Date:
To: Senior Manager
From: Change Championing Agent
Re: Championing Organizational Change
I would like you to know that some serious changes need to be dealt with very urgently in the organization. There has been an improvement in the employee compensation as well as motivation, but from the general observation, no one in the group is happy with the way it is being done ( Kuusela, Keil, & Maula, 2017) . As a senior manager, I believe that you know the adverse impacts on the overall performance of the organization in the market. First, the case has lowered the employee's morale, and I must warn you that the club might end up losing very experienced and highly skilled workers to our main competitors in the business. It is also resulting in reduced labor performance from the people as they are not at ease to give their best in different fields that they are involved in the firm ( Cawsey, Deszca, Inglos, 2015) . The dissatisfied workers have also been hard reporting this issue to some labor unions which may tarnish the good name of the company in the market, which in turn will result in reduced results being realized at the end. Therefore, as a senior manager in the organization, it is upon you to think about the ways you can bring the change.
I know that there exist a lot of challenges in causing a change in any organization. I understand that before you come up with the decision of either backing up the difference or not, you may want to know how it may impact the various stakeholders in the organization. For instance, by bringing the change, it implies that the firm will be spending more income or resources on compensating the workers, who in turn, will get an increase in the overall pay ( Dallas, 2015 ). The company will realize a cut in its profit margin and in that case the investors may end up achieving the lower amount of returns from their investment into the organization. It is challenging to consider one group at the expense of others but what has to be kept in mind is the long-term effect that the change will bring to the entire organization ( Kuusela, Keil, & Maula, 2017) . For instance, if the workers are given the right motivation as well as compensation, they will be happy and in turn, provide high labor production that results in higher performance from the organization. The higher profits obtained will imply that the investors, as well as other stakeholders in the firm, will realize a good result in the end.
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As a senior manager, you have a wide range of tactics that you can utilize in initiating or back up the change in the organization. For instance, by just presenting the issue to the board of management you will be actively causing a change in the group. This is because you will have created awareness among the other top leaders in the firm, who will, in turn, review the matter ( Cawsey, Deszca, Inglos, 2015) . You can also investigate the issue, and after collecting sufficient evidence, you can motivate the workers to go for peaceful demonstrations, which will help in bringing change to the firm. Evolution is not something that will be attained in a single day, therefore through persistence and pushing the management for a change it will surely come in the long run. So, I kindly ask that you may put everything else behind and focus on making this organization prosper in the market by being parts of the much-needed change in this firm. Any support or recommendation that we shall get from you on this issue will be appreciated and will assist in bringing the change that will serve the needs of every person in the firm adequately.
References
Cawsey, T., Deszca, G., & Inglos., C. (2015). Organizational change: An action-oriented toolkit. Sage, London. https://online.vitalsource.com/#/books/9781483388441/cfi/6/16!/4/2/4@0:0
Dallas, H. J. (2015). Mastering the challenges of leading change: Inspire the people and succeed where others fail . Hoboken, New Jersey: Wiley. https://online.vitalsource.com/#/books/9781119102212/cfi/6/2!/4/2/2/4/2@0:34.7
Kuusela, P., Keil, T., & Maula, M. (2017). Driven by aspirations, but in what direction? Performance shortfalls, slack resources, and resource‐consuming vs. resource‐freeing organizational change. Strategic Management Journal , 38 (5), 1101-1120.
