Organizational change is inevitable in the contemporary business world, and when the change occurs, it appears unfamiliar to employees. Leaders, therefore, need to understand that by human nature, it is normal for workers to perceive anything unfamiliar as a threat. They will consequently respond by being resistant to change. However, at one time in the 1960s, Lynett, an IBM Executive said that leaders could help employees cope up with change by making them being part of creating the change.  Various studies have addressed implementing organizational change successfully. However, there are many challenges that the managers and the employees find to go through when changes are introduced and implemented in organizations. The success of the business lies in the way the employees respond to changes, and positive response leads to the business organization becoming successful. Thus, organizations need to develop the most effective means of implementing changes if they were to succeed.

In the contemporary world, introducing organizational changes is a must-thing to do following the volatility of the business world, change in market conditions, new technologies, and globalization. As these factors occur, researcher including Kotter and Rathgeber observe a possibility more rapid changes in the organizational environment going forward.  Organizations, on the other hand, have been frustrating its employees and incurring losses for spending a lot of resources in adapting to the changes since the strategies used are ineffective.  Therefore, there is a need to have the leadership and the organization at large to develop the most effective ways of implementing changes in a way that will see all employees productive. Successful organizational changes have proved that the business would only reap maximum from changes when all people are involved and contribute.

What are the effective ways of helping employees go through the organizational change?

Academic Context and Support

People and change

It is difficult for an organization to transform successfully if the employees have not committed themselves to embrace change. In any case, change occurs in a mismanaged and chaotic manner; there is a likelihood that the outcome will be severe and undesirable. Studies have placed the managers at the critical positions of change introduction, management, and ultimate implementation. Managers are the custodians of information related to change, and have the duty to ensure that employees get access to the relevant information. The study by Salemo and Brock (2008) identified managers as the crucial elements of change who should embrace success from the way they manage themselves. Change is characterized as having a direct impact on the people around mostly the leadership and the employees. A previously bad experience of change management with employees would make them very sensitive on any change that comes along. Similarly, because of the unfamiliarity that comes with change, people will always have a sense of loss, insecurity, and uncertainty.

Behavior

Behavior is another aspect related to the organizational change and the employees that have widely been looked at by the researcher. It is very typical that any form of change in the organization will come along with behavior change among employees based on the initial experience. One factor that has been put forth in change is open communication that has been vital in cementing the trust between the parties in the organization. In the absence of trust, there will be a lot of discomfort and rumors among the employees. The managers should, however, develop ways of dealing with these behavior changes through various communication sessions. Behavior change in the case of organizational change follows the conduct of the managers in a way that may motivate or demotivate the employees. Therefore, managers have the duty of first behaving acceptably to reflect how the employees should behave. Motivating factors should be given priority to influence the behavior change.

Research objectives

Employees are an essential part of the organization, and its success depends on their performance and response towards any change that occurs. The paper examines the effective ways of helping employees go through organizational change. The research objectives include:

To determine if employees involvement help them go through organizational change

To find out if proper communication helps employees understand about change

To establish if employee training and preparedness help them go through organizational change

Research Design and methods

The research will base on the case study design of Company Z in its two departments; the Human Resource Department and the Production Department. The company has offices in 20 countries with employees from different countries hence has managed to be the top company in the hospitality industry. The study will involve qualitative data collection in these respective departments of the company and the analysis of the data.

Data collection and analysis methods

Data collection will involve both primary and secondary data. Primary data will be collected through interviews with the employees and managers in the respective departments of the company. The department managers and supervisors from the human resource and production departments will be interviewed. Five employees from each of the two departments will also be interviewed. Thus, a total of 15 participants is expected to comprise managers, supervisors, and employees. The three groups will be interviewed differently in three distinct stages. The focus of the interview will be on the recent changes in the organization, working relationship, performance, and employee behavior. Secondary data will be obtained from the documented sources including company reports and departments records among others.

The qualitative method of data analysis will be used. The researcher will look for common themes in the responses provided by the participants. The themes will base on the changes, employee response, and performance. The aim is to develop the common dominant ideas that express the best practices of the company in handling changes.

Research Ethics

Before research, the research will seek written permission from the company management including the heads of the respective departments. Participation will be by voluntary and only willing employees, and managers shall be interviewed. The responses from the participants that deem sensitive and confidential shall not be disclosed including their identities. Any commercially sensitive information from the company shall be kept confidential.

Time Scale

Stages    Activities    Time

First stage    literature review, methods and working introduction of the Final report    Feb 1st to  Feb 28th 2019

Second stage    Data collection and analysis stage    Mar 5th to Mar 30th 2019

Third stage    Preparation of the final report    April 10th to April 30th 2019

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