Black Hill Corporation weaknesses and shortcomings make the organization ready for effective changes so that they may achieve better outcomes. The poor communications with the employees have to be changed. The senior management withdrawn from the actual working environment should also be changed (Oostendorp, Durand, Lloyd, & Elwyn, 2015) . The organization’s direct reporters who inform the management about the organization's activities without reaching directly to the workers have to be changed by looking for reporters who give the required and correct information. In this case, new programs, policy, and practices have to be implemented in the organization which will help avoid shortcomings and weaknesses which may affect the organization activities and performance (Gjorkman & Welch, 2015) .
Black Hill Corporation is a growth-oriented diversified energy company which is a gas and electricity utility in South Dakota and Wyoming. Their mission is to improve life with energy and have the vision to be the energy partner of choice. The company serves 1.2 million natural gas and electric utility in eight states (Oostendorp, Durand, Lloyd, & Elwyn, 2015) . It also sells power all over the American West. The company is the electric utility for 64,200 in South Dakota, Rapid City, and New Castle, Wyoming. Its subsidiary, Cheyenne light, fuel, and Power Company, serves another 80,000 customers in Cheyenne, Wyoming and South Eastern Wyoming (Hendricks, 2016) . The company also has 2,744 employees. It was formed in 1941 by combining the assets of General Public Utilities, Inc. and Dakota Power Company which gave power to the most of western South Dakota. J.B. French founded it. Its most significant component is its wholesale component is its wholesale energy wing. Its centerpiece of operation is the Wyoming Mine near Gillette, Wyoming in the Powder River Basin which is said to be the oldest operating surface mine for coal in the United States (Hendricks, 2016) . The mine claims 169billion cubic feet in oil and gas reserves principally in New Mexico, Colorado, and Wyoming.
Delegate your assignment to our experts and they will do the rest.
Black Hill Corporation human resource management policies include compensation, benefits evaluation and, training and development policy. The policies represent specific guidelines to all HR managers on various matters concerning employment and state the intent of the black hill corporation on different aspects of Human Resource management elements including the recruitment, promotion, compensation, and training. Right human resource policies provide generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. Procedures in the policies spell out precisely the action to be taken with the policies (Elias, Flaumenhaft, & Bagley, 2016) . Several reviews by former employees explain of a lack of communication between upper-level management and employees. There should be a change in hiring procedures for upper-level managers and all employees in general since there is a disconnect between employees and the administration. Most of them site underqualified management and blame to employees and lower level employees for incompetent management. Moreover, there should be a well laid out policy that encourages communication and democratic leadership among the top level managers and the team of employees (Bolman & Deal, 2017) .
The reasons for the proposed changes in the current change management theories include unqualified personnel, communication, and democratic leadership. The organization has to implement hiring qualified staff who will be able to work according to the organization expectations. Qualified staff with adequate knowledge of the organization’s operation will help improve the company and help it achieve its goal better. The poor communication in the company may lead to the failure of the company. The right communication between the employee and the employer or among the employee will improve the company’s performance and activities in the company will be followed as communicated for the business success (Elias, Flaumenhaft, & Bagley, 2016) . Communication between the senior leaders and the organization leaders also has to be improved. By use of proper communication among the organization leaders Democratic leadership has to practice for the success of the business. Ideas and communications have to be shared between the management and the employers. It will help bring out the best out of the company’s team. It will capitalize on the team skills and talents by letting them share their views. With democratic leadership, the ideas of each team member will be respected, and the information taken to the management will be relevant to the company’s activities. It has been shown that democratic leadership is one of the most effective styles in the leadership of any company since it values the affirmation and collaboration of its entire staff. The company management should, therefore, share in problem-solving and decision-making with other employees while retaining the ultimate say in the final decision. By doing this, the managers encourage the involvement of the team, through its engagement and its participation. As such, the employees' morale is increased, and they realize more creative solutions.
Organizations implement changes in their system often to target improving the effectiveness of the organization for better performance (Gjorkman & Welch, 2015) . The use of different diagnostic tools can determine the organizational readiness for change. They include pattern-breaking behavior, staff turnover, a shared understanding of objectives and outcomes, programmatic focus, operational structure and ‘core businesses, decision making and capabilities, misalignment of evaluation and accountability and, clear mandate and central leadership (Oostendorp, Durand, Lloyd, & Elwyn, 2015) . The two main diagnostic tools that can be used to determine the organizational readiness for change are clear mandate and central leadership and, shared understanding of objectives and outcomes. A clear mandate and central administration are used to determine the clarity in the ministerial level which has been translated into the policy. Change importance is cleat through the levels of senior support being given to the change proposal. Without support, any change can fail. This diagnostic tool will help determine whether enough power is available to enable effective change in the organization. A shared understanding of objective and outcomes is essential to any organizational change (Gjorkman & Welch, 2015) . Proposal to change identifies the objectives and how it is expected to work for those who are involved at all levels from management to employers. Those who are involved will be able to determine when the change has been done for better performance. This tool will be used to identify the practices used for developing a shared understanding and further interrogate perceptions of their usefulness.
The Diagnostic tools selected are the best choice for diagnosing the change in the organization because the central leadership is the center of the organization. The management and rules have to be approved by the organizational leaders. Their final decision will determine whether the organization will have to make any changes or not. Shared understanding and objective are also useful in making changes in the organization. Common ideas, goals, and understanding will always contribute to a common aim which will lead to practical changes in the organization. For changes in the organization to occur, all members of the organization have to be on board.
Change readiness is the ability to continuously initiate and respond to change thus creating an advantage, minimizing risk and maintaining a high performance (Elias, Flaumenhaft, & Bagley, 2016) . The clear mandate and central leadership can be used to asses Black hill corporation readiness for change. Leadership in the company matters a lot. There has to be a balance of tension between the internal focus and external focus required to create an advantage, minimize risk while still maintaining a high performance (Elias, Flaumenhaft, & Bagley, 2016) . The Black hill corporation, in this case, may use the explicit mandate model to get the desired outcomes for the company. It is my conclusion that the organization is ready for change since there is a clear bridge between the employees and top management.
References
Björkman, I., & Welch, D. (2015). Framing the field of international human resource management research. The International Journal of Human Resource Management , 26 (2), 136-150.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership . John Wiley & Sons.
Elias, J., Flaumenhaft, B., & Bagley, C. E. (2016). Jim Flores, ControlTrix: A Newly- installed Vice-president of Strategy Tries to Make Sense of His Company's Human Resource Policies . SAGE.
Hendricks, N. (2016). BLACK HILLS (SOUTH DAKOTA). Historic Sites and Landmarks that Shaped America: From Acoma Pueblo to Ground Zero [2 volumes]: From Acoma Pueblo to Ground Zero , 58.
Oostendorp, L. J., Durand, M. A., Lloyd, A., & Elwyn, G. (2015). Measuring organizational readiness for patient engagement (MORE): an international online Delphi consensus study. BMC health services research , 15 (1), 61.
