Business Development

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Say that global influences on the importance of adjusting the company to become very strategic. But every organization change will affect on anyone, whether the management or the employees. Change can be responded to positively or negatively depending on its type and degree of the change itself. It will be responded negatively or in the form of refusal if the change is considered detrimental to the management and the employees.

The point is, they don’t want to change. For example, concerning the decrease in compensation, career limitations, and rationalization of staff. However, if the changes occur on the innovation process of improving the quality then the changes that are arising in the management and employees are in the terms of knowledge, attitudes and skills to operate new technology.

If that happens to the change of the employee’s motivation in a team work so the changes that should happen is the change in the quality management of human resources. It’s all positive feedback on the change. To achieve the success of a program of change then everyone must be ready and able to change its behavior. This is very depending on what is influencing the behavior and what is it that drives someone to change.

Internal factors which are assume that affecting behavior including knowledge, skills, trust / confidence, environmental and corporate vision. While the factors that are encouraged someone to have the spirit of change is an opportunity to gain real profit or avoid the personal loss. So basically, whether the response in the form of lazy or spirited in facing the change is very usual thing.

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Tags: developing human resources, Employees, employees skills, management development, Qualified human recources . This entry was posted on Thursday, July 15th, 2010 at 8:19 am and is filed under Development Management. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.