Summary Paper Essay Example | Topics and Well Written Essays - 2000 words

Summary Paper - Essay Example One such organization-wide change has been decided in our company, which aims to adopt a Total Quality Management (TQM) approach in order to enhance organizational effectiveness. In this recommendation for change management process, I assert that adoption and implementation of TQM involves its translation into employee commitment through effective leadership competence to bring and sustain the concept of TQM in true sense. According to my observation and learning, TQM is an enormous task, and hence bringing the culture of TQM requires effective change management process and a strategy that fits with organizational structure and systems. To achieve this, I propose a systematic process that should involve assessment of the current situation and its readiness for TQM; a proven change management approach that fits with organizational systems and structure; development of leadership competencies; and effective communication strategies. Assessment of organizational readiness to the intende d change can be done based on McKinsey’s 7-s Model. This approach will also help in aligning different strategies and systems in accordance with the requirements of TQM. This approach was designed by Peters and Waterman (1982), and considers organization as a system made of seven key elements namely, strategy, structure, systems, staff, style, shared values and skills (Green, 2007). In the process of assessment, every manager should be given the task of identifying the areas that can be improved/modified in order to improve the output. Managers must be instructed to view the present structure and its readiness to adopt the TQM. For instance, managers must assess their processes structures and systems if they already have quality monitoring or control processes; if yes, then the process structure and systems may be regarded as suitable, and if not, modifications might be required. Thirdly, staff’s readiness for adopting TQM can be assessed in terms of knowledge and acce ptance levels. Next, style assessment requires understanding the staff members’ and leaders’ behavior and attitudes towards adoption of TQM. Skills assessment includes level of understanding, competencies as well as technical skills required for adoption of TQM principles. Lastly, assessment of shared values is necessary to imbibe the intended change into organizational values and then into individuals’ objectives. This is extremely important in change management situation because individuals at all levels must be committed to implement the change. In Gill’s (2006) words, ‘change requires effective management: clear objectives and planning; organizing roles, responsibilities and resources, and compatible and supportive corporate policies, practices and systems; monitoring and control’ (p.323). From this viewpoint, change management encompasses three critical dimensions: leadership, strategy and change process. Very often, change implementatio n fails because of lack of effective planning, monitoring and control; moreover, people tend to focus more on the objective or outcome of change rather than the process of change. The process of change should involve a good plan, measurable objectives, effective monitoring and corrective actions. The most important aspect of change management is the vision. In the present situation, organizational vision is to enhance its overall