Analyzing Change Process and Forces for Change in Organizations

Forces of Change

1. Compare And Contrast Various Conceptualizations Of The Change Process. ?

2: Examine The Forces For Change In Organizations And Where Resistance To Change Comes From. Analyze The Different Types Of Od Change Interventions?

In today’s time, there is change in workplace where employee-friendly practices are employed by the new generation of companies such as telecommuting as a way of attracting millennials. There is a fact that leaders are embracing a new employee’s breed nowadays where they are seeking to capitalize it (Calk & Patrick, 2017). This fact of new employee’s breed perceives the workplace desiring to get enough experience from them and promising the stability in job from a self-fulfilment point that means nothing to employees. Employees always seek for better opportunity without any hesitation where they can express themselves freely the modern art concept (Gong, Ramkissoon, Greenwood, & Hoyte, 2018). Though, there is direct impact and connection with the company or community through philanthropy or by teaching. Every individual from the start is defined by the social and economic climate with a difference in social structure and family dynamics. This led to the generation gap moving towards the different approaches to the stereotypes and workplace (Kloefkorn, 2016). This report will analyse the case study titled “Millennials in the Workplace” and it will also evaluate force for change, structural change and changes related to Baby Boomers.  

There is a difference in today’s millennials than previous generations when relating to compensation methods, workplace benefits, job stability, work and life balance, and social responsibility. In organisations, millennials are change the way of managing and operating style of managers while being a major labour force within 20 years from now. Therefore, to know the value of Millennials and adapting them as employees in the workplace well is more than important. Millennials compared to previous generations stress more about unforeseeable financial risks. Hence, millennial employees are provided with financial securities by organizations like 401(k). In 2012, according to the MetLife’s study, there are 72 per cent of Millennials worrying about incomes losses happening sudden which shows 15 per cent higher than Baby Boomers (Neck, Houghton, & Murray, 2016). About 63 per cent of Millennials are not able to bear medical costs which are uncovered showing 15 per cent hype than Baby Boomers. MetLife is a universal provider of employee benefit programs credentialed and expertise in the study conducted which provides reliable and credible results. Millennials worry highly for unforeseen financial risks kinds than Baby Boomers as results indicated. There were more job securities provided by organizations along with Millennials at large participating in 401(k) plans to the employees. Millennial look for the workplace according to their freedom for making choices and also having an impact while for leaders, the environment is created for offering greater freedom.  

Structural Changes

Millennial employees are adapted well by most of the companies, for instance, the company named “Banana Republic”, started with a result-oriented work environment (ROWE) as a clothing retailer for helping its millennial employees at its two headquarters to achieve work and life balance. There are many various examples such as the company named General Electric creating benefits of personalized suite that provides greater choice and flexibility for meeting better needs of diverse workforce globally. In a positive way, the shift in companies has impacted the workforce where a young individual has asked to do better than his father along with having better benefits. But, there is also an expectation for him to produce highly than his counterpart. Furthermore, there is a great help of technology in accelerating transparency as it cut down the bureaucracy levels (NT, 2011). Within the entire organisation, soliciting input is getting easier due to their way of contacting anyone, anywhere and anytime.

The first generation was started to be Baby Boomers that were grown up with the television and stayed home with their large families. They were called to be driven and optimistic also tending to think of their work at first rather than personal relationships consisting friends and family. After recession, Baby Boomers were put to have retirement on hold and continued being a strong workforce majority also named as Baby Boomerangers. This is due to their presence in the workplace at time of age which is not likely with any other generation where they were change cautious. Their unwillingness was not a result of not wanting improvements to seek but due to many of them losing their jobs at the time of previous recessions (Neck, Houghton, & Murray, 2016). This made Baby Boomers wary of broad changes in organisations. Also, the impact was witnesses on them based on structural changes certainly that might be on employees at the time of economic crisis especially. Thus, this is the reason of them being reluctant while confronting changes.  

Conclusion

Conclusively, there are many organisations in the workplace facing the challenge of four different generations at once. Strategic plan, if successful, allows learning skills and integration from each other along with determining factors for such companies to allow the generations successfully in relation to teaching each other valuable lesson and information about stereotypical behaviour which might results in standing apart from one another.

References

Calk, R., & Patrick, A. (2017). Millennials through the looking glass: Workplace motivating factors. The Journal of Business Inquiry, 16(2), 131-139.

Gong, B., Ramkissoon, A., Greenwood, R., & Hoyte, D. (2018). The Generation for Change: Millennials, Their Career Orientation, and Role Innovation 1. Journal of Managerial Issues, 30(1), 82-6.

Kloefkorn, S. (2016, July 28). Organizational change for a millennial workforce. Retrieved from Business Journal: https://www.bizjournals.com/phoenix/blog/business/2016/07/organizational-change-for-a-millennial-workforce.html

Neck, C., Houghton, J., & Murray, E. (2016). Organizational Behavior: A Critical-Thinking Approach. California: SAGE Publications.

(2011, August 14). Managing change by empowering staff.Retrieved from Nursing Times: https://www.nursingtimes.net/roles/nurse-managers/managing-change-by-empowering-staff-14-08-2011/