Building Community within Organizations

It is already abandoned over that the one constant thing in life that nobody dismiss stop is turn. This proven fact is applicable much more(prenominal) in the world of running a business scheme. In order for the connection to strive and compete in the industry it is involved in, at that place is the extremity for it to instill, from conviction to time, alteration in company policies, in the frame create of its cheek and almost in solely of the aspect of its whole structure.When situation ex variegateable this happens, the changes in the policies of the company be it retrenchment or simple variation of new operational procedures or even technology the most stirred by this change is the frontline of the operation. These volume are those who be persistent to the rank-and-file officers and staff bankrupts of the firm. Moreover, if the change in policy is a major one that affects the whole member of the organization, skilful skills and knowledge is a obligatory tool so that eeryone passel cope up with it.The question that underlies this statement is What are the effective actions that the employees and attractors alike should do so to counteract the ostracize side effect of the change and as well to parry the blows to their soulal and organizations well- cosmos. Members of the organization would surely experience the change while it takes place and this call for an intelligent and effective style of drawing cardship and colloquy on the part of the management.From the reward point of the employee who is moved(p) through loss or change in the policy of the company, he should find grapple mechanism to avert the negative impact of the change. And from the vantage point of the management, good loss leadership is needed so as non to alienate the workforce and make the changes have a slight impact in them. Ways of Coping from the Vantage signal of Employee Since it is inevitable that a company or an organization leave behind prevail changes in its company policies mainly to keep abreast with the stiff rivalry in the market, every employee of any firm should have a coping mechanism in the light of this.It is them best to follow the advice of the team of Sparks, Baret and Lehndorff (2000) who verbalize in order to bring out the best in anything or everybody, one must know more than the work required of him. victimization this advice to avert any catastrophic effect of any change calamity in an organization, the employee exit have something to fall back on to if ever the alternation in the company policy will deem his site and constituent in the organization is no longer needed.To go more profoundly in this very effective mechanism of averting and coping with the changes possibility in a company, the employee, if he knows more than the work he is execute for the company, will have a place to go to if ever his position will be deemed no longer needed by the firm. A good compositors case of this is when a n order delivery boy knows how to cook or function in the kitchen of the restaurant he is working for. Besides cognize how to drive a delivery van this employee whitethorn also inscribe in the kitchen in preparing food for example during the lull moments when there is no delivery.If ever the times comes when the company will phase out its delivery service and this government agency the driver will no longer be in need by the company, that employee, because of his experience in working in the kitchen, can be absorbed by the kitchen department so as to lessen the impact of the change in the policy of the firm. Thus saying, this means that an employee should make it to himself to know more about the company that he plant life in. By knowing contrary kinds of work in a point organization, the problem of organism absorbed by different department will be not a hassle or a problem.This also avert the point where in the employee can lose his capriole and part with the organization. Furthermore, if the employee knows many things or have various experiences in various kinds of work, the fact of losing an organization or his labor will, in a way, not a problem for him. As they say a man of jack of all trades is better than being well(p) a master of one. In an way out that an employee is retrenched because of organizational policy, he will not have any tip over conclusion another work even if the new job is not related to the previous job that he used to perform.Using the set example above, a driver of a delivery van for example may be retrenched for any possible organizational or policy change happening in his company. But since he knows also how to be a mechanic or a armed serviceer in the company he used to work with, he may find another job in another firm as a mechanic or even just a helper in the kitchen. Giving this example, it is therefrom cannot be over emphasized the need for an employee to know more than what he does in his particular organizat ion.Even though this knowledge regarding another line of work is not related to his present job, the use of this may come in the future considering that his tenure in the company is not permanent or changing according to the policies of the management. Transition from Job Loss Wilson (2004) verbalise that when individual is faced by a major loss like being fired or terminated, that person will experience an expected serial publication of sequence of emotions known as Kubler-Ross stages.These grieving emotions will start at denial, bargaining, anger, despair and finally, acceptance. A person who suffered a job loss does not usually experience these emotions in this sequence. They may come in different variation, yet understanding the sequence of this emotional stage can help the person bounce back from the traumatic experience of losing his job. Nevertheless, this is not just the whole picture of the situation that the person must know to coerce himself back from a major loss.It is also important to know the quartet truths as Wilson (2004) enumerated them Most people who experience calling losses sense of smell like you do in that location will be predicable stages in your career transition As an adult, you will come about to grow and change There really is a best way to approach finding a new job Wilson (2004) added that by exploring these four truth about a job loss will help create for a person a more realistic expectation.And by doing so, there is likely that the person will slide in the paralyzing isolation, frustration, or depression which usually comes later a major set back like a job loss. Doing and understanding these four truths then will be a bang-up for that person to create a tremendous opportunity in finding a new job or a career. Leadership During the time of change in company policy and transition from the old surgical process of working to the new one, leaders act as catalysts of change. They are necessary member of the organiz ation since they shoulder the strength of the company in general.Leaders have the ability to set and influence the point of view and opinions of their subordinates. As Philips & Schmidt (2004) said it is therefore not at all surprising that for a long time every organization and corporation are spending gargantuan amount of money just to enhance their workers skills on leadership. In this light, in an event when a company has set it organizational organisation it is therefore important that there is a leader, characterized as having transformational skills, to supporting these changes.This quality of leadership is necessary if not crucial for the company itself since the skills of these people have the capacity to help motivate the working spirit of the employees touch by the change. Moreover, transformational leaders help the organization shift from the old system to the new system when a major change takes place. One of the advantages of having a transformational leader when a change takes place in an organization is the given sensitivity he already has for those who either will be affected by the change or to those who will lose their jobs.Considering that this kind of leader no longer has control over the retrenched workers or employees, his quality of being aware to the effects of the changes will greatly help those who are odd behind to continue their work. Awareness about the effects what happened to the organization will be the ground on which this leader will lead his subordinates to continue being motivated doing their jobs. The good thing about this kind of leader is that he is aware that many, if not most, of the employees will surely lose their inspiration to work for the company.Knowing this, the leader then can initiate open communication with his subordinates about what is the real goal of the change and therefore erase the doubts in the mind of the employees that the organization is not really there for them. What is even more effective about this kind of leader is that he knows that he is there to stand before his employees and workers as somebody to be emulated upon. Whatever his actions and attitude towards change will surely be the general sentiments of those who fall under him.In this light, changes may take place inside the organization yet the transformational leader will always lessen their impact on the working ethical motive and habits and also motivation of the workers. References Philips, J. and Schmidt, L. , (2004). The Leadership Scorecard. Elsevier Butterworth-Heinemann, UK. Sparks, L. , Baret, C. & Lehmdorff, S. (2000) Flexible Working in nourishment Retailing A Comparison Between France, Germany, Great Britain and Japan. London Routledge. Wilson, D. G. (2004). bear out in Control How to Stay Sane, Productive, and Inspired in Your. Sentient Publications, US