ABC Inc. Conflict and Change Management (Term Paper Sample)

ABC Inc. Conflict and Change Management
Name:
Institutional Affiliation:
Introduction
In a layman’s language, change can basically be referred to as the act of making something to be different. The theory of change defines all the building blocks that are necessary for an attainment of a long-term goal in any organization. To trace the path taken by a change, there are several outcomes or results that are quite pronounced, maybe in the context of an institution or a business organization. Every result obtained from a change is related to an intervention that reveals the web of activities that are necessary to cause the change.
Leadership, in an organization, can be described as a collective activity of directing people or a group. It involves developing and implementing a clear vision for an organization, sharing of the vision with other members of the organization, providing the relevant information and knowledge needed for realization of the vision and coordinating the conflicting interests of several stakeholders and members of the organization. In most cases, a leader would step up whenever there was a crisis in an organization, think and act with creativity in difficult circumstances. Unlike in management, leadership may not be taught even though it might be learned and improved through mentoring. Anyone who has greater leadership skills has the ability to proceed with passion when he or she fails; this is because success is the ultimate destination (Mangione, 1996).
On the other hand, change management refers to an approach that is meant to transition the organization, a team of individuals and various people to a desired future shape or state. In the current business environments, organizations encounter rapid changes that require a stable management strategy. Thus, organization change is termed as a structured approach in any organization that ensures smooth and successful implementation of changes in order to attain future lasting benefits. This is because constant innovation and presence of globalization results to a constant evolving environment. Organizational change affects all the departments starting from junior employees to the senior most management.
The process of change management may involve some bit of creative strategies in order to facilitate the communication among the transforming audiences together with a deep understanding of various leadership styles. Moreover, it aligns the expectations of people, communicates and integrates teams of people so as to effectively manage the outcomes of change.
In spite of its nature, change initiators must just be present and it should be implemented by the relevant persons. The persons to implement the changes are in the leadership positions of the organization. It has been discovered that the organizations which have gone on well or have coped with changes have a strong leadership system that leads the organization through some steps that are essential for organizational success. The persons who are responsible for the changes are the leaders in an organization.
Changes should be brought about by leaders because it is their duty. For a positive change to occur, the leaders of the organization should be actively engaged. In addition, the entire team of employees should be included in the implementation of the change; it should also be ensured that they take part fully. For an organization to have a wide organizational change, the leaders should have a wide range of skills that can effectively transform and convince every member of the organization. The change process often wallows because of poor framing by the topmost supervision. Keeping in mind how organizations operate is the key thing in determining a good approach to take as a change agent. Leaders play the major role in planning and selecting a change which is appropriate.
Change can be classified in a number of ways. A change in an organization can be from the top to the bottom or from the bottom to the top. Furthermore, there are developmental changes which are planned by the leaders of the organization. Contrary to this, we also have emergency changes that happen abruptly- in an organization- and tend to make corrections on the already existing features of the organization. The major focus of this change is to improve on the skills of the staff and the general face of the organization.
This paper is meant to discuss the significant changes that occurred in ABC Inc. It will also look at the causes of the change, implementation and change management alongside the conflict management styles of the organization.
Background
ABC Inc. appointed a new human resource manager or a recruiter (Mr. Robins) who placed the entire organization in a conflicting situation. Robins successfully recruited about fifteen employees in a span of six months despite the fact that he was new in the company. The challenges arose due to various factors that were not thoroughly observed during the recruitment process. For instance, there was no proper planning for the entire recruitment process. In addition, Mr. Robins was less experienced to handle the post that he was given. All these factors are linked to the organization’s lack of program mentoring skills. Mr. Robin’s manager or supervisor left him to do the recruitment job without any supervision or guidance.
After the recruitment, Carl scheduled an orientation program for the new employees in order to help them begin their job. Just before the commencement of the program, the operations manager (Monica) pointed out various issues that Mr. Robins was supposed to coordinate for the new workers. The issues pertained drug tests, physical tests, booklets policy and the entire training program. Robins confirmed that everything would be in place by the time the orientation kicked off.
There were a number of setbacks for Mr. Robins. After counter checking the application documents for the new workers, he realized that some were incomplete and many files lacked appropriate transcripts. Moreover, there were a number of missing pages in the manuals prepared for orientation; at the same time, the manuals were not enough for every single recruit. Furthermore, none of the new workers had gone through a thorough drug screening procedure that was compulsory for everyone in the firm. Another misery for Mr. Carl was that he planned to use a conference room which was already booked twice.
Major problems
ABC Inc. encountered several conflicting issues after the recruitment of fifteen employees done by Mr. Carl Robins. The problems are proven to rise from Robin’s incompetence and insufficient experience for the position he occupied in the organization. Any encountered problems are supposed to be resolved as early as possible. These problems included the following:
Incomplete application documents for the employees
Unscheduled compulsory drug screening for the employees
Unavailability of transcripts in the employees’ files
Incomplete manuals for the orientation programs
Insufficient manuals for the orientation
Conflicts in scheduling of resources in the organization
Analysis of the Problem
There are a number of problems that are quite pronounced in the case of ABC Inc. Company. To start with, the organization has a problem with planning. Immediately after the first recruitment, performed by Mr. Carl, him and the company’s management realized that the new employees never went through the compulsory screening of drugs. It is evident that ABC Inc. Company lacked the appropriate planning mechanism that could suit all the firm’s operations and activities. For instance, the only conference room being booked for various activities implied that there would be no space or room where the orientation program would be held. It is quite clear that there is no organization that can run its operations effectively without an orientation of new employees. Thus, provision of a workable plan and a space where the program can be efficiently held is crucial.
Manuals are extremely essential for any orientation process. ABC Inc. has inadequate manuals; not enough to cater for fifteen employees. The available manuals are only three in the entire organization thus twelve more are needed for the program to be a success. This will force the organization to incur additional emergency cost to prepare more manuals; this is because the orientation cannot take place without these items. Manuals carry a lot of information about the orientation programs. They tend to speak on behalf of the organization thus giving the recruits the relevant directions as per the requirements of the firm. Thus, ABC Inc. alongside the human resource department has an additional task of updating and availing relevant manuals that carry complete data or information concerning the firm’s operations, procedures, facilities, rules and regulations alongside expectations of every department in the company.
The employees’ data in the application documents and files is incomplete. This data was supposed to be filled during the process of employment thus the organization cannot ascertain the capabilities and qualifications of its workers minus the relevant documents. Surprisingly, all the employees are already working. Application data or documents are extremely vital in assessing the employees’ capabilities and qualifications. This is crucial when it comes to delivering quality services and accomplishing the assigned duties to each and every worker in an organization.
All these issues are based on two main parties; Mr. Robins and the ABC Inc. Company’s management. Robins has extremely poor working ethics and insufficient experience. This openly proves that he is an incompetent employee in the organization. Furthermore, Mr. Carl Robins is much disorganized as he has never met the deadl...