Do Leaders Know When Is It Time? Essay

Defining and organizing change is not an easy feat. Many things need to be considered before management can move forward with the implementation phase of the change process. Organizational leaders and managers will need to monitor and evaluate employees throughout the change process to ensure successful change implementation. Organizational leaders have access to several programs that allow them to analyze the effectiveness of the implemented change. Collecting comparative data will further demonstrate the effectiveness of the implemented change. Comparing data provided before the implemented change and comparing it with new data will demonstrate the effectiveness of the change.

You don’t see much of this loyalty or dedication now a days with all the down-sizing and job hopping going on. It seems as though many of us spend a great deal of time looking for greener pastures; we never seem to be satisfied with what we have. Moving on to other companies with promises of bigger and better things to

In any organization high employee turnover is not cost effective and is time consuming. The credibility of the organization might also be affected if employees do not stay for a good period of time working for them. A good reason employees may resign is being motivated by higher pay. No matter how much someone enjoys working for that organization if better pay is offered somewhere else they will more likely will end up leaving. Every organization must maintain salary competitive by offering comparable pay and benefit packages. In addition to traditional “pay and benefit” compensation, some companies also offer extra perks such as on-site gym, day care, discounts on services or traveling and employee assistance programs. Another reason why employees might resign is that they do not feel engaged. Employees like having job satisfaction, challenges, new duties, recognition, receive positive feedback, new goals and job advancements. If employees feel bored they might leave the organization. High-performing workers need to feel that they are being challenged and are moving forward in terms of professional growth and development. Another reason of turnovers is that employees are poorly managed. A bad boss can make employees feel miserable; if their immediate supervisor creates an uncomfortable work environment they may consider leaving. Employees who are well compensated, challenged, engaged and properly managed will likely be

Even though the reason for these men resigning their positions is different, too many employees leaving their positions is not healthy for an organization. Based on the survey we have conducted on these positions we have found that job satisfaction is the primary cause.

At this time the manager can make the employees uncomfortable with the status quo and planting seeds of discontent by giving information to make employees dissatisfied with the present and will look to something new. All this information comes from the data that was gathered and analyzed through research and staff surveys. Managers need to plan the resources required to make the change and establish feedback mechanisms to evaluate the progress and success of the change (Sullivan & Decker, 2009, p. 70).

Employees leave organizations for many reasons; such as the workplace not meeting their expectation, a mismatch between the employee and the job, there are few or limited opportunities for advancement, employee may feel constant worry from been overworked that may lead to discrepancy between work and personal life, or sometimes employees may lose trust and confidence in the chain of command. Therefore it is in the best interest of the organization and the recruiting staff to secure a good match between future employees and the prospective organization.

The goal of virtually every business operating today is essentially the same: to make money. When it comes to the fine art of turning a profit, there are as many different factors that influence whether or not a company makes money as there are ways to make it. All successful companies begin by hiring people who best fit the position, and in the modern-day world of business, a considerable amount of time, effort, or money is invested in this endeavor. Once a stellar candidate has been hired, however, it does the company no good if, six months down the road, they quit because the working environment turned out not to be the right fit for them. Employees may leave a company for many

If an effort to make changes in an organization is to come into fruition, the first step is to create a sense of urgency. To change with urgency, it is vital employees seek prospective issues that will energize associates, with a sense of “Let’s go, now!” Without earnestness, large-scale

Be that as it may, managing change in the workplace shapes a feeling of criticalness for a great many people, any change is uncomfortable. Therefore, while we oversee change in the working environment, it is our obligation to help people in understanding that whatever they have done truly should now change. Managers and leaders alike must work to start the enthusiasm of determination to get individuals excited to work out of their customary range of familiarity and grasp the change. (Holmes, 2013) "Let shareholders know why the old way is no more viable, by disclosure persuading and genuine proof that individuals can feel see and touch that change must happen.

Since the country's recent recession, individual workers throughout the nation have struggled to get their bearings. Decreased paychecks, increased cuts to labor forces, reduced or eliminated benefits, and the overall gloomy state of the nation's economy has kept finding or keeping a job a dismal prospect. As such, certain companies have been left to face work environments with all-time high turnover rates coupled with all-time low levels of employee morale. In viewing the current status of Company X, in which environment exists, it becomes imperative that company executives discover a way to re-organize and restructure jobs and responsibilities throughout the company that can be implemented in spite of the continuing turnover. In viewing the details of Company X's current situation, and in developing strategies for success that can be implemented despite employee turnover, one can see that the prospect of success still remains for Company X, as long as everyone left can work together in this time of need.

The article discusses other pertinent areas that employers tend to ignore when it comes to ensuring his or her employee retention. It has become apparent that a competitive benefits package does not safeguard the company against an employee seeking employment elsewhere. According to Newman (2015), employers need to “make an initiative to connect an employee’s role and deliverables to the bigger company-wide mission” (para 3). Employees do not want to simply do a job and go home. They want to know that their part is making a difference such as in the health care industry.

In my experience, corporations have lost tremendous talent to their worst nightmare, their competitors, more often because Managers fail to listen to their employee’s goals and expectations. On many occasions, I have seen employees whom just love their company and regardless if they get shut down by their direct manager, they escalate their concerns, and their goals become more attainable. Several years ago, when I was a teenager at my first Corporate job, I witnessed a young man experience his first day at work, he was remarkable, surely, he could have sold ice in Alaska and people would buy it from him.

Having the time to recruit and train a good employee, it is in their own interest to retain that employee. This would motivate the person to continue and provide success to the business. Employers often give their focus to only the business needs and not their employees. That outcome is what leads to a dysfunctional turnover. This is a major factor to avoid because it plays an important role of how the business runs.

Employees today are far more passionate, or opinionated, than those of the past. That’s because people are more willing to take charge of their own lives by making changes that improve their current situation. That willingness to be fluid may often require other employees to remain flexible and adjust

 Employees’ perception towards change efforts Goetsch and Davis (2010) report that one of the difficulties organisations face when attempting to facilitate change is the ‘differing perceptions of employees and managers concerning change’. The term perception is described as the process individuals use to give meaning to their environment by interpreting an organisational sensory impression (Brown and Harvey, 2006:108). In addition, Brown and Harvey (2006:108) point out that ‘what one perceives can be substantially different from reality’. This means that the change proposed may be perceived differently by individuals in an organisation. This is simply because peoples’ perceptions are influenced by many factors, of which one’s past experiences with change is one of them. For example, if employees have negative experiences with previous organisational changes, then their perceptions may have a negative impact on the proposed change and vice versa. Because change comes with scepticism and a feeling of threats to the status quo, uncertainty about the future, frustration, and anxiety, it is therefore essential to know employees’ perceptions about changes beforehand. By knowing employees’ perceptions towards organisational change in advance can help change managers understand sources of resistance to change.  Vision for change