION
Change is possible; the need for change is increasing;
change capability is necessary for the organizations
that will succeed in the future.
In a best case scenario, every employee has
the opportunity to talk about, provide input
to, and impact the change. Rationally, this
depends on how big the change is and how
many people the change will affect. In a
company-wide change effort, for example,
the employee input will likely be about how
to implement the change at a departmental
level, not about whether to make the change
in the first place.
