Change management, organizational change, employee integration, workforce diversification, union involvement, human resources management, career development, training plan, job security
Reader
Abstract
Extract
of 6
Abstract
A company undergoes significant organizational changes, including new tools, colleagues, and working hours, and the impact on employee integration and cohesion.
Extract
[...] Consequently, this has generated frustrations and a certain division among employees, with on one side those from the old factory and on the other those who are part of the production unit. Finally, the last actors of change and not the least, it is the employees. They are those who 'suffer' the change since they are dependent on the decisions of their hierarchy. They have been put at the heart of the approach and reassured by the union president's position. [...]
[...] Also, they were encouraged to apply for new positions created within the framework of the new organization. Improvement teams were assigned to ensure follow-up and better understand the technical problems that occur on the new equipment. As a result, we can observe that thanks to this approach of highlighting employees to reassure them about their employment and offering them new perspectives, the new work organization was put in place with minimal difficulties. The actors of change, their position in the face of change and the results achieved. [...]
[...] If this has not already been done, it would be necessary to clarify the organizational chart so that each person can understand their position and the importance it represents in the company. All of this must, of course, take place in mutual respect. Also, as a responsible person, it would be necessary to conduct individual interviews in order to exchange and collect the feelings of each person regarding all this change and thus better understand the conflicts. In this way, employees feel heard and understood, and their complaints can be reported to management. [...]
[...] In general, we can say that they have welcomed these changes in a fairly positive way. However, after 20 months, as indicated, divisions have been created, between old and new colleagues, between men and women, between the old and new organization. They deplore a climate and conditions that are deteriorating, are often in conflict with each other, encounter difficulties in collaborating, which leads to a lack of overall cohesion within the structure. Impacts of this change on HR and organizational systems and the tensions created by its deployment. [...]
[...] Analysis of the probable causes of the problems encountered and proposals We are faced with situations that we could qualify as classic when a company operates major changes. New working methods, new tools, new colleagues, new organization, new working hours, here is the non-exhaustive list of all the novelties that employees already present must face. On the one hand, they feel threatened by seeing young graduates who arrive and position themselves in management positions, while they do not have these prospects for advancement. [...]
