write standard operating practices B u s i n e s s F i n a n c e

ASSIGNMENT INSTRUCTIONS: Comment on the response of 2 of your peers. The response should consist of no less than 250 words and should incorporate at least one outside, i.e., from a library database search, APA formatted reference at the end of the post.Your responses must ask a pertinent question, contribute significantly to your classmate’s posting and foster further discussion in order to receive the full points per response. To make a knowledgeable posting, it would be a good idea to review the supplemental material before writing your response (attached). Here are the responses of your peers to the questions asked:

QUESTION 1. What is the current state of communication in your organization? How can it be improved?

MIKE’S RESPONSE: Currently, my organization’s communication is getting better. We have recently received new leadership and he is making a lot of changes and communicates those to us directly every week. In the past, with old leadership, the organization had poor communication which directly impacted how we performed as a team and how effective the job was completed (ineffectively). There were a lot of negative effects happening because the poor communication, things like decreased productivity, low morale, and mistakes (Forneris, nd). Now that the organization has new leadership, some of those items are starting to filter out. Communication has increase therefore morale and productivity has also increased. Is communication perfect at the office? No, it is not there yet and can still be improved.

I looked at an article by Valentine Belonwu that broke out 20 different ways to increase communication in the workplace and I believe my organization could use a lot of them. My organization can improve communication by several different ways. Some of the processes and procedures could be written out to ensure that everyone have continuity and a task guideline to completing specific tasks. In addition, to write standard operating practices down, in house training could be a great asset to communication. Some of the suggestions in the article were simple, like showing appreciation, listening, use of body language and encourage feedback. I say simple but these items involve not just the leadership but the entire organization. We all, as individuals need to work on those items to be more effective at communication.

QUESTION 2. What is your sense of others’ willingness to support change efforts for improvement in your organization? Why do you believe as you do?

SARAH’S RESPONSE: The text states that there have been studies that indicated that employees who are committed to their organization are willing to exert effort and are more accepting to change (Hayes, 2014). This is true but there are also associates out there who are committed to their jobs and therefore might not support the change as one would think. I’m not sure if this is the same for all automobile manufacturing plants but it is difficult to implement large changes across our plant. I do believe that the sheer size of the workforce makes makes it challenging for managers to implement changes and get widespread support. However, I think there are other factors as to why people hate change in our workplace. Our biggest issues are low trust and low tolerance for change with a combination of poor implementation and communication from management. We have an older workforce and many associates have been there for over 15 to 20 years. It is extremely challenging to get a job a BMW and keeps up from having the opportunity to hire in younger professionals. With this older population we end up with people who aren’t used to the new technology being implemented because they fee l like they are being replaced in some way and other might feel like they won’t be able to develop the skills and capabilities to be able to be successful in their advanced roles. The last piece of this is that associates need to protect themselves. Who wouldn’t feel like you might be replaced when your work keeps integrating machines into the workplace that is now doing the work that you and your peers used to do.

The other piece to this is the communication aspect. To be able to seamlessly integrate new changes and processes into the workplace, management needs to effectively communicate and equip their teams with the knowledge and development opportunities before the change comes into effect (Torben, 2014). It is almost like we are forcing changes down associates throats and I believe that is one of the reasons as to why we struggle at times.