How The Line Managers And The Human Resource Managers Work

It fascinates me how businesses operate in frequently changing environments. Particularly, the way employees are managed in order to maintain a flowing business structure whilst achieving business aims and objectives and by using calculated risks to overcome challenges. Thus leading to the progression and success of a business.

There are many reasons that change can or must occur within and organization. The key will be in understanding the organization and the prospective change. According to Mangundjaya (2015) "there are many variables that can influence the success of organizational change, such as the content of the change, the process of the change, individual characteristics, leadership, external environment and organizational context" (p. 67). Organizational change has the potential to successfully align an organization with its goals or completely derail any future success and progress. It is important that the organization takes the proper steps to prepare for, implement, and evaluate change.

Critically discuss how Human Resource professionals and line management work together to manage and lead people within your organisation or an organisation well known to you

Whenever there is some sort of organizational change employees can experience varied levels of discomfort. As managing director leading change requires juggling a number of psychological factors, such as how employees think, how they perceive their current situation, how they will perceive a new change (Price and Lawson 2008). To ensure the success of any change initiative, manager 's efforts should go first towards considering how your employees will perceive the change and approaching this in the best way. Planning, leading organizing, negotiating and controlling are four management functions that can be used and implemented to keep employees motivated towards company goals and reassured about the businesses direction in a time of change.

Organization’s today do all they can to improve their performance with an ever-changing environment. Therefore, having strong leadership is needed when addressing change. Organizational leaders need to have a well developed vocabulary to help improve performance during organizational change. Leadership has the ability to create a vision and encourage others to achieve the vision for the organization. Therefore, organizational leaders must identify the need for change and communicate it throughout the organization. However, leadership is only one piece of the equation, without involving the employees the vision of the organization will not be achieved. In order for leaders to achieve new initiatives they must actively involve employees that are most affected by the change through every process to help maintain and improve performance. Therefore, communication, human motivation, engagement, and recognition are the driving focuses for positive change and performance improvement.

Over the last several years, technology has been one of the main tools that Federal Express (Fed Ex) is using to improve customer service and address the needs of stakeholders. The recent successes that company has been experiencing in these areas are causing executives to overlook certain challenges. One of the most notable has been the firm's inability to deal with issues of discrimination, harassment and employee termination. This problem has become such an issue, that the company settled several discrimination lawsuits. (Hirsch, 2007) ("Fed Ex Age Discrimination Issues," 2007) ("Prescription for Federal Express Workers," 2009)

As our workforces grow more diverse every day, and customers are demanding better, faster, and less expensive service, companies are faced with the challenges to create and meet the changes necessary to remain in business. The organizational environment must also learn to assess the direction of these changes while also being able to respond successfully to those that roll in at a completely different direction than expected. The leadership required to handle these wonderfully tumultuous times, so that organizations in transition remain profitable, is crucial.

A brief profile of the participants will be provided. The majority of leaders interviewed were from the top level of management. The following participants are found in these interviews:

There are innumerable challenges faced by business executives and leaders these days in order to operate a business smoothly in complex and haphazard business environments. The job is the continuous growth of business, increase the profit share of the company and attain new customers as well as

Numerous businesses are not coming to terms with the fact that change is absolutely necessary; therefore, they may be unable to continue to compete with other businesses. Consequently, it does not make a difference if the company is a professional organization or a small family owned business, the old ways of doing business is all but obsolete. Every business or organization is constantly changing products and leadership. Although businesses are undergoing daily changes everywhere in the country, change is still very difficult for some people to handle.

In every organisation, large or small, be it a multimillion pound business to a sole trader, change is inevitable, it is an essential part of every business to allow for the organisation to be a better and successful business by updating their means of structure and moving forward with the developments of the world which are increasingly complex and possibly untested.

TITLE: To what extent effective leadership has influenced the Organisation’s Culture and how does their influence Shape the of Organisations identity and Future?

In the recent years, many businesses have undergone several organizational changes due to the rapid and continual increase innovation in technology that exposes organizational systems and processes, increase diverse markets and create opportunities for more growth and revenue through adequate knowledge of their needs and expectations in the marketplace which concedes employees and organization as a whole to experience rapid change like never before as they move freely within the organization.

High performing organisations are created through individual accountability for both the achievement of an organisation’s results and its cultural foundation. Culture in its simplest terms is ‘how we do things around here’. And while culture change needs to be led from the top, it is everyone in the organisation’s responsibility. The success balances on all employees being accountable for achieving the organisation’s goals, living the organisation’s values and demonstrating the right personal behaviour.

In terms of leadership behavior, in Company A, performance goals are explicitly established by a senior executive who is well prepared to achieve those goals by committing the resources and influential change management as required. Unlike Company A, senior executives, who are “actively engaged in process program” in Company B function as a team and “manage the enterprise through its processes”. As we delve into the “responsibility” part of the organizational culture, we see that that in Company A “employees feel accountable for enterprise results” while, in Company B employees are motivated to serve the customers better and achieve outstanding performance. Moreover, employees of Company A are ready for “major multidimensional change.” In contrast, at Company B performers believe that change is foreseeable and adopt it as a regular business practice. Lastly, in Company A process improvement involves a standard procedure. In addition to that, Company A implements the standardized formal process for process redesign while assimilating it with the “standard process for process improvement”. However, process management and redesign are core competencies of Company B and are entrenched in a “formal system that includes environmental scanning, change planning, implementation, and process centered innovation.”