Facebook Pixel Code
x
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

If Overestimation of Performance is Common, Management Attempts to Introduce Benchmarking Procedures are Likely to Meet with Employee Resistance Essay Example

Show related essays

If Overestimation of Performance is Common, Management Attempts to Introduce Benchmarking Procedures are Likely to Meet with Employee Resistance

This is a preview of the 14-page document
Read full text

If Overestimation of Performance is Common, Management Attempts to Introduce Benchmarking Procedures are Likely to Meet with Employee Resistance. This means that they will not see the reason to implement any new performance enhancing procedure such as benchmarking. Second, management have identified that there is indeed a problem that has to begin with changing employee perception. Management believes benchmarking is the way to go and would like to implement it. Third, employees – in our deduced scenario – resist managements push to implement benchmarking since they are convinced that what they are currently doing is already better than their peers.Once we have decided to view this challenge as a change effort problem Kotter (100) reminds us that transformation is impossible unless employees help and employees will not do so unless they believe that useful change is possible.

Here another question arises: what is the need for the change? Is there an apparent crisis? Tichy and Devanna in Betts, Croom and Lu (735) stated that where there is no apparent crisis, opening up the organizational culture to be receptive to change is especially more difficult than where there is a crisis. The first activity that management will therefore need to take is to structure their communication in such a manner as to capture the hearts and minds of its staff. Communication comes in both words and deeds, and the latter are often the most powerful form. Also, management need to be aware that communication needs to be accompanied by action, as Kotter (100) puts it; nothing undermines change more than behavior by important individuals that is inconsistent with their words.The quandary therefore is how to overcome employee resistance to change. Issuing directives from the top would be an attractive proposition however it would only aggravate employee resistance since they will not have been involved as willing participants. A more workable strategy would be one that makes the employees share in the vision behind benchmarking and in the decision process that selects it as the most appropriate course of action. Beer, Eisenstat and Spector (8) refer to this approach as mobilizing commitment to change through joint diagnosis of business problems.It may seem too obvious such as to warrant management to ignore but Beer, Eisenstat and Spector (8) remind us that the starting point for any change effort is to have a clearly defined business problem. This means that management must be able to clearly communicate to employees the reasons why they want to implement benchmarking. If Overestimation of Performance is Common, Management Attempts to Introduce Benchmarking Procedures are Likely to Meet with Employee Resistance.

This is a preview of the 14-page document
Open full text

Works Cited

ASQ. “Benchmarking - The Process - Learn About Quality.” ASQ.org. Web. 28 Dec. 2011.

Beer, Michael, Russell A Eisenstat, and Bert Spector. “Why Change Programs Don’t Produce Change.” Harvard Business Review November - December (1990): 4-12. Print.

Betts, Alan, Simon Croom, and Dawei Lu. “Benchmark to escape from Lake Wobegon.” Benchmarking: An International Journal 18.5 (2011): 733 – 744. Print.

Camp, Robert C. Business process benchmarking: finding and implementing best practices. Wisconsin: ASQC Quality Press, 1995. Print.

Holloway, Jacky, Graham Francis, and Matthew Hinton. “A Case Study of Benchmarking in the National Health Service.” Mar. 1999 : n. pag. Print.

Kotter, John P. “Leading Change: Why Transformation Efforts Fail.” Harvard Business Review January (2007): 92 - 107. Print.



Close ✕
Tracy Smith Editor&Proofreader
Expert in: Management, Human Resources, Marketing
Hire an Editor
Matt Hamilton Writer
Expert in: Management, Business, Macro & Microeconomics
Hire a Writer
preview essay on If Overestimation of Performance is Common, Management Attempts to Introduce Benchmarking Procedures are Likely to Meet with Employee Resistance
WE CAN HELP TO FIND AN ESSAYDidn't find an essay?

Please type your essay title, choose your document type, enter your email and we send you essay samples

Contact Us