Team-Building and Problem-Solving

TEAM-BUILDING AND PROBLEM-SOLVING 8

Team-Buildingand Problem-Solving

LO3Ableto apply knowledge of impact of change in business

Changeis indispensable in the business environment. However, businessowners, employees and managers do not always embrace thetransformations. This occurs because workers are reluctant to leavetheir comfort zone because they are afraid they might be unable toadjust to a new work routine. Introduction of change often face highresistance and may lower productivity of employees since they requirelearning new skills. However, business strategists claim that theshort-term anxiety business changes cause is worth because it canresult in long-term benefits. For instance, the changes ensure that abusiness is using the latest communication technology that enhancesinnovation and efficiency (Davey, 1981). Besides, new businessmanagement techniques can help to improve workers’ attitude, aswell as performance level.

3.1Usetheory to explain human reactions to change

Humansreact to business changes differently. According to B.F Skinner,humans can adopt new behaviors through operation conditioning.Workers suffer from anxiety immediately changes are introduced in abusiness because as they may require learning new skills. Forexample, employees that are used to receiving notifications throughprinted letters might find it challenging if a company introduces apolicy of sending online notifications (Burke, 2002). Fear is a majorreaction to many employees. Some people resist change because theyare uncertain they have the ability to learn new tactics. The theoryof condition learning asserts that the management should implementthe changes amidst the resistance. Over time, workers will adjust tothe challenges through acquiring new skills that will that will helpthem to address the challenges conveniently (Schachtman &amp Reilly,2011).

Workerscan also respond to business changes by anger. This is a behavioralsequence associated with resistance theory. Angry workers may resignfrom their positions after introduction of new management policieswhile others might engage in industrial action. The objective ofengaging in resistance theory is intimidating the management torevert to regular operation tactics.

Sometimes,the employees’ attitude towards business changes is may be slightlypositive. This attitude is described as ambivalence because theworkers are uncertain towards the changes, but they are determined toadopt them. According to the motivation theory of change, ambivalentbusiness attitude is valuable because the workers are readycollaborating with the staff in charge of implementing the changes(Davey, 1981).

3.2Makejustified recommendations for implementing change in ABC Printers

ABCprinters may require introducing new business policies after hiring anew manager. Each leader has a unique leadership strategy intended toenhance the profitability of a business. A new manager may recommendchanging the technology the company is using in the manufacturing ofits products. This means that the entire staff will require learningnew skills required for operating the new technology (Eskerod &ampJepsen, 2013).

Second,the market condition can also influence ABC printers to introducechanges. For example, the inception of 3D technology has made printermanufacturing companies invest in research and development teams(Eskerod &amp Jepsen, 2013). ABC Printer Company will also need toallocate capital and physical space that would shelter the team thatwould be responsible for improving innovation of the company’sproducts.

Finally,the economic recession has put many companies under financialstrains. ABC printing company is no exception. As a result, thecompany has been downsizing its staff through layoffs and earlyretirement. The managers then ensure the reduced workers can deliverthe same amount of work they could handle prior to downsizing throughoutsourcing some products and skills (Samson &amp Bevington, 2012).For example, the organization can hire a third party human resourcefirm to manage their employees. The change from in-house employeemanagement to a bureau service may face resistance in the initialstages until the workers familiarize with the new work plan.

3.3Makejustified recommendations for achieving attitude change amongst agroup of stakeholders in ABC Printers.

ABCPrinters primary stakeholders include the workers, businessfinanciers, customers, and administrators. Achieving attitude changeamong each of these groups requires a unique approach. First,managers can enhance motivation of employees with reduced moraletowards their present work through increasing remuneration.Researchers attribute monetary incentives to the best performingworkers as a powerful motivation and instrument for change. Accordingto the ABC case study, the company had been losing business becausethe staff is often unable to deliver the products as fast as thecustomers demand (Bessette, 2004).

Promotingteamwork among the ABC staff can also enhance attitude change amongthe employees. For example, the design and marketing managers facedstiff opposition after proposing that the company required reducingthe operation costs, as well as improving the quality of services.Some staff members strongly opposed the suggestion because themanager was relatively new. Teamwork can change the attitude of theentire staff as it fosters good relationship. The inexperiencedemployees can also learn from the skilled professionals. Knowledgeacquisition encourages improves motivation, which is necessary for anindividual’s attitude change of the entire staff (Bessette, 2004).

4.1How culture influences performance in ABC printers

Justlike in any other Organization, culture plays a major role at ABCprinters. Amongst the cultures found in the organization, include theculture of power and role.

