Managing People for Telcom Online Company - MyAssignmenthelp.com

Question: Discuss about theManaging People for Telcom Online Company. Answer: Introduction Telcom, is a company in Sydney that is owned by a small family that is able to bring strategies that will lead to good management and open to changes in the business industry.The company is located at Smallville building and sells computer items and also web designing materials to about different 200 businesses. The web designing and computer programs are used in the different organizations for promotional purposes. Just like many other companies in the world Telcom Online faces a lot of challenges in the business world. One of the challenges that the organization faces is the idle human resource and the idle equipment that is not in use during the off-peak period. The organization also faces the problem of high employee turnover and the challenge that highly affects most affects the company is the resistance to any change by the employees in the organization (Brown 2012). The company tries to increase its sales through the increase of profits by looking for ways of transforming the company to satisfy the needs of the customers by use of the available resources. The company always makes technological changes to improve the sales of the organization but it faces the problem of resistance to the changes by the employees who do not believe in changes during the low season. The company evaluates its internal environment by examining the strengths and weaknesses, opportunities and threats that affect the business by coming up with technological adjustments or changes. The company always comes up with ways of development of new products and services targeted to the customers to be able to gain a competitive advantage over the other employees in the industry As the company has tried to institute the technological changes in the organization but the challenge that the company faces is the resistance of the employees about the changes that are happening in the organizations. The company has tried to introduce new production and printing machines but the employees tend to prefer the old materials. The organization structure and culture have been improved but the employees have found it hard to adjust to the changes that the management tries to bring in the organization. The reasons for the resistance to changes in the organization involve; the employees feel that they will lose status or job security in the organization. It is difficult to make any changes in the organization but in most cases the managers and employees will resist the administrative and technological changes as they feel they are going to be eliminated (Berg 2010). In the Telcom Online it has tried to bring technological changes but the employees feel that they will lose their jobs which will be replaced by the new technology. The employees in the organization resist to the changes because they see that there is no reward that comes with the new changes. When the employees try to implement the changes, they do not get rewards but the reward is in the future but the employees want short term returns in the organization. This means that the company should motivate the employees to adapt to the changes that happen in the organization. The rewards to the employees can be inform of giving the employees the power over other employees then he will feel that he is involved and rewarded. The employees also resist to changes because of fear of the unknown because when the members know less of the change to be implemented and its impact on them they tend to fear a lot. The organization needs to be prepared for any changes that ought to take place in the o rganization. Without a proper communication grapevine will lead to the resistance to change within the organization as was in the case the Telcom Company which the employees brought a propaganda that to introduce a new system in the organization will be a waste of resources and instead they should be increased their salaries in the organization. According to Newton.2010 Peer pressure in the organization also leads to resistance to change. There are notorious employees who operate in groups and would protect the interests of the employees by resisting the changes in the organization. The employees feel the need of protecting their coworkers. For example, in Telcom company the managers would resist from being promoted to protect the work groups whom you are made supervise. The employees also fear failure that may be attributed to the changes in the organization due to lack of required abilities and to adapt to the new changes. Lastly another reason for the resistance to the changes is the poor timing of the changes in the organization. The resistance come when the employees least expect just as it was the case at Telcom company which the changes of a new system was introduced at an awkward moment leading to resistance by the employees. The above-mentioned resistance to change can be mitigated or reduced using the following ways; networking skills should be employed in the organization for the employees to build on communication skills to avoid grapevine in the organization leading to improved changes in the organization. The employees should also be prepared for the changes that are about to happen in the organization. This can be through training and development and educating the employees on the importance of change in the organization since it is sustainable. Proper communication is also vital for the change process in the organization. The management will have to convince the employees on the on importance of change concerning the technological advancement, change of organization structure, implementation of organization culture and setting up a vision for the organization just as was the case for Telcom Company. In conclusion for a change to be implemented the teams of the employees need to be educated, monitored, motivated, trained on the changes that have to be made in the organization. Change is very vital in any given organization (Riley2010). References Berg, J.M., Wrzesniewski, A. and Dutton, J.E., 2010. Perceiving and responding to challenges in job crafting at different ranks: When proactivity requires adaptivity.Journal of Organizational Behavior,31(2?3), pp.158-186. Brown, K. and Osborne, S.P., 2012.Managing change and innovation in public service organizations. Routledge. Goodwin, N., Curry, N., Naylor, C., Ross, S. and Duldig, W., 2010. Managing people with long-term conditions.An Inquiry into the Quality of General Practice in England. The Kings Fund. Newton, C. and Tarrant, T., 2012.Managing change in schools: A practical handbook. Routledge. Joshi, A., Dencker, J.C., Franz, G. and Martocchio, J.J., 2010. Unpacking generational identities in organizations.Academy of Management Review,35(3), pp.392-414. Riley, M. and Thompson, A., 2010.Managing people. Taylor Francis.