蓝天航空公司的高级管理人员

Management Essay：蓝天航空公司的高级管理人员
Senior Management Of The Sky Airlines Management Essay

这份报告被用于天空航空公司的高级管理人员。最近被任命为顾问被要求去探索公司的变更管理。它也被要求评估当前的天空航空公司和组织性能的一系列建议,建议在这家公司成功地管理变更的方法。

介绍和文献

“变更管理是一个结构化的方法来转变个人、团队和组织从当前状态到理想的未来状态。变更管理(或变更控制)系统的过程中更改控制的方式实现遵循一个预定义的框架/模型,在某种程度上,合理修改”。

组织正在发生巨大变化的组织行为包括人际关系、态度、效率、性能、工作满意度和员工的承诺,以及组织承诺水平和工业关系(Jones, 2004). 管理的工作是帮助一个组织充分利用资源来实现其目标。表现管理实现这一目标的基本管理职能:计划、组织、领导和控制(琼斯,2010)。教育和经验使管理者认识到和发展所需的技能将组织资源最佳利用。因为世界已经改变比以往任何时候都更加迅速,经理和其他员工在整个组织必须执行在较高的水平。日益激烈的竞争,不断变化的环境和全球化带来了严重的压力管理的组织改善业务性能(Elearn,2005)。经理必须寻找方法来提高业务性能变得更加灵活和响应更快速的市场。经理们面临的挑战之一是有效地管理变更(Gonclaves,2007)。一直有需要管理变更和很容易高估的程度的规模和速度改变历史。

This report has been intended for senior management of the Sky Airlines. The recently appointed consultant has been asked to explore the change management at the company. It has also been requested to evaluate the current organizational performance of Sky Airlines and a series of recommendations which suggest ways of successfully managing change at this company.

介绍和文献——Introduction and Literature

"Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. Change management (or change control) is the process during which the changes of a system are implemented in a controlled manner by following a pre-defined framework/model with, to some extent, reasonable modifications". (Burnes, 2009)

Organizations are undergoing massive change in organizational behaviour which involves looking at the interpersonal relationships, attitudes, productivity, performance, satisfaction of job and employee commitment, as well as levels of organizational commitment and industrial relations (Jones, 2004). The job of management is to help an organization make the best use of resources to achieve its goals. The management achieve this objective by performing essential managerial functions: planning, organising, leading and controlling (Jones, 2010). Both education and experience enable managers to recognise and develop the skills they need to put organizational resources to their best use. Because the world has been changing more rapidly than ever before, managers and other employees throughout the organization must perform at higher levels. Increasing competition, ever changing environment and globalization has put severe pressure on management of organizations to improve their business performance (Elearn, 2005). Managers must look for ways to improve business performance by becoming more flexible and responsive in markets. One of the challenges the managers face is to manage change effectively (Gonclaves, 2007). There has always been the need to manage change and it is easy to overestimate the extent to which the scale and rate of change at this point in history is greater than that in the past. It has frequently been documented that a global economy, increased business competitiveness, the move towards more customer-oriented market and advances in the scientific knowledge have led to a period of constant change and the need for greater organizational flexibility (Mullins, 2007). In the ever-shifting business world, change is inevitable and can come in many different varieties like technological change, changes in products or services or changes in employee credentials. Change can also stem from within an organization due to changes in strategy, changes in economy and/or executive changes. Internal business changes sometimes result in layoffs, hiring sprees, physical business moves, and even a redistribution of work responsibilities (Jones, 2010). Whatever the type of change, organizations can benefit from actively managing change. The employee's responsibility is to perform their job to its best, which is different for every employee and depends upon a wide variety of factors (stability, health, experience, maturity, motivation, personality, etc.). Management of the company has the responsibility of managing change and they must manage it in a way that employees can cope with it (Harvard, 2005). The management has a responsibility to facilitate and enable change, and then to assist employees understand aims and objectives, reasons, and ways of responding positively according to employees' own situations and capabilities. Increasingly the manager's role is to interpret, communicate and enable, not to instruct and impose, which nobody really responds to well (Beardwell, 2010). The management can effectively manage change by taking its employees with it, focusing on training and development of employees, team working, control, motivation and other related issues. Change management is a very important factor in the success of any organization (Redman and Wilkinson, 2009).

分析——Analysis

Evaluation is a management activity and it is about collecting information about organization in order to make essential decisions in the future. There are many way to evaluate the business performance (Mullins, 2007). Many organization see their performance in terms of effectiveness, some view their performance in terms of their efficiency in deploying resources while few realize their performance in relation to technological advancements in the organization. The common feature in all organization is that they relate organizational performance in terms of improvements (Rollinsons, 2008).

Sky Airlines was doing good business before the merger with Arrow. It stressed on the training and development of each and every employee on induction. Training and development was also an on-going procedure in the company. People management was excellent and employees were highly motivated to perform the job. Sky Airline had a strong corporate culture and had a casual attitude towards working environment in the organization. Its informal working patterns made employees happy, excited and they loved and enjoyed to do their job and perform their tasks according to the set targets. Although the organizational culture was informal, great emphasis was put on excellent service and on employee's contribution to customer service. This feature distinguished Sky Airline form other Airlines. Manager conveyed all the company policies and procedures to employees. Control of employees was not strict and people were empowered to perform their tasks according to their specific requirements. The employees used to complete all assigned tasks within allotted time and minimum resources. Flights were sent on time and there was no loss of baggage or any complaint about the service. People felt proud to work in the company. Team-working between colleagues as well as with managers, communication and cooperation was excellent. Employees were considered as an important feature of the organization's success in terms of improvement in services. Organizational performance was further enhanced as employees feel fun to work in the company. All these factors contributed to the effective organisational performance of Sky Airlines and helped in making the employees motivated, excited, hardworking, confident, satisfied and determined. Sky Airline's culture also helped in enhancing the employees' abilities as well as contributed towards effective performance of other business aspects. The organization structure was flat as employees were involved in decision making process and given the power to make decisions on spot if required. It seemed like company was making good progress not only in relation to organizational performance in terms of effectiveness, efficiency or improvement but also financially as well as parties were organized and many benefits were provided to staff members.

