Organizational Change Management for Administrative principles

Discuss about the Organizational Change Management for Administrative principles.

Introduction

Change management is a process that includes a change that has been implemented thoroughly and smoothly within the organization. The changes should bring about the benefit to the organization in every aspect. The significant impact lies on the people who are associated with the organization. The changes that occur in the organization ranges from simple to major and impactful changes in policy or strategy that are implemented to increase the efficiency and potential of the organization

This essay would discuss the change management that occurred in New Zealand post. There were significant changes that were implemented in the organization after the decline in the letter volume a few years back. The management decided on an array of strategic changes to revive the services and increase efficiency.

In this essay, administrative principles by Henri Fayol, Human resources perspective: Theory X and Theory by McGregor and contingency and system perspective are discussed in details and their application in the new Zealand post are cited as examples.

Administrative principles (Henri Fayol)

Administrative management theory by Henri Fayol developed 14 principles for the organizational structure and management. Implementation of these principles would enable the company to compartmentalize the structure of the Company (Shafritz, Ott & Jang, 2015).

Key points:

Implementation of these 14 principles would enable the company to compartmentalize the structure of the Company

These principles would improve the control and co-ordination within the organization

New Zealand post has adopted some of the principles of Henri Fayol such as division of work has been able to organize and compartmentalize their departments to bring out the optimum output. As they have divided their work into logistics, front line operations, IT system, transport system, and back-end operations. Every department consist of people how have expertise in their job, which enables increased efficiency and minimization of time. The principle of Discipline states that discipline with the organization is very important and New Zealand post had implemented new disciplinary codes to maintain the balance within the organization. The administrative principles by Henri have been instrumental in changing the way the company worked before (Gürbüz, ?ahin & Köksal, 2014).

Human resources perspective: Theory X and Theory Y (McGregor)

Douglas McGregor propagated the Theory X and Theory Y. The theory suggests that there are two fundamental approaches to managing people within the organization.

Key points:

Theory X indicates authoritarian approach where employees work in a repressive environment, which affects their efficiency adversely.

Theory Y indicates a participative environment where workers are allowed to participate in various aspects of the organization, which concerns them. They are allowed to state their opinions (Russ, 2013).

Leigh Jamieson with the HR department adopted theory Y and came with the changes was performance was measured by ability, motivation, opportunity, and direction. The change management implemented was; individual development plans were introduced to elevate the ability of the workers. New recruitment strategy was introduced to enhance the motivation of the new and existing workers. The structure was redefined to provide new opportunities to the workers. The new leaders of the organization to revive the performance and efficiency provided the direction. These measures were helpful in restructuring the company. It helped rejuvenate the old and nonprofit nature of the company to a reputable and reliable company of New Zealand (Lawter, Kopelman & Prottas, 2015).

Contingency perspective

Contingency perspective approach suggests that there is no certain best way to manage an organization. Management needs effective planning, leading and controlling qualities that should be based on the environment and the situation of the company. 

Key points:

• Every organization is unique and thus can be managed in different ways. The external environmental factors are instrumental in influencing the organization
  
  
• Factors like the size of the company, technologies used and environmental changes and uncertainty are the determining factors for the theory (Kim, et al., 2014).

In 2013, New Zealand post started an initiative to revive their decline in revenues collected by their postal services. The letter volume dropped due to increase in the usage of the digital platform for the exchange of information. Thus, New Zealand post changed their strategies and incorporated many new things to revive their then current situation. They introduced new initiatives that were divided into areas such as delivery, retail, parcel and financial services. The changes were made to make their service more lucrative and efficient. The change in the people's usage of technology has compelled the company to focus on their digital services like tracking of the parcel (Jacobs, van Witteloostuijn & Christe-Zeyse, 2013).

System perspective

The perspective system approach suggests that the operations of an organization are highly dependent on the environment and technological factors. It focuses on the efficiency of the business strategy, systems, organizational structure and job roles (Mu, Kirsch & Butler, 2015). 

Key points:

Technology and environment is instrumental in operations of the organization

Technologies should be used in every aspect of the organization.

New Zealand changed all the systems that were instrumental in running the company recently to increase the efficiency and management of the company. The changes were mainly in the parcel, retail, delivery and financial services. They incorporated the use of technology in every step of their operation so that the customers and the internal management get the clarity of the process of the functions that takes place. For example, in the delivery process vehicles will be used from now (Hayes, 2014).

Conclusion

This essay is reflective of the fact that the change management that occurred in the New Zealand post has brought along some mile stone changes in the organization. The changes were mostly positive which indicates that the models and theories implemented were adequately and successfully. People working in the company accepted all the changes gradually and helped eth organization implement them as smoothly as possible. Administrative principle helped them to restructure their existing set up to improve their efficiency. The implementation of the theory Y of human resource perspective helped them to motivate their workers in a positive way. Contingency and system perspective helped New Zealand Post to fight the internal and external factors that were instrumental in the decline in their efficiency and letter volume. This essay indicates that change management if implemented adequately can be bringing along positive changes in a company.

Reference list

Gürbüz, S., ?ahin, F., & Köksal, O. (2014). Revisiting of Theory X and Y: A multilevel analysis of the effects of leaders’ managerial assumptions on followers’ attitudes. Management Decision, 52(10), 1888-1906.

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Jacobs, G., van Witteloostuijn, A., & Christe-Zeyse, J. (2013). A theoretical framework of organizational change. Journal of Organizational Change Management, 26(5), 772-792.

Kim, T. H., Lee, J. N., Chun, J. U., & Benbasat, I. (2014). Understanding the effect of knowledge management strategies on knowledge management performance: A contingency perspective. Information & management, 51(4), 398-416.

Lawter, L., Kopelman, R. E., & Prottas, D. J. (2015). McGregor's Theory X/Y and Job Performance: A Multilevel, Multi-source Analysis. Journal of Managerial Issues, 27(1-4), 84.

Mu, E., Kirsch, L. J., & Butler, B. S. (2015). The assimilation of enterprise information system: an interpretation systems perspective. Information & Management, 52(3), 359-370.

Russ, T. L. (2013). The relationship between Theory X/Y: assumptions and communication apprehension. Leadership & Organization Development Journal, 34(3), 238-249.

Shafritz, J. M., Ott, J. S., & Jang, Y. S. (2015). Classics of organization theory. Cengage Learning.