Types on Organizational Cynicism

Question: Discuss about the Types on Organizational Cynicism. Answer: Introduction The human resource management is a critical aspect of the organization management which is directed towards enhancing the performance and the productivity of the organization by changing the workplace practices. The performance of the organization is directly related to the performance of the employees and their engagement with the organization. As a result, most of the organizations are adopting policies to increase flexibility and work-life balance of the employees (Chuang, Chen Chuang, 2013). The present report evaluates the case of Top Truck Company wherein the previous truck drivers were unhappy with the autocratic management of the yard manager. The company was family-owned and the management was unwilling to spend money on buying new fleets of truck. Later, the organization was bought by a large private truck company which introduced a number of reforms in the organization. In the present report, the new workplace practices in Top Truck Company have been evaluated. Moreover, the company also identifies the issues in sustaining these changes if the yard manager is moved to another location. The report also sheds light whether the blue collar unions more easily accept changes than their counterparts or the white collar workers. Evaluation of New Workplace Practices In the present case, the new yard manager introduced a number of reforms to uplift the organization culture of the truck company. It is necessary that all the strategies work together and complement each other in order to increase the overall effectiveness of the human resource strategies. The human resource management is directed towards the manpower planning. In order to increase the productivity of the organization, the management implements the recruitment strategies, trains them and resolves conflicts. In this regard, in the present situation, the yard manager of the organization had implemented a number of strategies so that the truck drivers remain engaged with the organization (Kaya, Ergn and Kesen, 2014). The yard manager changed the previous methods of autocratic leadership style in the workplace. In order to provide the truck drivers a sense of freedom, he introduced uniforms and bought a new fleet of trucks. It provided the sense of autonomy to the truck drivers which increased their overall performance. Moreover, he established constructive relationships with the truck drivers by communicating them and listening to their problems. It helped in creating relationships with the truck drivers which motivated them to work towards the best of the organization. Moreover, the yard manager also installed a new computer system in the organization which made several functions automated and increased the overall efficiency of the organization. Therefore, these strategies complemented each other and worked together to increase the overall performance of the organization (Kehoe Wright, 2013). Moreover, he focused on developing constructing professional relationships with the employees. In this regard, instead of giving authoritative commands and backlashing at the employees in case of poor performance he used to analyze the overall situation. It increased employee motivation and the positive attitude towards the workplace. Secondly, the yard manager also implemented strategies related to increasing the occupational health and safety of the workplace. He implemented various security systems so that the occupational safety of the truck drivers can be enhanced. The manager also introduced training and development practices for the truck drivers. The truck drivers were trained for technical aspects which contributed in uplifting the overall standard of the safety standards. The truck drivers were also trained in customer services. The implementation of new infrastructure also enhanced the image of the organization. Moreover, the training of the truck drivers in the customer service also increased the positive image of the organization (Jackson, Schuler Jiaang, 2013). It can be deduced that all the strategies implemented by the new yard manager were complementary and; therefore, effective in increasing the overall efficiency of the organization. It assisted the organization in getting rid of negative employees from the organization and increased the overall positivity of the organization. Issues in Sustaining Changes Introducing changes in workplace can be challenging to the organizations. When the changes are introduced, the employees resist them as they are habitual of following the old work practices. Therefore, the business organizations need to plan and implement changes strategically so that the change can result in effective outcomes (Lines, Sullivan, Smithwick Mischung, 2015). In the present situation, the yard manager was responsible in establishing positive change in the organization. He implemented a number of strategies which created positive organization culture in the organization. He was also significant in creating positive relations with the truck drivers. Therefore, if the truck driver will be moved out of the location, it will adversely impact on the change management process. According to the Lewins model of change management, there are three stages in the successful implementation of change. They are unfreeze, change and refreeze. In the unfreeze stage, the organization make s preparation for the change. It includes raising awareness regarding why change in necessary for the organization. In this stage, a motivation is created in the organization to implement the change. The Lewin model of change states that the change is not an event but a process and in this process the organization transits from one state to another. It is the most difficult stage of the change management process as the employees and the management of the organization is fearful and unsure of what the change entails for them. In the last stage, the organization implements strategies to support the change (Cummings, Bridgman Brown, 2016). The support strategies can be in the form of training, coaching and mentoring. The major concern in the change management process is reinforcing the change so that the desired change is maintained and accepted in the future. If the new yard manager is shifted from the organization, the reinforcement of the change will be difficult (Hussain et al, 20 16). From the present case study, it can be analyzed that the yard manager has the knowledge and the experience in successfully handling the change management process. As he has initiated the change management process in the organization, he is also aware of the response of the truck drivers toward different strategies (Stavros, Nikolaos, George, Apostolos, 2016). Moreover, he has also built relationships with the truck drivers and can use these relationships in motivating them in embracing the change. Therefore, if the yard manager will be replaced from the organization, it will create issues in the maintenance of the change. Engagement of Blue Collar Unions in Workplace Changes The change is the people process. The people or the employees of the organization must embrace the change positively and completely for it to be successful. However, different kinds of employees show different responses towards change. The blue collared employees refer to the employees who work manually or on hourly rates. These people may get involve in skilled or unskilled manufacturing, mining, construction and similar physical work. These workers do not have university education and college degrees. Therefore, they are also not aware of the importance of change in the organization. Moreover, the blue collared employees also do not actively participate in the change process. They are unaware that the change is an integral process of organization and is required for the growth of the organization. In contrast to it, the employees in the public or social care organizations are educated and familiar with the change process. These people more readily acknowledge the benefits of change and its importance in the working of the organization. The white collar workers have desk jobs, work in administrative settings and their job roles require them to engage in service oriented work (Lips-Wiersma et al., 2016). These employees are educated and aware that change is an integral part of the organization culture. Therefore, the white collar employees should be more motivated to embrace new changes. Since most of the blue collared employees are less educated, they may form negative perception regarding the change rumors. They are also prone to believe in negative rumors easily. Therefore, it can be concluded that the blue collar workers are more likely to embrace organization change (Stavros et al., 2016). The motivation of the employees to embrace new changes can be tested by their external behavior towards change. The people who are not positive towards change will show negative behavior such as raising awareness regarding the viability and the efficacy of the change process. The positive employees will be enthusiastic towards the change process. The organization can also implement strategies to raise awareness regarding the change or its benefits for the company as well as employees. It will ease the change process and reduce the resistance of the employees towards the change. Conclusion It can be concluded that employee motivation and the employee engagement is essential for the organization. The companies should implement strategies to encourage the employee motivation. It will create a high performing culture in the organization. In the report, the case of a truck company has been examined. Previously, the company was a family-owned company which neglected the welfare of the staff members or the truck drivers. However, new strategies were introduced in the company with the arrival of the new yard manager which uplifted the performance of the organization. The strategies introduced by the organization were complementary and enhanced the performance of the organization. The yard manager implemented a number of strategies such as introducing new uniforms and trucks so that a positive culture is introduced in the organization. It also focused on the implementing occupational safety practices and trained the employees in the technical aspects of driving trucks so that the employees can better practice the safety measures while driving trucks. The company should also implement strategies to sustain changes in the organization. If the yard manager is moved to another location, it will adversely impact on the change process of the organization. It is because he is familiar with the employees and their attitudes. He has also constructed positive working relationships with the employees which can motivate them to embrace the change quickly. Most of the employees have also started realizing the benefits of the current change on the organization. It can be deduced that the blue collar employees are reluctant to embrace change as they are unaware of its importance for the organization growth. References Chuang, C. H., Chen, S. J., Chuang, C. W. (2013). 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