The rational decision-making process will have five cognitive stages:
a. pay attention to a problem or opportunity;
b. gather information;
c. develop a series of options;
d. value the options using expected costs and benefits;
e. select the option with the greatest utility.
3.3 Employee contracts and types
Before undertaking recruitment and selection it is important to identify what type of employment the RVS wish to offer. It is important to understand whether the person will be employed or as a self- employed contractor, which will affect the status and employment rights of the individuals.
3.4 Resistance to Change
There has been resistance to change within the organisation historically, so the effective use of communication. Communication must be clear to make employees aware of the impending changes.
Employee feedback will need to be utilized and actioned during the stages of the project. The employee involvement group will create a ‘shared’ vision, so everyone will believe they are getting involved.
The cause of the previous resistance to change will need to be identified in meetings/groups, this will focus the team on trying to reduce and/or remove the issue.
The following was part of a slide shown in a recent meeting.
Source: Fisher, J (2000) updated 2003 – Transitional Curve.
‘We can see the need for unfreezing, change, and refreezing the change’ Lewin (1951)
It will be important that all team members understand the change, so they understand the process of change, and for themselves are able to work out and understand the implications for their self perception, will be cascaded down from the senior leadership team.
• Align Organisational roles, responsibilities an...
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...and its relation to other objects; the other is an affective aspect that leads to liking or disliking an object’ Katz (1960).
3.8 Age Discrimination
As the RVS is a charity primarily for older people it is essential to consider the age discrimination and is part of the Equality Act 2010.
If management have any concerns or doubts they should communicate with the legal department of the RVS.
4 Performance Management
Performance Management is defined by Armstrong (2006) as ‘a 'systematic process ' to
improve the performance of a company by developing the individual 's and teams
The overall technique of Performance Management is employed by Team Leaders and Project Managers on a daily basis within the RVS, this will be important to the management of the change.
The stages of the Performance Management to be used in this change will be:
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