Organization Change And Development For Online Business Organisation

Background

Describe about the Organization Change and Development for Online Business Organisation.

I have been associated with a retail online business organization of Australia for three years named The Iconic. This particular organization has started its journey in the year 2011 and became popular for its variety of fashionable cloths. I have been working here in the post of junior supervisor in customer service department. At the initial stage, this organization had rendered a craze in the market place of Australia. In the year 2013, the service providers have received a positive response from 500,000 customers from Facebook and 80,000 customers from Instagram (theiconic.com.au 2016). I have experienced that employees are primarily responsible for rendering the success of an organization. In last two years, I have observed that employees inside the organization are unable to communicate with each other properly.

As a result, customers are getting victimized due to the communication gap among employees (Bakker, Tims and Derks 2012). Customers are deprived of getting an effective service process from the employees. In this kind of situation, I have decided to inform my senior managers in this regard in order to draw their attention. Based on my information, the operational managers of my organization took an immediate initiative for investigating the matter in detail (Uddin, Luva and Hossian 2013). The operational managers decided to change some of the organizational strategies and policies so that employees feel interested to communicate with other (Bellé 2013). On the hand, I have also noticed that employee motivation highly reflects on the performance as well as psychology of the employees. This study intends to highlight on how the transition of communication has been implemented within the business strategy and how this particular strategy influences on the service process of the employees.

Figure 1: The importance of communication based on the model of Shannon-Weaver

Source: (Cherian and Jacob 2013)

I personally felt difficulties in order to make an effective communication within the organization. Being a supervisor, I had to communicate with every individual employee personally. In my organization, people from various cultures and background have been appointed in several posts. I am appointed in the post of junior supervisor in financial department. While making an effective interaction with the employees, I had to face difficulties. Linguistic barriers come between the employees and me. In this kind of situation, I personally visited to my operational manager in order to get an effective solution in this regard. Our operation managers decided to take an immediate step in this regard in order to bring a change in this regard. The primary concerns of the managers in implementing communication change are as follows:

• Sharing organizational information with the employees time to time
• Suggesting of using variety of communication pathways, both verbal and non-verbal
• Giving the employees multiple opportunities for sharing their opinion regarding the business goal
• Using participative leadership style at the workplace in order to make a collective decision for the betterment of the business process

Analysis

After taking those initiatives, I have observed a drastic change within my organization. Employees felt motivated for providing an effective service for rendering benefits for the organization. In addition, I also felt motivated to interact with the employees more casually even than earlier. The persons, who are not comfortable to maintain an effective communication with me, were allowed to use non-verbal communication as well in order to share their problems and difficulties at the workplace (Cherian and Jacob 2013). As a result, people felt motivated to interact with the customers as well as with me. Effective communication reflected on the performance of the employees as well. I have noticed and experienced that employee motivation is one of the major factors for rendering the success of the business organization. Those above mentioned factors are one of the major tools for motivating the inward of the employees.

Before implementing the change process within the organization, the operational mangers should identify the problem first. The change process can be defined like this:

• Analyzing the need for change
• Identifying which particular changes need to be done
• What method should be taken for achieving the desired change process
• Recognizing how to sustain with the change process

After facing immense difficulties and challenges to make an effective communication with the organizational employees, our operational managers have decided to implement those change strategies and policies within the service process.

Sharing necessary information with the employees is one of the easiest processes to keep in touch with the employees (Den Hartog et al. 2013). It has been observed that in earlier, the business managers cared a fig to share any information regarding organizational strategy and policy. As a result, employees showed their reluctance for providing their best efforts in meeting the business target. Therefore, in order to overcome this kind of static situation and to motivate the employees the managers decided to take a collective decision by involving the employees at the time of re-forming the business policy (Franco-Santos, Lucianetti and Bourne 2012). As a result, the employees automatically started to show their interest for providing their endeavor in reaching the business goal.

Varieties of communication pathways include following both verbal and non-verbal communication. I have personally noticed that people who belong from different religion and culture have to face linguistic barriers immensely. As a result, a major communication gap rose between two people. It highly reflected on the performance of the employees. Employees failed to understand how they should bring an improvement in their performance (Jensen, Patel and Messersmith 2013). In order to solve this problem, the Iconic decided to bring a change in their communication strategy. The business managers have decided to use non-verbal communication as well for removing the communication barrier within the organization. Non-verbal communication implies written communication, communication with the help of expression such as smile, anger and any specific gesture (Kehoe and Wright 2013). People who have to face innumerable difficulties in sharing their problems at the workplace can express their feeling through non-verbal communication as well. They can write their issues through email, messages and so on.

