Personnel Management N4 Past Exam Paper Questions | How to promote change

Personnel Management N4

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

The unionised employees at SASOL might resist the restructuring process.

Explain guidelines that Sasol can introduce to ensure that resistance becomes less.

To ensure that resistance to change becomes less, Sasol can introduce the following guidelines:

Be sure that there is a need for change:

Sasol should thoroughly assess the current state of the organization to identify areas that require improvement or adaptation. By clearly demonstrating the necessity of change, employees are more likely to understand and accept the proposed changes.

Plan towards a result and keep all people involved informed:

Sasol should develop a comprehensive change management plan that outlines the desired outcomes, timelines, and roles of all stakeholders. Regular communication channels should be established to keep employees informed about the progress of the change initiative and any updates or adjustments along the way.

Emphasize the change that will benefit individual employees :

Sasol should highlight how the proposed changes will positively impact individual employees. Whether it’s offering opportunities for career advancement, enhancing work-life balance, or providing additional training and development, emphasizing the personal benefits of change can help alleviate resistance.

The future situation must be realistic:

Sasol should ensure that the envisioned future state resulting from the changes is both achievable and aligned with the organization’s resources and capabilities. Setting realistic expectations helps prevent disillusionment and skepticism among employees.

All employees involved should understand how the steps in the process work:

Sasol should provide clear and transparent communication regarding the change process, including the rationale behind each step and how it contributes to the overall objectives. This ensures that employees have a clear understanding of their role and how their efforts contribute to the success of the change initiative.

The change process should be evaluated regularly and feedback provided to all employees:

Sasol should establish mechanisms for ongoing evaluation and feedback throughout the change process. By soliciting input from employees, identifying challenges, and addressing concerns in a timely manner, Sasol can demonstrate a commitment to continuous improvement and employee involvement.

Ensure support from management, employees, and clients: Sasol’s leadership should actively demonstrate support for the change initiative, both through their words and actions. In addition, involving employees and clients in the decision-making process and addressing their concerns will help garner support and minimize resistance.

Ensure that change is consistent with the norms and values of the organization:

Sasol should ensure that proposed changes align with the organization’s core values and cultural norms. By framing the change initiative in a way that resonates with the organization’s identity, Sasol can increase buy-in and reduce resistance.

Change must be seen as reducing rather than increasing present problems:

Sasol should communicate how the proposed changes address existing challenges or inefficiencies within the organization. By focusing on the positive outcomes and benefits of change, Sasol can help employees see change as an opportunity for improvement rather than a source of additional problems.

Change must not threaten the autonomy and security of those involved:

Sasol should ensure that employees feel empowered and secure throughout the change process. Providing opportunities for input and involvement in decision-making, as well as offering support and reassurance, can help alleviate fears and concerns about loss of control or job security.