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Human Resource Mismanagement and Change Strategy Essay


Problem and Change Strategy Possibilities

The problem that has been identified in my organisation is the continuous human resource mismanagement that results in job dissatisfaction and the following apathy. Currently, there are no visible changes in the workers’ productivity, and, as a result, the managerial staff does not seem to notice the problem. The root of the mismanagement lies in the fact that the organisation does not encourage initiative and participation among workers and, as a result, they do not feel like they can change anything. The aim of the changing strategy, therefore, lies in the necessity of altering the attitude of the managerial staff and encouraging the workers to participate. As a result, the organisation is bound to benefit from the influx of ideas and the improved motivation of its workers.

Given the specifics of the problem, I believe that action research (AR) would be the most suitable strategy for the situation. Indeed, in this case, the objects of the research would simultaneously be its subjects, who are capable of providing data and ideas that could not be created by an outsider. At the same time, the purpose of this change is to encourage people to participate; therefore, AR will be a perfect framework for this change that is capable of providing both the necessary information and involvement.

Change Strategy Process

AR aimed at solving the mentioned problem could involve the following steps:

Creating the Responsible Team

It should include people who are interested in the change to ensure their commitment; the support of senior management would be very welcome.

Gathering information

Information is necessary for any change. The small research that I have carried out is not enough; therefore, another, more consistent analysis is needed. It would require surveying of different levels; currently, I believe, short questionnaires could be helpful. Apart from providing information about the current mood of the employees, the survey may and should be designed to encourage them to suggest ideas concerning the improvement.

Determining or Confirming the Root of the Problem

While I am almost certain that my choice of the root is correct, I do not exclude the possibility of another problem contributing to the current situation. Apart from that, additional problems can be singled out in the process.

Developing a Line of Action

The ideas suggested by the employees during the first stage can be used during this one. In such a way, a more inclusive problem decision will be defined by the more inclusive planning stage. The line of action is expected to be modified according to the results of the first two stages. A suggested line of action can include the following options.

  • Encouragements for employees to learn the publicly available information about the organisation to ensure the possibility of them making informed decisions. Possibly, relevant training.
  • We are training on shared leadership among employees and managerial staff; possibly, conjoint for the two groups.
  • Development of a forum where employees, as well as managers, may make suggestions about non-urgent decisions. It can (and probably should) be in electronic form.
  • Surveys for the decisions that affect the fate of the workers.

Obviously, all the measures should be based on voluntary participation.

Implementation and Revision

It should be pointed out that the plan and its implementation should be aimed both at the managers and the workers since the first are supposed to include while the second is supposed to work to be included. In other words, while the problem might have stemmed from the mismanagement, both parties are expected to contribute to the problem solution.

Upon implementation, the process needs to be reviewed, assessed, and new changes to the human resources policies can be implemented when needed. Both managers and workers must be continuously provided with the information about the AR, which is a must for this kind of strategy. The inclusiveness of the employees ensures the influx of ideas from them, which means that the revision may be aimed at testing an idea as well. The reviewing part of the strategy ensures its sustainability.

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IvyPanda. (2020, June 28). Human Resource Mismanagement and Change Strategy. Retrieved from https://ivypanda.com/essays/human-resource-mismanagement-and-change-strategy/

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"Human Resource Mismanagement and Change Strategy." IvyPanda, 28 June 2020, ivypanda.com/essays/human-resource-mismanagement-and-change-strategy/.

1. IvyPanda. "Human Resource Mismanagement and Change Strategy." June 28, 2020. https://ivypanda.com/essays/human-resource-mismanagement-and-change-strategy/.


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IvyPanda. "Human Resource Mismanagement and Change Strategy." June 28, 2020. https://ivypanda.com/essays/human-resource-mismanagement-and-change-strategy/.

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IvyPanda. 2020. "Human Resource Mismanagement and Change Strategy." June 28, 2020. https://ivypanda.com/essays/human-resource-mismanagement-and-change-strategy/.

References

IvyPanda. (2020) 'Human Resource Mismanagement and Change Strategy'. 28 June.

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