Changing for a Better Good

Organizations seek changes within its standing regulations to strive for the betterment of its people or company. At times, changes are planned to avoid (un)expected circumstances. However, to implement change is never an easy task especially if it is to be practiced in a large organization. This is due to the many reactions to the organizational change from its members. A change within an organization to happen or how it is to work can be altered from the voice of its employees (Kuhn & Corman, 2003).

The mode of communicating the changes depends on the level of professionalism and to the number of people it is addressed to which can be conducted with meetings, emails and so forth. It is crucial to present changes the right way as it affects productivity and changes are always an employees’ concern (Lewis & Seibold, 1993, 1996, Lewis, 1997).

Source: Macarthur Coal

Good Leadership is essential for effective organizational changes and there are numerous ways in leading. The contingency theory leader focuses on task than relationship (Fiedler & Garcia, 1987), transformational leadership model creates a relationship between leader and followers (Bass, 1985) and as for the transactional leader, there are exchanges met to obtain a win-win scenario.

From the recent increase in royalty, Queensland coal companies are sacking its employees for its profit, contingency is present as the employees isn’t of much concern than the profits from its stakeholders.

Reference

Miller, K 2012, Organizational Communication: Approaches and Processes, Lyn Uhl, Canada

N.n, 2012, ‘Coal companies to cut jobs due to royalty increase,’ ABC News 14 October, viewed 14^th October 2012, <http://www.abc.net.au/news/2012-10-14/coal-companies-to-cut-jobs-due-to-qld-royalty-increase/4312232>