Control Function Analysis: Research WorkSheet

Change Management
Name
Institutional Affiliation
Introduction
Change management deals with how an organization can integrate change without damaging its culture and efficiency. It knows what to change in an organization and managing the human element in the course of evolution. Introduction of change in an organization provokes resistance from employees (Vanthoumout, 2014). This opposition often comes from fear. Employees may have a fear of change of the work itself or even the process of completing work. In some cases, employees fear that they may lose the job.
Change management ensures smooth transitions. It focuses on new and upcoming approaches and existing techniques (Nolan, 2012). For example, in the field of medicine, new products help in improving the health of patients or even saving their life. The most challenging task leaders face in an organization is implementing changes. Leaders are always in a tough task of managing the organization’s resources in line with the difference.
Study of change management is essential in stretching the leaders’ transitions skills. This paper seeks to explain how change management can help retain or promote employees’ loyalty by motivating them, monitoring their performance through control function and communicating to them change process at both strategic and tactical level.
Motivating Individuals to Stay Engaged
Meaning from Professional Perspective
Employee’s motivation plays an important role in implementing change in an organization.

It is vital if the difference comes after a long time. From a professional perspective, employees can be empowered to change even at the worst conditions, if leadership meets their physiological need for autonomy, growth, and meaning. Change management that embraces freedom allows employees decisions. Independence in decision making strengthens employees. Decision-making enhancement makes them feel they are of great importance in the change initiative.
Ways of Motivating Employees
Employees’ growth entails increasing their skills and building expertise. Employees are motivated by management that enhances their ability to acquire new skills. An employee feels motivated when change management emphasizes more on the outcome rather than process. Prompting change should be less of the process but attach meaning to the value or result of the process. Senior leaders should model change initiatives for the employees. Employees get more engaged in change actions if their top leaders are actively involved in them (Change Management, 2015). Leaders should lead by examples.
Employees become more engaged when their efforts towards change are appreciated. Leaders should celebrate employees’ incremental success along the way. A reward of employees’ effort renews the staff. New energy motivates employees to continue being involved in the change process. For instance, if the goal of an organization is to raise the net promoter score then leaders should hold celebrations and reward employees as scores begin to accumulate.
The organization may face challenges while motivating individuals to stay engaged. When employees are empowered to make decisions, this may end up creating divisions in the workforce. Attaching more meaning to the process instead of the outcome lowers employees’ accountability. The solution to this is leaving decision making power to the leaders. Some senior leaders entrusted by the organization may fail to lead by examples. In-depth analysis of leaders during recruitment can reduce unwillingness. It sometimes becomes difficult for an organization to reward the employees due to financial constraints progressively. Lowering the number of progressive rewards reduces expenses.
Leaders can motivate employees by being good role models in their line of duty. They should recognize the positive differences between their employees and use them to achieve the organization goals. This develops a conducive environment in the workplace which leads to continuous improvement in the workplace which leads to continuous improvement. Leaders should be committed to encouraging their team to embrace change with a positive mindset.
Real Life Example
Advancement of record keeping in technology made employees learn how to use computers. Data saving on the computer is the success. It is much easier to locate data in a computer than in files. Computer knowledge widens their skills and hence career growth.
The Motivation of Individuals by Monitoring Their Performance through Control Function of Management
Meaning from a Professional Perspective
The control function of management is an important factor in an organization success. It ensures the performance of set strategies. Control function modifies plan depending on prevailing conditions. Monitoring employees’ performance is a sign of active role of the control function in development (Hayes, 2007). Employees feel secure in their role as employees. Monitoring employees’ performance shows that the control function values their contribution to the organization.
Motivation of Employees
Paying attention to employees work itself is motivation which leads to the development of loyalty in employees (Worley, 2015). Performance observation points out employees’ strength and mistakes. Monitoring makes employees more productive and loyal to the job by cutting down the number of mistakes done. The organization faults are noted and fixed since there is recognition of employees mistakes are noted and fixed. Organization adjustment makes it safer for the employees hence improving their loyalty. The control function should identify the different individual employees’ performance and assign them the best suiting roles.
Monitoring employees’ performance not only has benefits but also, some drawbacks which can significantly contribute to employees’ turnover. Productivity can decrease when employees monitoring becomes too intrusive. Employees tend to develop a fear of being reprimanded for their behaviors. Worry causes stress which lowers productivity. This challenge can be solved by following both federal and state policies and enforce a plan of their own.
Communicating Change at Both Strategic and Tactical Level
Meaning from a Professional Perceptive
Strategic management deals with providing overall direction to the organization (Mourier & Smith, 2001). Formulation of a strategy is concerned with examining where the company is now, deciding where it should go, and determining how to get there. Assessment of an organization strategy deals with evaluation of both internal and external environments.
Motivation of Employee
Tactical management is more practical because it deals with the actual steps required to achieve a vision rather than being theoretical. For tactical management to get in place, strategic management must pioneer (Graetz & Smith, 2010). Awareness of strategic and tactical change of an organization by the employees create a sense of direction and focus. It motivates them to cooperate in the organization change.
Communicating the organization strategic and tactical change reduces uncertainty in employees. Transparency reduces confusion during the change process. An employee feels oriented in the change process and promotes his or her loyalty.
Real Life Example
Southwest airline success has been partly attributed to the regular communication of change to the employees. Their managers dedicate a significant amount of time conveying the organization plan to the employees. Employees, therefore, energized towards common goals.
Conclusion
Organization change is sometimes inevitable. Adjustments are adopted to bring growth while others are circumstantial (Dutton, 2015). Managers can implement change in their organization and make it a part of the culture of the group. Establishment of ideas of management simplifies transitions. Leaders should put in mind that every parameter is essential in organization change.
Achievement of success is by manipulation of these variables to adapt the change (Wood, 1999). There should be proper care to human element since it is essential. To keep the organization in a developing pace, the employees should be motivated. Employees are the structural skeleton in an industry, and they should control in a good way to achieve success.

References
Change Management. (2015). In5.Mcray (Ed), leadership glossary: Essential terms for the 21st century. Santa Barbara, California: Mission Bell Media. Retrieved from http://search credoference.com/content/entry/mbmlg/change-management
Cummings,7.9., & Worley, C.G (2015).Organization development & change (10th ed.).
Dutton, K. (2015) Management issues: Organizational Management. Retrieved from: http://www.emsvillage.com/articles/ar.
Graetz and Smith, A. (2010). Managing Organizational Change: A Philosophies of Change Approach. Journal of change management, 10 (2), pp135-154
Hayes, J. (2007). The theory and practice of change management. Basingstoke [England]: Palgrave Macmillan.
Mourier, P. and Smith M. (2001). Conquering organizational change. Atalanta, Ga: CEP Press.
Nolan, S. (2012) ‘Change Management ‘Strategic HR Review, 11(5). doi:11081 shr.2012.37217 ead.001.
Vanthoumout, Gert, Noyens, Dorten, Gijbels, David, Van den Bosscho, Piet (2014). The relationship between work place climate, motivation, and learning approaches for knowledge workers. Vocations and learning, 7(2), 191.
Wood, S. (1999). Human resource management and performance. Int management Reviews, 1 (4)