Galaxy Star Trading
In the endeavor to manage change effectively the company has to curtail all the reasons that lead to resistance for change. The company has to sensitize the employees by ensuring that they understand the reason the company wants to have change. Ensuring that information flows at all levels in the company can do this. In this regards the company has to mandate group leaders to get information from their groups and to ensure that the employees are participating in decision-making. This will make the employees feel that they are part of decision making thus minimizing the chances of resistance to change.
This will equally have an impact in the attitudes of the employees. The employees can also resist change by being insecure about the possibility of salary deduction or their benefits (Yuki: 1981). This company should strive to train the employees by informing them about the consequences of the change that is yet to take place. For instance, such kind of thought has made employees to resist information technology change due to fear of losing jobs. On contrary, introduction of this change might force the company to train its employees thus leading to a win-win situation.
The employee will win by acquiring
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For instance, if an organization empowers its employees by training them, there is a possibility of employees ending up motivated and thus become more efficient. In this case the employees are winners. On the other side of the coin, the employers win in that they get more profits as a result of the employees working hard from the motivation they get from the empowered skills. In empowering its employees the company should ensure that the employees are put in groups and individually. In this regard, the employees and groups acquire self-esteem, which in the long run leads to job satisfaction and thus better performance of the organization.
In addition, growth, which is concerned with individual’s intrinsic desire to personal development and may be attained through achievement and development in one’s job and the success of the organization-it is equally inevitable to mention that intrinsic motivation is triggered by empowering employees. Galaxy Star Trading should use empowerment as a component of Total Quality Management (TQM) movement simply because it will make people feel better about themselves and will, therefore, make them work harder and be more productive for the business entity.
The essence of TQM is to ensure that every manager and employee in an organization has a sense of responsibility. Tom Peters summarizes this idea by arguing that management should be laced with quality (Vecchio: 1988). In this case when employees are empowered they endeavor to unleash their potential thus working to the betterment of the quality of the end products and services of the organization and thus creating inner fulfillment which leads to job satisfaction. This shows the necessity of Galaxy Star Trading to empower its employees.
Also in empowering its employees, Galaxy Star Trading solves the problem of job dissatisfaction-which is as a result of an organization not empowering its employees-consists of indicators of low morale, high labor turnover, skills wastage, absenteeism, high accident rates and poor timing among others (Staw: 1995) – these traits are not manifested by empowered employees. An individual with low job satisfaction may suffer frustration and stress. There is therefore a direct link between job satisfaction and job performance.
Empowerment of the employees at GST motivates them thus leading to high productivity of the company. In addition, empowerment results in better decision making at Galaxy Star Trading. If the decisions are made at the correct level they will be informed decisions made through consensus rather than decisions made with limited information in a vacuum. The decisions implementation will make the decision makers to be motivated after the realization that they have a say in the company thus improving the performance of the company.
Also empowerment targets to speed the decision making process. When the right people are given the mandate to make decisions, they need not to go up to the heads to ask for solutions but they come up with decisions thus avoiding delays in the decision making process (Tharenou: 1993). In addition when decisions are made at the appropriate levels or job positions it is advantageous for the firm since no one else can understand these issues or opportunities with greater clarity than the people at the appropriate level.