Change is part of the enterprise’s successful realization of the daily life of the enterprise. The first topic to be explored is the use of power in influencing an organization. Next is the second theme, we will study the role of communication in an organization at time of mergers and acquisitions to assist the staff to carry out this process.. Finally, we will look at the way to facilitate change, not only help in the process of organizational change but to reduce the pressure and deal with employee resistance.
The use of power in influencing an organization
There are many types of power, and management can utilize power for the motivation of employees, while others can utilize pressure or discipline based power to empower representatives to finish the work. As indicated by the five power bases, there are three different sorts of power that are legal, expert and referent power (Podsakoff & Schriesheim, 1985). Every power is based on a different style while their goal is to create an effective way for change. It can been seen that each of these powers is different in their nature and the way they lead to the desired outcome of the organization (Podsakoff & Schriesheim, 1985).
Every organization conducts learning processes and people with power have a say regarding the content and influences of the process. The Learning organization concept focuses on the way organizations learn, and can also describe the type of organization (Kirkebak & Tolsby, 2006). Organizing existing systems and processes may promote an environment in which the learning process is not just an activity, but an organization that continues to work. In this case, learning will become part of the organizational culture and play an important role in making the business more adaptable to changing the environment and more effective the performance (Shafritz, et al., 2016).
The concept of a learning organization, introduced by Mr. Peter M. Senge, emphasizes that learning organizations create a situation that supports learning as well as enables the organization to develop and push ahead, in this competitive business condition. The thought is to advance the learning condition and make learning in a sustainable procedure that makes growth and development possible (Kofman & Senge, 2010).
In 2010, due to brake failure, Toyota had to recall a large number of vehicles, many companies are considered the best example of a learning organization. In the year 2007 Mr. Katsuaki Watanabe, President of Toyota wanted to create cars which are more environmentally friendly(Motortrend Magazine, 2010). Since then, Toyota has maintained a level of quality and reliability by emphasizing on research and development as a continuous process rather than a one-time event. The mass circle brought more unity among the employees to evaluate the car and its different areas in a productive way to seek improvement (Motortrend Magazine, 2010).
The power used in the organization is not mandatory, but to a certain extent, it is designed to help the organization become an expert in team building and communication among all levels. Of Staff members have the right to freely share their views, even for those who are in senior positions, the company or to improve the quality of the goal of self-sharing, these goals in terms of quality are sometimes unreasonable (Mossholder, et al., 1998).
The question raised here is that what drives the organization as a learning system, and how does the leadership ensure that the organization becomes a learning organization in this process of change. Tak8e a look at Elon Musk’s example and how Tesla and SpaceX can change the way organizations learn. Allen did not use coercion to guide change, but to use incentives and expert power to make people confident in the right way to complete the work (Pfeffer & Salancik, 1978). The two institutions of the engineers believe that with the development of the organization, he is more of a learning inspiration, some people see the opportunity, they see roadblocks, which is SpaceX from 2008 bankruptcy back. Musk ensures that he creates the vision of the organization, and everyone shares one, and then he inspires them to work in the same direction (Kessler, 2015). These companies, who are thriving in destructive innovation, learn every day as part of their culture. Through the power of leadership change is not punishment or reward, but to help create an organization want to exist in the system and to ensure that they continue to learn so that their growth process and continuous process (Pfeffer & Salancik, 1978).
It can be seen that world technology organizations like Google are now out of the comfort zone to ensure that they become learning organizations, where learning is the core of culture and the arts and even the organization. While this has long-term benefits, every new project uses the Google helper and Google Glass every day and the organization has groups to guarantee that they utilize the task’s prosperity or disappointment in different regions. The thought is to encourage the innovativeness of the staff, bringing about more development and incremental changes inside the organization (Bersin, 2008).