Thepower culture is sometimes defined as a web with the spider sittingin the Centre. This is so since the organization is situated in theCentre of ever widening intimates and influences. The growth of theorganization is directly affected by the power that connects theintimate’s influences just like the way the spiders web determinesits stability (Goff, 1980).&nbsp

AtABC printers the culture of power is depicted by the way, theorganization develops its staff through creating long existingrelationships. For example, Julia McClatchie who is now the prepressmanager is recorded to have joined the organization in the year 1993.This was after she completed a degree in visual communication. Thislong lasting relationship creates the power of friendship, which goesa long way in job satisfaction of the employees and betterperformance. Further, the individual power also plays a great part inenhancing performance. For example, through McClatchie’s variousexperiences in the printing industry during her teen years she hasobtained abundant experience. In addition, she is said to major indesign an artwork in her education This enables her to enhancecustomer satisfaction by provision of visually appealing and costeffective designs. This depicts her power in provision of effectiveservices for the organizations benefit (Goff, 1980).&nbsp

Further,the culture of role culture is frequently illustrated as a buildingthat is supported by columns and beams. The building is supported bythe roles played by each column in keeping the building up. Similaryin organizations, each employee keeps the organization running byplaying their key roles. The extent to which employees performdepends on their level of specialization on their roles. The higherthe specialization, the more knowledge and skill they possess tocarry out their duties.

4.2The climate of ABC printers Ltd. Marketing and Design work group

AtABC printers, MoosieMcclatchie is the sales manager. He joined ABCprinters part time in 2007. Later he graduated to become a full tobecome a fulltime sales manager. The period he has been in theorganization illustrates how the role culture is developed. The timespent in an activity makes a person to develop skill. As the popularadage, “practice makes perfect.” Moosie McClatchie has developedhis skill out of experiences in doing sales repeatedly. This has madehim very good at sales. In addition, Moosie is described to obtainhis skill in the area of customer service delivery from hisbackground in trucking and transportation management. He is describedas trying to educate customers on the most efficient and costeffective printing options. Further, his main desire is to make surethat customers obtains jobs that fit with their budgetary needs,right quantities, cost effective and that are delivered on time.This is the culture of role as it works in ABC printers.

Theclimate of ABC printers Ltd marketing and design work group seems tofavor group work and hence it natures teamwork. For example, JuliaMcClathy, the prepress manager works hand in hand with Becky Johnson.This is despite the fact that Julia is depicted as an excellentprofessional in her line of duty. She goes against the notion thatindividualism is a common habit amongst professionals. Mostprofessionals, especially in the service industry, are said to have apersonal touch with what they do. As a result, they will undertakeall their duties without any chance of delegation. Becky Jonsonprovides Julia with assistance in all aspects such as graphic design,prepress and copying. The ability of people to work together enablesthe organization to benefit from synergies. Synergy enables teamworkto have more impact than a single individual. Such a working cultureinitiates self-motivation at the place of work. It enables employeesto gain interest at what they do. Further, the mere interaction withprofessionals molds junior employees. As a result of job satisfactionemployees become more productive. In addition, the work climatereduces work related stress that goes a long way in attainingperfection and reduces work related accidents, frequent employeeabsenteeism, indulgence into odd behaviors such as Alcohol and drugabuse. The avoidance of all these habits goes a long way toenhancing employee performance (Hoppock, 1935).&nbsp

4.3recommendations for improving performance for marketing and designwork group

Inorder to improve employee performance employees need to be part of acompelling future.ABC should create a compelling future for theemployee and set meaningful targets to be achieved. Further, themanagement should become transparent by sharing information thatrelates with the employees. Finally there should be fair remunerationfor the employees (Algieri, 1996)..

References

Burke,W. W. (2002). Organizationchange: Theory and practice.Thousand Oaks, Calif. [u.a.: Sage.

Schachtman,T. R., &amp Reilly, S. (2011). Associativelearning and conditioning theory: Human and non-human applications.New York: Oxford University Press.

Bessette,G. (2004). Involvingthe community: A guide to participatory development communication.Penang [etc.: Southbound [etc..

Eskerod,P., &amp Jepsen, A. L. (2013). Projectstakeholder management.Farnham, Surrey, England: Gower.

Samson,D., &amp Bevington, T. (2012). Implementingstrategic change: Managing processes and interfaces to develop ahighly productive organization.London: Kogan Page.

Davey,G. (1981). Applicationsof conditioning theory.London [usw.: Methuen.

Algieri,F. (1996).&nbspSynergyat work: Spain and Portugal in European foreign policy.Bonn: Europa Union Verlag.

Goff,J. (1980).&nbspTime,work &amp culture in the Middle Ages.Chicago: University of Chicago Press.

Hoppock,R. (1935).&nbspJobsatisfaction,.New York: Harper.