Organizational Change Can Be Difficult And May Be Resisted

Organizational Change Can Be Difficult And May Be Resisted By Some B

Organizational change can be difficult, and may be resisted by some, but must be managed effectively to facilitate organizational performance. Answer the following questions: 1. What are certain critical HR functions should remain internal to the organization? 2. How is instruction used as a performance intervention? 3. What are some different approaches to align business in growing organizations? 4. In what situations would each approach be used? Use specific examples. 5. How can an HPT professional help organizations effectively communicate between the management and production? Write a 2-3 page paper using APA format for references.

Paper For Above instruction

Organizational change is an inevitable aspect of modern business environments, necessitating effective management to foster improved performance and adaptability. However, such change often encounters resistance from employees and management alike. To navigate these complexities, understanding the critical roles within organizations, the use of instructional interventions, various alignment strategies, and communication facilitation by Human Performance Technology (HPT) professionals is essential.

Critical HR Functions That Should Remain Internal

Certain HR functions are fundamental to maintaining the organization’s strategic integrity and should remain internal, including talent acquisition, employee development, performance management, and organizational culture. Talent acquisition ensures the organization attracts skills aligned with its strategic objectives (Cascio & Boudreau, 2016). Employee development, such as training and leadership programs, foster internal growth and retain institutional knowledge. Performance management systems—appraising and motivating employees—are vital for aligning individual efforts with organizational goals (Milkovich, Newman, & Gerhart, 2016). Lastly, cultivating and sustaining organizational culture, which influences employee engagement and values, is best managed internally to preserve consistency and authenticity (Schein, 2017).

Instruction as a Performance Intervention

Instruction serves as an effective performance intervention by enhancing employees’ skills, knowledge, and attitudes necessary to perform tasks efficiently. It encompasses training, coaching, mentorship, and e-learning modules designed to target specific performance gaps (Kirkpatrick & Kirkpatrick, 2006). For example, new software implementation may be supported with targeted training sessions to ensure effective adoption. Instructional interventions are tailored to address specific competency deficiencies and are reinforced through ongoing assessments and feedback loops, fostering continuous improvement (Noe et al., 2014).

Approaches to Align Business in Growing Organizations

Aligning business strategies and operations as organizations grow is critical for sustaining competitive advantage. Several approaches include strategic alignment, structural adaptation, and cultural integration. Strategic alignment involves revising business strategies and ensuring that departmental goals support overarching organizational objectives (Kaplan & Norton, 2006). Structural adaptation may involve reorganizing units or introducing new roles to meet expanding operational demands. Cultural integration focuses on fostering shared values and norms across new units or locations to ensure cohesion (Trice & Beyer, 2015).

Situational Use of Alignment Approaches

Each approach is suited for different growth scenarios. Strategic alignment is vital during mergers or diversification when aligning diverse business units under a common vision. For instance, when a company acquires a smaller competitor, realigning strategies ensures synergies and cohesive goals. Structural adaptation is necessary when rapid expansion demands new departments or a redesign of organizational hierarchy; a tech company scaling up may need dedicated R&D units. Cultural integration becomes prominent during international expansion, where establishing shared organizational values mitigates cultural clashes—such as a multinational corporation fostering a unified corporate culture across diverse regional offices.

Role of HPT Professionals in Communication

HPT professionals are instrumental in facilitating effective communication between management and production teams. They employ systematic analysis to identify communication gaps and develop tailored interventions, including training programs, communication plans, and feedback systems (Selman & Porath, 2021). For example, implementing a regular town hall meeting or digital communication platform can promote transparency, improve understanding, and foster trust. HPT professionals also act as mediators, translating management’s strategic vision into understandable messages for production teams and vice versa, thereby enhancing alignment, engagement, and performance (Huselid & Becker, 2011).

Conclusion

Managing organizational change requires a comprehensive understanding of internal HR functions, strategic use of instructional interventions, tailored approaches to alignment, and effective communication facilitated by HPT professionals. By maintaining core HR functions internally, leveraging instruction to improve performance, selecting appropriate alignment strategies based on growth scenarios, and fostering open communication channels, organizations can navigate change effectively and ensure sustained performance.

References

• Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
• Huselid, M. A., & Becker, B. E. (2011). Bridging micro and macro domains: Workforce differentiation and strategic human resource management. Journal of Management, 37(2), 421-428.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.
• Kaplan, R. S., & Norton, D. P. (2006). Alignment: Using the Balanced Scorecard to create corporate synergy. Harvard Business Review, 84(11), 128-137.
• Milkovich, G. T., Newman, J. M., & Gerhart, B. (2016). Compensation. McGraw-Hill Education.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill Education.
• Schein, E. H. (2017). Organizational Culture and Leadership. Jossey-Bass.
• Selman, E. M., & Porath, C. L. (2021). The Role of Communication in Organizational Change: A Systematic Review. Journal of Organizational Behavior, 42(3), 341-359.
• Trice, H. M., & Beyer, J. M. (2015). The Cultures of Work Organizations. Prentice-Hall.