Analyze and describe the issues faced by Malescowski and the company and the reasons for these issues.

Company times are tough and the realization that people form the most prized asset of any organizations, there is need to attach the greatest value to their well-being for the best overall organizational performance. There are various issues faced by Malescowski and the company. These issues involve; ethics, poor management and coordination.  Efficient work coordination and management amongst various departments and employees are effective tools for success within any company and forms the focus of its human capital. Malescowski and the company lack proper Human Resource Management skill. The problem which has impacted the relationship between the company and Malescowski developed out of misunderstanding and proper corperation. Ethics is the ability to differentiate between what is right or wrong on the basis of an individual’s moral principles. On the other hand the legal aspect aims at regulating and solving ethical dilemmas.

Ethical and legal responsibilities go hand in hand ensuring smooth running of an organization and also have a great impact on the employee’s attitude and behavior towards their work. According to Vandenhoff (2009) “the importance of ethics in business is: it sets the tone for a business’s success or failure.” Malescowski and the company has demonstrated business failure in the last decade, the challenges in regard to its human resource management have been slowed that growth. This is with specific reference to human resource management violations within the organization. One area in which Malescowski and the company has violated human resource management ethics is the psychological contact. According to Leazes (1995), “an individual’s belief regarding the terms and conditions of a reciprocal exchange agreement between that focal person and another party … a belief that some form of a promise has been made and that the terms and conditions of the contract have been accepted by both parties.” This has been more to do with the failure of the company to keep its promise. Describe a strategy for changing things that would help resolve the situation at hand. The analysis of the company’s illustrates that business success was achieved by giving the authority to grow to the head of each of the functions. This has led to the continuous growth of the three units (Operations, Sales, and human resources management) as independent units with distinct culture of operations.  The resulting is a business unit that cannot is not integrated to respond effectively to the demands of the customer. To effectively reap the benefits of change, the purpose of change must aim at integrating the operations of the units. Within this perspective, the role of the manager to play the role of a technician whose core duties is to take rational path in light of the established knowledge to effectively manage change. This perspective remains the focal point of reference in organizational literature that forms the foundations of decision making. This is because of the underlying factor that change management is multifaceted discipline which affects the life of individuals, groups, organization, societies and nations and as such organizational change is best achieved by setting a clear objective, carefully planning all necessary tasks, and following a detailed plan.

Describe a strategy for changing people that would help resolve the situation at hand. The maintenance of high ethical standards and laws within an organization is of supreme importance to the organization. This is because it does not only define business success; poorly trained human resource management can become very costly to an organization. Their decisions in regard to people may generate a flood of legal suits if not properly handled by trained personnel on relevant laws and ethics. To ensure compliance both ethically and legally, the organization has to carry out some changes in various aspects of management. These include (a) review of the policies and procedures bearing in mind the suggestions of the employees done regularly as needed. The update will address ethical dilemmas promoting a sense of belonging and aid in reporting suspected unethical conducts. Introduction of performance appraisal forms should be embraced the help in access performance of the employees and to reward those upholding the code of conduct. (b) Change of approach. The current approach used in the organization is compliance type which emphasizes on prevention, detection and giving punishment on misconducts in accordance to the organizational culture.

Organizational change is best achieved by setting a clear objective, carefully planning all necessary tasks, and following a detailed plan. The above statement is very true given the fact that failure to articulately effect change in organizations has led unnecessary internal and external conflicts that breed business failure. In fact, competition has gone global and the market and industry dynamics have necessitated the need for companies to make concerted efforts streamlined towards ensuring that high quality goods and services are offered in the market at competitive prices. This has resulted in the adoption and implementation of several tools and strategies in change management geared towards the aforementioned goals attainment. Put yourself in MalescowsKi’s place and discuss what arguments to present to the union. Suppose I’m the MalescowsKi, I would present the following arguments to the union. Mobilizing support for change In the implementation of change in an organization, Anderson & Anderson (2001) illustrate that “there is need for support mobilization for change intervention in an organization. “This calls for the preparation of people for change before change program implementation. This is necessary for everyone to be part of change and embrace it fully.

In this line new department of company will have to carry out mobilization for change before its implementation in the bank. Building change capability Effective change management requires an appropriate change capability (Anderson & Anderson, 2001). The present world of business is quite dynamic and competitive and for the new department of the company to effectively compete for a sizable market share, it must be reinforce its CRM approaches in the market. This therefore calls for change of a number of operations continuously that also encompass and affects the three currently independent departments in the company. People and Change in the company The process of change in the company must comprehensively take into consideration the below stated change process strategies.

  • Cognitive tuner
  • People catalyser
  • Efficacy Builder
  • Systems Architect

Cognitive tuner – the prevailing mindset – process of reflection – occurs through dialogue and conversation and draws the support of all employees. The prevailing mindset is best directed towards creating an enabling environment for change.  Towards the enhancement of this mind set, company should improve the following aspect .There should be free interaction among the employees of the different departments whether they are at the top management or at the bottom.

In this regard, company will not only be reinforcing a collective approach to responding to the demands of the customer but will also reinforce the culture of collective responsibility. Principles in change management Building guiding teams which involve putting right people in right positions “These people should have the right commitment level and the right mix of skills” (Koter, 2010). Right people make the right team which not only work together but also drive the company towards a given desired direction. In their push for continuous strive for success, company must live to this principle.