Report on the Dynamic Energy

Introduction of Dynamic Energy

   In the previous report on Dynamic Energy, the organization was assessed with the use of different models and it was determined that organizational intervention was necessary for the firm. It has been recognized that operational management must be changed in order to provide the expected outcomes in an efficient manner. Additionally, it has been determined that it is important to enhance the performance of employees in order to meet the demand of clients. Therefore, changes in both of these organizational sectors are necessary. In this paper, these changes will be discussed and it will be explained how these changes can be implemented within the firm in an effective manner.

Organizational Changes of Dynamic Energy

      It has been determined that there are two types of organizational changes which care necessary to be implemented within Dynamic Energy to improve its overall performance and make it meet the demand of clients. Following are the changes:

1.      Improving Inventory Management: In every organization that manufactures products, effective inventory management is considered very important. In fact, without efficient management, it is not possible for the firm to manage the products in a feasible way. Moreover, if products are not handled properly, they would sustain damage. If products are damaged within the inventory, customers would certainly not purchase them. Thus, it would result in a surplus of products. Eventually, the organization would begin to experience a decrease in sales.

The same can be said about Dynamic Change. Without an efficient inventory management system, the organization would not be capable of meeting the demand of customers. Therefore, it is necessary to implement a system which can help the firm in managing products and improving the management of inventory.

2.      Enhancing Employee Performance: It has been determined that the organization is suffering because of employee underperformance. The employees are not performing and meeting the expected standard. It has become common for the employees to perform below the expected standards and due to it, they have affected the overall performance of Dynamic Energy. In order to improve its performance and satisfy clients, it is important for the organization to introduce an intervention which can help in improving the performance of workers and help them acquire new skills.

If employees within an organization continue to underperform, it would gradually influence the overall performance of the firm. Therefore, it is important for the Dynamic Energy to introduce programs which can help in improving the performance of workers by making them acquire new skills and abilities which they can utilize and produce the expected outcomes (Hayes, 2018).

Communication of Changes of Dynamic Energy

 In general, communicating the changes to every stakeholder is considered very important in ensuring their successful implementation. In order to communicate the above-explained changes to stakeholders, I will depend on project initiation documentation. This documentation explains the scope of project and changes, management of changes, and criteria of success. In order to make the interventions effective, it will be utilized for recording information like its scope, expected outcomes, procedures, and guidelines. This type of information will be recorded and it will be offered to all the stakeholders. With the use of this documentation, stakeholders would be capable of comprehending the fundamental operations and results of the changes.

   In this manner, they will be able to understand the purpose of changes and how the new systems will be performed. Generally, it is considered important for the stakeholders to understand the purpose and mechanics of changes in order to ensure that they don’t resist the changes. The same can be said about this case as well. All the necessary information will be recorded in the documentation and with the use of this documentation, stakeholders would be capable of taking the required information from it and perform the operations how they are expected.

Resistance to Change of Dynamic Energy

     Sometimes, change is unexpected and sudden, and due to it, employees don’t have enough time to adapt to it and change their current patterns. Therefore, they resist the change and management suffers. In this case, in order to mitigate resistance, a systematic approach would be taken. The most important factor in making employees resist change is the lack of time. In order to ensure that employees don’t resist the change, it will be communicated to them before two-three months. Considering the fact that the change which is aimed at employees is a skill or talent development program, not significant resistance if expected from employees.

     On the other hand, the same cannot be said about employees managing the inventory because a new system will have to be introduced to ensure that products don’t sustain any damage. However, the same procedure will be followed and change will be communicated to them two-three months prior to when it is implemented. In addition to it, it will be ensured that training is offered to employees which can help them adapt to change in a smooth manner (Paycor, 2016).

Sustaining Change of Dynamic Energy

            In order to implement the changes in a sustainable manner, different tools such as Microsoft Project will be utilized which can help in recording information and understanding critical details about the changes. It will help in monitoring the changes while benchmarking will help in evaluating the progress of changes. It will help the managers is determined whether changes are positive or not. An important role will be played by the management in ensuring that the change is sustained in an effective manner. Managers will be responsible for communicating with stakeholders and understanding their issues before devising solutions to resolve them.

Conclusion of Dynamic Energy

            Overall, it can be said that with the implementation of a new system within operational management and the introduction of talent development plans, the performance of Dynamic Energy can be improved. In order to ensure that resistance to these changes are mitigated, effective communication will be established between employees and management. Additionally, the changes will be communicated to employees 2-3 months prior to their implementation. It will help in making employees adapt to the change in an efficient and smooth manner.

References of Dynamic Energy

Hayes, J. (2018). The theory and practice of change management.

Paycor. (2016, June 29). Overcoming Employee Resistance To Change In The Workplace. Retrieved from Paycor: https://www.paycor.com/resource-center/change-management-in-the-workplace-why-do-employees-resist-it