Essay Questions (15 points each) Identify a change initiative in which you were
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Essay Questions (15 points each) Identify a change initiative in which you were either the owner or a principal player What was your role in the change implementation: were you able to help people through the change? Looking back on your efforts, apply the seven rules for helping people through change and critique the process and methodology you and your organization used for the change initiative. (Lesson 16) 1. 2. No matter how hard you try, you can't do everything by yourself. Time is your most precious commodity and effective delegation is an important tool that supervisors fail or hesitate to use. Why? Provide some basic rules new supervisors can use when delegating for the first time and the importance of not micromanaging during the process. What is gained by effective delegation from a supervisory and organizational perspective? (Lesson 18)Explanation / Answer
1. Lesson 16
Till recently, my company has been running on partial automaton. We were running automation manually and kept a look out for any human error at any point of time.
An initiative was started where all the process were to be moved to complete automation for all the process where we would require minimum human intervention with maximum output of human resource from all the processes.
Working in the capacity of principal player, taking up and implementing this initiative was not easy, which had already been anticipated
People had various reasons for not migrating to the complete automation, major reason being that they might lose jobs as complete automation will require minimum human intervention and less people will be required to do the job. We were able to help people understand that complete automation would help them to achieve maximum potential and will be able to help them reduce errors.
There is no set formula to take care of change management. Managing human resource in any organization is very unpredictable. For effectiveness of change in any organization, one’s efforts should be based on uniqueness and main attributes of the organization. These changes should be customized as per the workforce.
1. Planning for any change
If the organization is undertaking any change, then they should have a clear and valid reason and vision for the change process. Any change should be realistic, measurable and achievable.
2. Understand the effects of organizational changes on yourself
If you feel resistant to the change that is coming through, then the same message is passed to the people around you.
3. Communication
Communication must be by 2 primary senders: -
a. The leadership should communicate as to
i) Why the change is necessary for the organization?
ii) The effects of change on the organization?
iii) Alignment of change with the vision and mission of the organization?
b. Team leaders’ communication to the teams: -
i) The impact of change on the teams and employees
ii) The effect of change on daily operations of the team
iii) What’s In It For Me? (WIIFM)
4. Acknowledging questions from everyone
The leadership should brace themselves for questions from the workforce and accordingly answer them to culminate any doubts in the mind of workforce
5. Helping everyone to adapt to the changes
Everyone should be helped to move away from the old and move along with the new changes. The workforce should be encouraged to discuss the positive changes that the change has brought to the organization in whole and their team operations in particular
6. Be confident and involve everyone in change
Workforce often falls back on the old track. They should be encouraged to use the new techniques and often involved in the discussion of how the change has made a positive impact on them. Also, they should be encouraged to make suggestions f anything can be changed further for good. This will help the leadership to involve the workforce in the change and in turn, will help he workforce to have the ownership in the change
7. Extra attention to each individual
Every individual reacts to change differently. Therefore, the management should identify the nay Sayers and people who are resisting change. These people require extra attention. In the time of change, every individual should be given individual attention and encouraged to ask questions and give suggestions
2. Lesson 18
Delegation is a process where leaders share the power and authority with their subordinates. When managers are overworked or when the work gets beyond one’s capacity, then the work is divided amongst the subordinates to divide the workload and multiply the team productivity.
1. Delegation helps in team bonding and is meant to develop the teams and individuals
2. After delegation of work, you should trust your team that they will be able to deliver. Therefore, you should not try to control or micro manage things. Just let them go
3. While delegating, create a matrix and delegation plan. Set forth your expectations
4. Define the tasks that are to be delegated. Ask yourself if this task can be delegated and if the person identified can be delegated that particular task. Ask yourself the reason why you are delegating the task and if he individual/team identified by you for delegation is appropriate
5. Make it clear on the first occasion that what is required to be done from the delegated task, how it should start and end and what is expected out of the task and what should be the outcome.
6. Discuss the common problems that can be faced in the task, common challenges that can be faced and your experience while handling the task
7. While delegating you should convey the complete timelines and the deadlines clearly. Also, include the status reporting timelines
8. Communicate with people who have been delegated the task. They should be encouraged to ask questions and take your help whenever required.
Supervisory Benefits of delegation
Strategic thinking and developmental opportunities for yourself and the team
More can be achieved with effective time management and better productivity. More can be achieved in less time
Good reputation as a manager who trusts his team and helps in development of his people
You progress as the people of your team progresses.
Organizational Benefits of delegation
Delegation helps people grow internally in the organization and have job security.
This helps in improving the reputation of the organization as an employer of choice.
Enhances productivity
Helps in identifying people for succession planning
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