Executive SummaryChange management comprises of many different kinds of change in an organisation. Change might be related to restructuring, work processes change, management change or a daily change in routine work. For successful results in business leaders must be trained for change management and in casting winning strategies for organisation related issues. This paper is discussing Telstra change management issues. Telstra is facing serious financial crisis for past six months and to mange that issue change in management is very necessary. The paper deals with change management strategies and to cover the loss in near future. Change ManagementIntroductionManagers must learn to place the proper emphasis on their organization's readiness for change, and also understand the various types of organizational growth and performance changes.
We start with asking why firms need to bring a change in to their infrastructure to give growth effectiveness to the organization. The winning firms those have learnt from their unsuccessful experience, apply expertise result with a powerful spotlight on change management mostly emphasise new technology usage to change in firms. What type of help and support can companies offer to managers to support them fixing the new lot of employees?
Managers are made, not born with this statement we start our reply. Because of the failure of managerial version which can be expensive, the change management method can be included as a course for study purpose. To be saved from disastrous costs, firms should assist managers to realize the innovative type of employees and further ecological stress helper to the executive purpose. Organizations should encourage the perception that change is the ever growing of opportunity. This report discusses the change management issue for Telstra Corporation.
Due to the continuous decline in its mobile business for the last six months Telstra’s chief executive, Mr. Thodey wants a change in its management team. This paper proposes change strategies that could be reasonably considered by the organisation. To maintain the competition and to have the chance and fulfill targets, Telstra should develop practical policies to congregate the disputes and preserve their aggressive perimeter. If organisations want to change a manager's thinking strategy then it might also need to bring a change in the organization's vague and possibly cultural values and norms at certain extent.
Organisational culture is the strong base of its functions, organisational priorities and the way an organisation performs its business tasks. The culture depicts subordinate’s and managements' responsible behaviour with their actions and conducts to others in organisation. An improper culture has been found as a huge barrier towards an effective change process and environment in many organisations. Researchers and practitioners argue that staff working inside the institutional system has too many constraints. Instead of being active in promoting change, staff usually conforms to the status quo and minimum health requirements (Manz, 1990 p. 15-26).
Job uncertainty makes professionals unwilling to take risks and professional interests are often put ahead of client interests (Manz, 1990 p. 15-26). Certain professions, like recreation, have less power, credibility, and status than others, making it difficult to contribute to change.