Outcomes

The business managers should provide an opportunity to the employees of sharing their own opinion regarding the business goal. I have noticed that business managers had always intended to impose their decision on the employees. They showed their least interest in order to know the opinion of the employees (Wright, Moynihan and Pandey 2012). Therefore, people did not get any spirit to perform well within the organization. This kind of situation hampered the entire business process at that time. Customers showed their reluctance for purchasing products and services from our organization (Kittur et al. 2013). However, I have decided to highlight these factors.

In order to come into a close contact with the employees, the organizational managers should follow participative leadership style at the workplace (Kooij et al. 2013). With the help of participative leadership style, both the managers and the employees can take part equally for the betterment of business process. As a result, the communication between the managers and the employees becomes stronger. Employees do not have to face difficulties in sharing their opinion regarding the business goal (Men and Stacks 2013). Therefore, the interpersonal communication between managers and employees becomes stronger.

From the above mentioned analysis, it can be found that organizational managers play a major role in order to deal with the employees effectively. I have noticed  personally that after implementing these changes in communication strategies and policies, the performance of the employees have been raised widely. The employees intended to maintain a unity at the workplace in order to meet the business target. Due to the effective communication, the employees are able to exchange important information among them (Leblebici 2012). The customers get facilities and benefits due to the internal rapport of our organization. People from various attitudes like to know each other’s belief and culture. While making an effective decision, people tend to depend on the decision of each other.

In addition, I have also observed that change in communication strategy renders numerous motivational approaches within the organization. The business managers have realized that employee motivation is one of the most important factors based on which the employees tend to provide their hundred effort in order to reach the business goal (Lee, Lee and Kang 2012).  Maintaining an effective communication with the employees is one of the major tools of employee motivation. After implementing the change communication strategy within the business, the employees of The Iconic have delivered a systematic work process towards the organization (Manzoor 2012). Customers have showed their interest for using the products and services of The Iconic.

Conclusion

This particular study has focused to deal with the importance of communication change for rendering the success of an organization. On one hand, communication has been considered as one of the most effective tools for maintaining employee relation. On the other hand, communication gap is the only reason for affecting the entire process of business. The Iconic at a time had to face a disastrous consequence due to the communication gap occurred among the employees. At the particular time, this organization had to face immense difficulties for drawing the attention of the customers. Due to the lack of communication, service providers failed to provide an effective service to the customers. They had to wait for a long time in order to receive the service of employees. In this kind of static situation, the managers of our organization had decided to change the communication strategy and policy in such a way that employees do not have to hesitate for sharing their opinion regarding the success of their organization. In addition, this communication strategy has been considered as one of the most effective tools for the customers.

I have highlighted some of the major factors already with the help of which the internal communication can be made more effective and innovative. At the same time, the process of communication that has been discussed in this particular study is not devoid of some of its major drawbacks as well.  For this purpose some of the major recommendations have been can be pointed out. These are as follows:

Face-to-face interaction at the weekend:

Apart from the above mentioned factors, I personally believe that a single interpersonal communication is highly needed at the organization between the operational manager and an individual employee. The manager should create a friendly environment within the organization so that employees do not have to hesitate for sharing any personal view regarding the business goal. In addition, interpersonal communication enhances the inter relation. A good relation between the employees and managers is one of the most effective tools of employee motivation. Employees tend to perform well only when they get motivation and enthusiasm from the business managers.

Taking an interview session of good performers of the year:

Good performers should always get an appreciation from the organization. I have noticed that motivating the good performers always renders an additional benefit for the organization. In order to motivate the other performers, The Iconic tends to take an effective interview of top three performers. These interviews have been published in the official web page of The Iconic. The employees who are unable to perform well in this particular year get an inspiration by going through this interview. Therefore, this kind of initiative would be able to make a smooth relation and communication between the employers and the employees.

Providing necessary training to those people who are underperforming:

As per my point of view, employees who are underperforming need a co-operation from the senior managers immensely. Otherwise, they would feel completely de-motivated at the workplace. De-motivation is the major cause of employee turnover. I personally believe that the employees who are underperforming during several years needs to get an effective training so that they can correct their mistakes. Termination due to the incompetency in performance is the major cause communication barrier. Employees feel de-motivated if they are terminated. Therefore, I would like to suggest the business managers of The Iconic to arrange an effective training process for making the inefficient employees more competent and skillful.

Arranging group discussion at least once in a week:

An effective group discussion amalgamates the people of different culture and background together. People like to share their own point of view regarding a particular issue. After collecting various types of viewpoints, the business managers would be able to take an effective collective decision. Both the employees and the employers would have an equal contribution on decision-making process. The employees would automatically feel motivated for providing their best effort towards the services. The performance of employees is the ultimate tool of rendering success of a business organization such as The Iconic.

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theiconic.com.au  2016. Clothes Online | Shoes Online | THE ICONIC. (2016). Theiconic.com.au. Retrieved 7 September 2016, from https://www.theiconic.com.au

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