Presentation For Review Gayla Burow, Ctu Problem Overview

Presentation For Reviewgayla Burowctuproblem Overviewpegasus Company I

Pegasus company is faced with the challenge of communication between its departments. The setting up of three departments created a communication challenge that affected the operations of the organization. Reorganization of the organization will help address the problem. Change reorganization strategy should be maintained as ongoing activity. Pegasus company is faced with the challenge of communication between its departments.

The move by the management to set up three different departments created a communication challenge that affected the operations of the organization. The decision to reorganize the organization into project-based teams would allow the company to address the communication problem while improving communication across the organization. Reorganization of the organization is a step of change that seeks to address this problem in the organization. Evaluation through employee feedback and assessment of their attitudes will provide an assessment on the impact of the change process. Productivity can also be used in the evaluation process.

2 Reorganization as an Ongoing Activity The reorganization should be a continuous process. The management should find ways to better improve communication by allowing employees from different departments to work together. Any challenge faced in the implementation of this change strategy should be addressed progressively. Evaluation of the change process should be done from time to time to assess its impact. Feedback from employees should be incorporated.

The reorganization should be a continuous process that allows the management to make changes from time to time. The management should find ways to better improve communication by allowing employees from different departments to work together. The move will ensure that challenges are identified. Any challenges faced in the implementation of this change strategy should be addressed progressively (Cummings & Worley, 2014). The solutions to the problem allow the change process to be implemented as an ongoing activity.

Evaluation of the change process should be done from time to time to assess its impact. The impact should be combined with feedback from employees to make change continuous process. 3 Recommendations of Evaluations Methods The main method of evaluation is the feedback of employees from the change process. The other method is measure of productivity once the change process is implemented. The change in attitude of employees in terms of communication and interaction is a good method of evaluation.

The last method that can be used is the assessment of employee outcomes after the implementation of this change strategy. The main method of evaluation is the feedback of employees from the change process. The feedback from employees will highlight their attitude towards the change reorganization. Depending on the views, it will be easy to evaluate if the change is solving the problem. The measure of productivity once the change process is implemented is crucial in assessing the impact of this change process (Hord & Hall, 2014).

The change in the attitude of employees in terms of communication and interaction is a good method of evaluation. The attitude is reflected through the feedback of the staff. Assessment of employee outcomes after the implementation of this change strategy will provide a positive sign of the change process. 4 Rationale Employees provide invaluable feedback about a change process in the organization. The measure of productivity can signal positive outcomes of the change strategy. The assessment of employee attitude towards reorganization provides a perfect approach of gauging change process. Employee outcomes are influenced by trust and motivation brought by the change process. Employees provide invaluable feedback about a change process in the organization. The evaluation should focus on seeking feedback from employees. The views of staff will provide an honest assessment of the change reorganization. The measure of productivity can signal positive outcomes of the change strategy. If the change solves the underlying problem, there will be enhanced productivity (Pollack & Pollack, 2015). The assessment of employee attitude towards reorganization provides a perfect approach to gauging change process. Attitudes of the staff can be assessed through their work ethic and approach to work. Besides, employee outcomes are influenced by trust and motivation brought by the change process.

Paper For Above instruction

The effective management of organizational change is critical for ensuring operational efficiency and sustaining competitive advantage. One of the persistent challenges organizations face is communication breakdowns between departments, which can impede coordination, reduce productivity, and foster misunderstandings. The Pegasus company exemplifies this issue, as the establishment of three separate departments led to significant communication barriers. Addressing such challenges necessitates a strategic reorganization, emphasizing continuous improvement and active evaluation mechanisms.

Understanding the Need for Reorganization

Organizational restructuring, especially into project-based teams, can foster better communication, collaboration, and synergy among employees. For Pegasus, transitioning from a fragmented departmental structure to integrated project teams offers a pathway to remedy communication shortcomings. This reorganization aligns with the principles of change management, where restructuring acts as both a corrective and a developmental strategy to optimize organizational performance (Cummings & Worley, 2014).

The Concept of Ongoing Reorganization

Reorganization should not be viewed as a one-time event but as a perpetual process. Continuous change facilitates adaptation to evolving challenges and sustains improvements over time. An ongoing reorganization approach involves regular assessment, feedback collection, and adjustments to strategies, thereby embedding flexibility into the organizational culture. Establishing mechanisms for periodic review ensures that communication pathways remain effective, and emerging issues are swiftly addressed.

Evaluation Methods for Change Effectiveness

Robust evaluation tools are vital for measuring the impact of reorganization efforts. Employee feedback remains one of the primary methods to gauge attitudes and perceived efficacy of changes. Surveys, interviews, and feedback sessions can reveal insights into employee satisfaction, collaboration levels, and morale. Additionally, productivity metrics—such as output levels, quality of work, and efficiency ratios—serve as quantitative indicators of organizational health post-reorganization.

Furthermore, analyzing behavioral shifts, such as improved communication and collaboration practices, provides qualitative evidence of change success. Employee attitudes toward reorganization can be assessed through their engagement levels and willingness to adopt new processes. Capturing these data points over time ensures that reorganization remains aligned with organizational goals and employee needs (Hord & Hall, 2014).

Rationale for Continuous Evaluation

Ongoing evaluation fosters a culture of continuous improvement. Feedback from employees offers candid insights that drive incremental changes and prevent stagnation. Monitoring productivity ensures that reorganization translates into tangible benefits, such as increased efficiency and better resource utilization. Trust and motivation, fostered through transparent communication and participative change strategies, influence how employees perceive and adapt to new organizational structures. Employee attitudes—measured through work ethic, collaboration, and engagement—are strong indicators of change acceptance and success.

In conclusion, proactive and continuous evaluation of reorganization initiatives is essential to maintain effective communication, enhance productivity, and sustain organizational growth. The integration of qualitative feedback and quantitative metrics provides a comprehensive view of change impact, ensuring that Pegasus achieves its strategic objectives while fostering a resilient organizational culture.

References

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