When I reflect on the different theories and ideas identified with influence and hierarchical taking in, the key picking up thing for me is that in a learning organization, the way toward profiting is not accomplished by intimidating power, but rather to encouraging individuals. By making a culture of greatness. This not just enables individuals to approach to play their own, yet in addition to guaranteeing that they improve comes about than different associations. At my current workplace, the management takes feedbacks and reviews before making any changes so that no employees feels left out and can cope up with changes in a positive manner. The SMART objectives for my learning and development would be making learning a continuous process and creating proper plans and modules. Change require a fixed time period and weekly updates should be sent to my manager along with creating a track of changes. This would help me in becoming a manager in future and to use authority with a positive outlook.
While the role of the power in administration change is important, the utilization of power can help a learning organization that enables the senior administration to advance change procedures and direct human feelings to guarantee that there is no change (Brass & Burkhardt, 1993).
Organisational communication strategies and their importance in mergers and acquisitions
Employees on lower level are usually confused when they see the organization communicating to them through various channels. So it is important for business to help the staff to understand what happened and how it will affect their career and life in the organization (Sturges, 1994). The process of the sense making plays an important role as it simply gives a background to the process and explains the occurrence of certain things. Sense making is a social process that helps people to relate their interpretation to their behaviour and allows them to establish a relationship between what they are doing and what they are thinking about. The idea behind this process is to help them make adjustments. In order for this process to function, the explanations provided need to be credible and should convince people the ongoing process is reasonable (Klein, 1996).
M&A(Mergers & Acquisitions) is part of today’s complex and vibrant business environment. They not only help organizations get out of bankruptcy and shut down their business, they can also lead them to become the largest industry, resulting in healthy incomes in their sectors. While the merger can be viewed as two equivalent creating a bigger organization, yet there is a more threatening occasion, an organization assumes control over another organization (Kavanagh & Ashkanasy, 2006). While the explanations behind mergers and acquisitions might be extraordinary, one thing stays sure that the two organization do not just join assets related to money but in terms of employees as well. This is the place the organization needs to guarantee that the staff does not panic as this has a negative effect on their reputation. The requirement for open communication in this procedure is compulsory, so that representatives are in the normal cycle of progress (Schweiger & Denisi, 1991).
In 2006, the global transformation plan was announced by Pfizer UK and it had to decide a strategy on how to deal with the staff in UK. With the major restructuring and layoffs of the country and the closure of the offices, employees had a reason to worry that the company decided to communicate with two senior executives, one from the sales department. They had developed a clear strategy through formal meetings with staff representatives and in less than 24 hours they decided to go ahead (DePamphilis, 2010). The management was always ready to have meetings and in July 2007, the organization received another authoritative structure, the two directors held an unusual meeting in a day, the staff was introduced with their new managers. They also utilized video journals to record the perspectives of salesmen at the ground level so that they can see this in meetings where everyone in the organization gathers together. The idea was completely transparent and was responsible for the ownership of the transition process (DiFonzo & Bordia, 1998).
Toward the finish of 2016, Microsoft acquired LinkedIn, a professional networking website for $ 26.2 billion. The arrangement is bits of gossip in the course of recent months, which implies that Microsoft now had plans to combine its framework with LinkedIn to guarantee economies of scale and advantage the organization. Chief Executive Jeff Wagner’s first thing to confirm was dealing with a transaction to send an internal memo to all employees, even if the two companies wanted to work together, they still act as an independent body (The Market Mogul, 2016). According to this memorandum, a key point was that the impact of Wagner’s guaranteed employees would be minimal and the organization hopes to take a similar culture and qualities as some time recently, under a similar administration group. In the meantime, the effect on the day to day life of representatives was additionally thought to be insignificant. Leadership had vital to come and ensure that they share data with all workers and keep the cycle as a consistent procedure (The Market Mogul, 2016).
Upon reflection, I notice that mergers and acquisition procedure might be a timely and entangled process and it is significant for workers at each phase to know the relevant data as opposed to excessive data. The means to initiate a conversation and speak with workers at all levels can assume an important part in the accomplishment of mergers or acquisitions. The SMART objectives here would help me learn how people behave when they work with other people. I will try to conduct an experiment by introducing a receptionist from recreation centres to accommodation with the help of management and weekly interviews would be done to know regarding her views and performance. The time required would be 2 weeks, so that operations are not affected.
