Read the following case study and then answer the questions
SASOL CHANGES MOVE THROUGH THE RANKS
The restructuring that has caused energy and Petrochemicals Company Sasol to abolish the positions of 200 senior managers has now moved to lower structures of the company. Though unionised employees will be shielded from forced retrenchments,
the full effect on jobs will be known only once the restructuring is complete in June. The restructuring was now moving down to the next level of managers below senior, and then to all employees, said Elton Fortuin, Sasol’s acting vice-president for communications
QUESTION
Name and explain the steps that Sasol can incorporate in their change programme.
Sasol can incorporate the following steps in their change program:
Sensitivity Training:
Organize sessions where groups of employees come together to discuss their interactions in an unstructured manner. The aim is to enhance understanding, empathy, communication skills, and conflict resolution abilities. Participants learn to view situations from others’ perspectives, listen actively, and tolerate individual differences. This helps in fostering a more empathetic and harmonious work environment.
Attitude Surveys:
Conduct surveys among all employees to identify existing problems and areas for improvement. Provide feedback to all employees based on survey results and organize workshops to discuss identified issues and brainstorm potential solutions. This process encourages employee engagement and ownership in the change process, fostering a culture of openness and continuous improvement.
Process Consultation:
Bring in external consultants to assist management in identifying organizational problems and suggesting effective solutions. Consultants facilitate group discussions, helping team members develop problem-solving skills and improve collaboration. This approach enables Sasol to address underlying issues and enhance organizational effectiveness.
Team Building:
Arrange team-building activities where groups set goals, develop interpersonal relationships, clarify roles and responsibilities, and build trust and openness among team members. By fostering a sense of cohesion and shared purpose, team building improves communication, collaboration, and overall team effectiveness.
Intergroup Development:
Address conflicts between different groups within the organization by facilitating meetings where each group shares their perceptions of themselves and each other. Encourage open dialogue, highlight similarities and differences, and work towards finding common ground and reaching compromises. This promotes understanding, cooperation, and collaboration across different organizational units.
Transactional Analysis:
Provide training sessions where employees learn to communicate effectively and handle conflicts by sending clear messages and giving reasonable responses. Transactional analysis helps in reducing destructive communication habits and promoting healthier interactions among employees, leading to improved workplace relationships and productivity.
Behavior Modeling:
Implement a structured approach where managers and supervisors demonstrate desired behaviors through videos or role-playing exercises. Employees then simulate these behaviors and practice them in real-world situations. This method helps in reinforcing positive behaviors, addressing behavioral issues, and promoting a culture of continuous learning and improvement within the organization.
Personnel Management N4 Past Exam Paper Questions | organisational change