Merger with Arrow proved disastrous for the employees of Sky airline which affected their performance. There was a sudden change in environment and the ways the business is carried out. Arrow Airline's culture was formal compared to Sky's informal culture. Arrow Airline stressed on the policies being followed strictly. Arrow Airline was technological superior and had more experience in the industry. Resource utilization was not efficient. There was not only change in culture but also change in organizational hierarchy. The employees working in the Arrow were mature but arrogant which contributed to the ineffective communication between the employees of both companies. Employees' satisfaction and motivation detoriated and declined as complexity and complication arose. Relations soured between the employees of both the airlines and there were continuous complaints against each other. The Sky Airline's management was also not cooperative in dealing with its employees queries and complains and employees continuously feel threatened of losing their job. This all resulted in loss of customer confidence and loss of luggage in additions to complains.

变更管理和推荐——Change Management and Recommendations

Managing change successfully can benefit the Sky airlines in many ways. The company can respond faster to customer's demands, it can also help to align the resources within the company; change management allows companies to assess the overall impact of a change; Organizational effectiveness and efficiency is maintained or even improved by acknowledging the concerns of staff; Employee performance increases when staff feel supported and understand the change process (Burnes, 2009). The management of Sky Airlines must understand that managing change is not an easy task and requires a broad set of skills and expertise. The initial task to do is to assess the current organization position and evaluate the organizational performance by taking into consideration the current environment, the organisational structure, working patterns, organisational behaviour, employees' requirements and other aspects related to change(McCalman, 2008). Speaking to the employees and taking their views on change will reduce the resistance and conveying to them how change will bring in improvements helps in staff feel supported and satisfied. The important task that the management must carry out is to slowly and gradually change the current culture of the organization (Brooks, 2009). Lewin's three step model (Mullins, 2007) can be applied by unfreezing the current behaviour of the organization and creating motivation and confidence among employees. It takes effort to convince the disadvantages of the current culture. New attitudes and behaviours can be introduced in change step and finally refreeze it by reinforcing new behaviour different methods. An effective approach to change reduces the risks associated with change (Gonclaves, 2007). It can also provide a way to anticipate challenges and respond to these efficiently. The management must introduce cooperation between employees and encourage team working by providing benefits and rewards for doing the job well. The management must make sure to control all the aspects of the organization, resolve conflicts, and listen to complaints of the employees and tend to their queries. The management must keep in mind that if change is not managed properly it can lead to decline in organizational performance, constant conflicts, uncertainty, risks, reduction in productivity, and resistance from employees and failure to implement change altogether (McCalman, 2008).#p#分页标题#e#

When change is initiated in an organization, employees may be concerned and reactive if the change is forced rather than managed. The management can explain to the employees its change approach through a systematic way by justifying the need for change (Burnes, 2009). If possible, the management can engage employees in the actual decisions or activities needed to bring about the change. This can also help in reducing stress and any confusion. Through managed change, an organization can plan the procedures to implement the change and allocate resources. With the appropriate resources, any problems that arise before, during, or after the change can be quickly and efficiently addressed (Burnes, 2009). When a company manages change, communication is streamlined, more direct, and more effective (Mullins, 2007). The chance of success relies on effective and timely communications. Lastly the company can make good use of John Kottler's 'eight steps to successful change model' (Elearn, 2005). Each step recognizes a principle Kotter identified, relating to people's response and approach to change, in which people see, feel and then change. Kotter's eight step change model can be summarised into increasing urgency by inspiring people, making objectives; building a team by getting the right people with the right emotional equipment and at the right time and at the right mix of skills; getting the team to establish a simple vision and strategy and focusing on emotional and creative aspects necessary to drive service and efficiency; communicating, involving as many people as possible; removing obstacles and enabling constructive feedback and lots of support from leaders, reward and recognise progress and achievements; fostering and encouraging determination an persistence; encouraging on-going progress reporting and highlighting achieved and future milestones; and reinforcing the value of successful change via recruitment, promotion, new change leaders, and lastly weaving change into culture.

总结——Conclusion

Change management entails thoughtful planning and sensitive implementation and involvement of the people affected by the changes. If management force change on employees, problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing organizational change, ask before implementing change: What does the company want to achieve with this change, why, and how will it know that the change has been achieved? Who is affected by this change, and how will they react to it? How much of this change can be achieved and what parts of the change does management need help with? These aspects also relate strongly to the management of personal as well as organizational change.

Sky Airlines can resolve most of the issues related to change by just following the basic procedures of the theoretical knowledge of change. Its major problem was loss of efficiency and organizational performance due to employees' conflicts and lack of cooperation between them and employees of Arrow Airlines. Training and development of staff, effective communication of business agenda, resolving problems for employees relating to change, involving them in planning and decision making; are some of the procedures which the company can adapt to successfully implement change.