Question

Could you please answer this for me thanks

er female com ve, over the past year Brenda Lucki was named the first he has engaged you as an expert orpanizational behavior consultant As the recent is a lifelong career RCMP member RCMP, she has asked for your help to formulate a plan to start the commissioner of the force Ms. Lucki new leader of the process of deali change the RCMP geaino with the many issues noted above, so as to ultimately positively b of your OB experience and knowedge around, among other things. power and politics, conflict and negotiation, communication, change With the backdrop management and organizational culture, discuss two separate areas that you feel Ms Luck should focus on, and why, using theories and examples from class the text t support your own opinions and positions. (7.5 marks available for each area discussed -15 total marks

Answer 1

RCMP

Ms. Lucki should focus on:

1. Change management and organizational culture
2. Communication

1. Change management and organizational culture.

The organizational culture at RCMP has been found to be flawed and socially impaired. There is no gender diversity, hence lack of inclusive workforce. There have been cases of harassment reported by female employees. The organization workforce is male-dominated. On one hand the force is doing heroic tasks that are worth appreciating, on the other hand, there is this dark side where internal cases of harassment have been reported. Commissioner Lucki should focus on bringing a change in the organizational culture that transforms into a better, inclusive and safe workplace for all. The workforce should be highly professional and must follow ethical guidelines. This is not going to be a one-time task but the focus should be on imbibing this as a part of the organizational culture. That calls for certain procedures to introduce change management. Change management can be implemented at a macro level within three broad areas of culture, framework and process. And an important aspect is to identify the target for change. In this case, the target is the entire workforce who needs to be trained for the following:-

1. Being accountable and responsible for their own actions.
2. Developing mutual respect and empathy.
3. Open to an inclusive and diverse workforce.
4. Open to gender equality.
5. Holistic involvement of employees at all the organizational levels for continuous growth and improvement.
6. Transforming the outlook of the employees thereby bringing a permanent change in the organizational culture.
7. Creating a more honest and sincere culture.

The system of reforms should change to work efficiently to make the victims feel empowered. There should be authentic scrutiny and investigations. Strict disciplinary actions should be taken against the offenders. Cases related to trauma should be handled with empathy and care

To make the employees adapt to the changes, they should be first communicated regarding the same. The change should be made a part of their regular organizational culture. There should be counseling and workshop sessions for the entire workforce. Force field analysis can be conducted to analyze the factors influencing the organizational change. Proper feedback should be taken from the employees at regular intervals to map the impact of the change management on the organizational culture.

Ms. Lucki should focus on improvement on a continuous basis. The Change Management Team should be proactive so as to make this transformation an integral part of planning, development and management.

2. Communication

A well-defined communication channel is essential for better organizational culture and performance. The abovementioned strategies for change management and culture are possible only with the right communication and information flow. Usually, in such kind of organizations the direction of information flow is strictly hierarchy base. It is always top to down. It is always the top management that directs the middle or the lower management and other subordinates. To bring about the change in the organizational culture and overall performance it is very essential to have straightforward and sincere communication. Ms. Lucki should work upon the latest RCMP strategy for communications by fine-tuning the procedures and activities. Management development programs should be conducted so as to bridge the gap between the leader and the workforce for better communication. Proper communication channels and authorities should be identified for reporting of grievances. There should be a well-defined feedback system. Barriers to communication should reduce to a possible extent. The organization structure should be flatter to encourage better internal communication. The top management should lead by examples.