Friday, November 7, 2008

Change Management and Employee Motivation: The Balancing Act

The biggest myth in the HR fraternity is that people can be motivated by others, however the case in point is that they are motivated by factors other than other people. That is a kind of organizational environment in which they feel comfortable.

Leaders need to understand the motivational needs of individuals and groups. They need to work out a plan encompassing with some points that are beneficial for employees and groups, at the same time they are in line with goals and strategies of the organization.

Sunil Goel, GlobalHunt India says “Developing an environment that improves employee's motivation is hard work. There is no one size fits all solution, as motivation is driven by "what's in it for me".

Phases in Change Processes:
Normally, people perceive change processes in seven typical stages.

The problem for most executives is that managing change is unlike any other managerial task they have ever confronted. One COO at a large corporation told that when it comes to handling even the most complex operational problem, he has all the skills he needs. But when it comes to managing change, the model he uses for operational issues doesn’t work.

“It’s like the company is undergoing five medical procedures at the same time,” he told . “One person’s in charge of the root-canal job, someone else is setting the broken foot, another person is working on the displaced shoulder, and still another is getting rid of the gallstone. Each operation is a success, but the patient dies of shock.”

Sunil Goel, GlobalHunt says “Doing it right means you only have to do it once. Doing it wrong? Well ... we all know the answer to that one”.

Author: GlobalHunt India "http://www.globalhunt.in", which is the Top Executive Search Firm in India – A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc .

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