Research Proposal on "Change) News: What Media Work Best"

Research Proposal 3 pages (1009 words) Sources: 2 Style: Harvard

[EXCERPT] . . . .

Change) News: What Media Work Best for You?

Getting the (change) news: What media works best for you?

When an organization is about to undergo a major restructuring, its leaders are often focused on such 'macro' issues as the need to reconfigure various departments, re-defining the corporation's mission, and if necessary, letting go or hiring new workers. But in communicating to the workforce, the corporate leaders must understand that employees are more apt to be concerned about 'micro' considerations. First and foremost, every employee facing the ordeal of a restructuring will want to know: am I likely to lose my job? Next, he or she will want to know: how will my specific duties be altered? Will my benefits and work schedule change? Will my specific department be broken down or consolidated with another department? Of course, all of these are somewhat self-interested concerns, but an employee is hardly to blame for worrying about such personal matters. In fact, the employee is unlikely to be able to retain other aspects of the company's mission and aims for the future, until he or she gets answers to these vital questions. By understanding the individual's perspective, organizational leaders are more likely to ensure employees will be willing to suffer through some of the discomforts that may be incurred during the transition process. Change resistance is less likely to occur if management shows sensitivity to individual employee needs and concerns.

With this in mind, one approach to consolidation that must be studiously avoided is to begin the restructuring with a general informational meeting for all employees that is short on specifics. Nothing is worse than hearing a long, motivational speech about the need to embrace change and be more productive if the speech lacks any vital data about what employees are likely to experience job losses and pay cuts! That is why, before a proposed restructuring, a highly personalized approach rather than a generalized approach is best to disseminate information. Each department should meet with employees in small units to discuss what will specifically transpire at the department, and how employees are likely to be affected. This will also quell rumor-mongering before the 'big meeting' or the 'big announcement' occurs, as employees will have a better idea what to expect, when the general specifics are outlined. The employees are also likely to be better listeners, once they know that they are keeping their jobs, and what to expect regarding their material, personal, bread-and-butter concerns. Managers must put themselves in the minds of employees, rather than expect employees to think of the company's welfare before their individual welfare at all times.

As well as receiving information about the restructuring orally, having a chance to digest the information in print is also valuable. The company should provide information on its website for employees about the changes that will occur. A web-based format is especially useful, as the company can include hyperlinks to information specific to various departments and positions. For example, an it professional can click on… READ MORE

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