Changes in Various Public Sector Undertakings

The paper will look further investigation on current system of public sector management. As a result, the bases of public sector governance has improve innovative policy and a development of innovative concepts. It will also highlight the significant of innovation in a present day in term social, economic and political changes as well as the flow of information technology in the 21 century to reform a public administration. The second part two of essay will highlight the best approach to streamline management practices and capacities of public servants to consolidate all procedures of resources management. Therefore, policy innovation has become one of the essential conditions for transformation of public governance. On top of that, this essay aiming to provide an overview of the barriers to policy innovation within the public sector, companies

In the private sector the action of helping or doing work for someone is on the basis of making a profit and shareholder accountability, it is goal driven, profit motivation and reward orientated.

This research can bring benefits to both organisatons and future research. Although there are many studies related with change management, only a few shows how to implement change management according to different characteristics. For example, how to tailor

With the rapid growth of globalization, organizations face rapid changes like before. This is because globalization has significantly increased the markets as well as the opportunities for more growth and revenue. Campbell and Brown (2015) have opined that in the present scenario of stiff climatic pressure as well as evolving political priorities, organizational changes within the public bodies is gradually increasing the priority. Therefore, it can be stated that organizational is one of the complex processes that have negative as well as positive outcomes and as such it is worth looking at the available evidence so that the process is conducted as efficiently as well as effectively as possible. In this particular task the main focus would be on some of the integral parts of organizational changes and to carry on this particular task, Yahoo has been selected.

In recent years, public sector organizations increasingly leverage collaboration as a means of overcoming resource constraints and solving complex problems such as natural disaster preparation. Collaboration offers a means of achieving synergy among the public sector, private sector, and non-governmental organizations when strategizing, preparing, and responding during times of impending disasters. When faced with such a complex challenge, various federal, state and local agencies unite to develop and implement an emergency response plan, outlining essential responsibilities (Perry & Nigg, 1985). This paper describes the need for stakeholders along the west coast of the United States to conduct disaster response planning collaboration to

Employees resist change due to several reasons. Firstly, the uncertainty and the unclear effects of change on the

After thoroughly researching and understanding the cause of a problem, organizations can subsequently decide on a plan to resolve the issue. To effectively implement the plan and new change, it is important for organizations to take the necessary steps to combat resistance to change. This can be accomplished through accurately timing the change and communicating throughout the process. Merrell (2012) stated that “setting clear measurable goals up front will help an organization head in the right direction, use resources efficiently, make corrections along the way and assess whether the change program achieved what is set out to do” (p. 21). Moreover, by providing employees with training and incentives, the entire problem solving process will encourage a smooth transition. Through training individuals on the new policies and procedures of the change, employee can become directly involved with the change, thereby giving them the knowledge and skills they need to adapt. In addition, providing both monetary and nonmonetary incentives, organizations can reduce resistance and motivate individuals to help in the organization success throughout the change process. Thus, by properly analyzing problems and correctly implementing solutions, organizations can effectively change to address the needs of the company.

Acknowledging and understanding employee’s different levels of resistance and acceptance is critical for change agents in a company as it directly effect the success of organization change strategies (Wittig, 2012). Witting explained Herein’s Spectrum of Employees’ Reaction to Organizational Change (SERCO) as a non stagnate scale; where employee’s attitude towards a change will move between the two opposite ends of the spectrum: resistance versus acceptance, during different stages of the change initiative.

Organizations today have to constantly change and adapt in order to survive in the current dynamic market. To this end, all businesses have to be prepared to deal with change appropriately, with the help of managers who are responsible for preparing the company for change and the employees who have to cope with the changes. All organizations experience a certain degree of change on a daily basis, however large scale changes cannot be adopted into daily routines as easily (Kotter & Cohen, 2012). Hence, the success of any organization when faced with change entirely depends on how the leadership of the company presents the new vision for change which can either lead to successful transitions or can end in failure. This means that the management plays a crucial role in ensuring that all employees of a business are made aware of the importance of the changes taking place and the implementation plan. Moreover, managers and leaders have to be prepared to overcome any resistance from employees who are unwilling to adapt to the required changes (Leavy, 2014).

As organizations face change they may have to deal with resistance from employees. Change is often resisted by employees, the reasons typically are fearful of the unfamiliar, fear of loss or fear of disaster, as well as behavior and political reasons. Therefore, it is vital that managers mitigate employee frustration to ensure a business remains effective in its task or duties. Managers must learn the necessary skills to make the change easier by using employee participation, organizational communication, workplace empathy and support.

Tim M. and Timboon F. (2016)., have seen that change is in the present business environment and, if done well, it can assist with growth in a business. Employees today will see change as a threat or opportunity.

1Moi University, Department of Development Studies P.o. Box 3900 Eldoret, 2Moi University, Department of Development Studies P.o. Box 3900 Eldoret and 3Moi University, Department of Development Studies P.o. Box 3900 Eldoret

In the idea of theorists [9], there is nothing as important as publicity of governmental organizations. The

The second, it is gaining access to an information, which increases the transparency of the government and brings a positive message to the public, contributing to increase mutual trust; and the third, but certainly an important aspect, is the involvement of the public in a dialogue. In my opinion, participation is the key to the Government’s credibility. The question is, if all these possibilities provided by the modern technology are equally effectively utilized in the modern public sector?

• In relation to technological change, analyze how it influences policies and decision making, critically evaluate the effectiveness of the