Business Management



Relayingchange may be one of the most complex things within an organization.It may cause discontent among top management as well as employees. Inthat regard, change must be relayed effectively to preventdissatisfaction within the organization. The four main phases ofresistance during change include betrayal, denial, identity crisis,and search for a solution. Normally the employees are the last groupto feel the impacts of change. In addition to that changes are mainlyadopted by top management. They are therefore less likely to beaffected by the changes. This paper will devise an effectivecommunication plan that can be utilized within a particularorganization. The plan will focus on the betrayal stage and how aneffective plan can mitigate issues related to this phase.

Principlesof an Effective Communication System

Theresponsibility of communication is bestowed on department heads. Itmust help managers to make informed decisions. Additionally,employee behaviors are fundamental. An effective communication systemmust be consistent, timely, and accurate. It is a continuous processthat ought to be interactive. An efficient communication system mustalso exercise high levels of openness and trust. Employees can askqueries and receive useful and honest answers. The messagescommunicated must be clear and applicable to all personnel involvedin the company. Leaders must walk the talk. In other words, ifcertain changes are made they must be ready to implement themcontinuously. Decisions are not made to favor top managementdisregarding the employees. Instead, all parties involved must becatered for. In that respect, the change stated below will beincorporating all the stakeholders in the company.

Introducinga payment system that is dependent on the working hours, tasksaccomplished and the magnitude of the work. The companies, as well asgovernment institutions, regularly offer payments on a monthly basisirrespective of the work performed. Adopting the new system may causedisharmony among the employees. Implementing the structure will startat the denial phase.

Afterstating the changes, employees may enter a denial phase whereby theydo not believe it can be achievable. However, employees would begiven an insight on how the working hours are calculated. Eachdepartment will be allocated a timetable to show their respectivetasks. The expected working hours are also relayed to ensure theemployees as well as top management know when work starts and ends.Apart from that, the regular working hours are relayed.

Allthe employees are expected to work for eight hours per day, i.e.between 8 am and 5 pm. Employees must work the expected hours toreceive pay failure to which amounts will be deducted depending onthe hours missed. Extra hours will also be compensated accordingly.In addition to that, if an employee happens to be genuinely sick, nodeductions will be made. Instead, relevant measures will beundertaken to cater for the hospital bills. The implementations willbe instilled in each department according to the tasks undertaken.

Afterdenial, the employees will enter the identity crisis where they tryto acclimatize to the new changes. At this point, most of them willfeel the effect of working for longer hours than usual. However,after this phase, normal operations will continue. Once the changesare accepted, the productivity levels will be heightenedconsiderably. At first, when the employees learn about the workinghours, they may think the system is unfavorable. But on learningabout the additional incentives, they will be more than motivated toundertake their duties diligently. The department heads will have thework details of each member. The heads will also have details aboutthe most hardworking members who will receive additional benefits.

Thesystem is quite favorable since it ensures workers to perform theirtasks diligently. In other words, during the eight hours, they willcomplete the required tasks without complaints. They will also striveto be the best so as to receive additional incentives. If the systemdoes not include the additional incentives, there is a likelihoodthat employees would be demoralized. They would not strive to performtheir best. They would not go an extra mile regarding their duties.However, paying them extra cash if they work overtime as well asawarding the best employees on a monthly basis would improve theproductivity levels.

Ingeneral, the above system ensures the productivity levels are notlessened. Productivity levels can decrease if the workforce is notwell motivated. Therefore, adopting a novel technique must havepositive aspects that psychologically boosts employee morale. Such amechanism reduces resistance. Communication should also be a two-wayprocess whereby employees are allowed to give their views freely. Ifthe process does not incorporate their views, they are less likely tofeel appreciated. However, the overall decision still depends on topmanagement. Departmental heads, in this case, act as the link betweenemployees and other top management officials. They communicateemployees’ ideas to the top management while disseminatinginstructions from above to the workers. Therefore, harmony isattained when the workforce and top management are in line via thedepartmental heads.


Finch, K., Hansen, C., Alexander, R., Vienot, S. S., &amp Communications Nova Scotia. (2010). Internal communications: It`s not rocket science!. Halifax, N.S: Communications Nova Scotia.

Lea, D. (2013). Designing an Effective Communication Plan. 1-14.