Thus, it can be seen that the process of mergers and acquisitions may be the time for employees to feel uncertain about their roles and relationships with the organization. Management should ensure that employees are willing to accept changes and actively participate in the way to communicate (Schraeder & Self, 2003).

The role of facilitated change approach to reducing stress and emotional transitions in a change initiative
The process of change may be a difficult process, as it is determined by management and they take a step to change so that employees can adjust to the changes instead of standing up to it. It is really important to understand that the approach is taken by the organization and it usually depends on cases of a complex business environment (Barrett, 2002).
The way to promote changes is to organize a more coherent approach to change, where the involvement of employees in key decision-making that affects the organization and the role played by the staff ensures that the process of organizational change is likewise thought to be critical (Burke, 2002). We can see hierarchical advancement as an idea utilized by associations to enable them to manage the relationship of senior administration along with workers. It includes the utilization of technology, for example, group building, feedbacks to enable managers and workers to impart their perspectives to each other so as to change in a more comprehensive manner (Burke, 2002).
Take a look at Mathew Key’s example of how to start O2’s “positive bias” and encourage employees to be encouraged to be proud of what they are doing and to create a culture of more capable employees. The formal project uses the appreciation survey (AI) approach, which led to the introduction of numerous employee projects across the company, allowing the ground level staff to move forward to help customers experience O2 (Mathews & Hirsch, 2000). These thoughts prompt worker cooperation as far as approach, as well as in certainty as individuals stepped up with regards to finishing the work, while a front-end call centre team is currently a one-stop arrangement, not simply to tackle a few clients request. All of this is based on helping to improve the customer experience that is now radically changing through organizational work for a convenient way rather than a direct way that allows employees to perceive power and create a communicative relationship (Worley, 2013).
The process of change itself is like this, as people resist this process because they are uncertain about future implications, which may hinder the entire organization. While the way to deal with change rolls out it less demanding to improvement, it is vital to comprehend and manage the parts of change, stress and emotions are genuine and should be routed to get the correct arrangement (Ashford, 1988).
Kurt Lewin’s force field analysis focuses on driving and resisting two pairs of forces. It is important here that the organization first lists the factors that may contribute to the process of change, followed by the same factors. Once these two components are said, each factor is given an esteem, and the total is included. The last aggregate of the driver or resistor is high, and the association is making the following stride (Schein, 1996).
When I reflect on facilitated change along with managing individual emotions, I feel that an organizations needs to operate in an effective way to achieve the best outcomes, not only to change individuals’ cooperation as well as to resolve all their inquiries. The general population is most influenced by the change procedure and they should be the part of change cycle and ought to answers to all their inquiries. The SMART objectives which I can use for my development is to learn the importance of individuals emotions. I will try to conduct a small experiment with help of management in which the rostered shifts would be shuffled. This would help me in understanding reactions and views of people towards change on their shifts every week.
Apple is a renowned organization of innovation throughout the years, the association has experienced a considerable measure of changes and has formed into the present nearness. The organization likewise acquired the advancement procedure of progress administration, an important aspect of this process is the way they managed their staff. In 2014, Apple shut 20 of their store, as they wanted to reopen them as megastores, but all this caused a heavy shock in the company (Forbes, 2010). People, especially Apple store employees, began to worry about their work. However, the company soon calmed them down. Even if the stores had been redesigned to other stores they ensured cooperation of staff with the company. The idea of this change is that the company promptly informed the staff and decided to take action so that they can make a change to the possible impact that they do not resist the change, and actually accept the same change easily (Forbes, 2010).
The above topics and related examples gives me a clue as to how some organizations can adopt the process of change and the measures were taken by the administration to guarantee that the procedure is directed in a productive and effective way. SMART objectives will assume a key part in the general learning and improvement of every subject. Change is not simply part of the organization’s life, but rather helps them grow and move forward and no such change will stagnate or even no longer exist.

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