Die invloed van veranderingsbestuur op die arbeidsverhouding

Abstract

INTRODUCTION Most organisations need to consider the need for change, due to external and internal influences. Change is indispensable for business success and for the people in the organisation. Organisations function in a rapidly changing environment. A successful organisation is an organisation who functions in hannony with its environment. Change is essential for the organisation to innovate, survive and continue to exist. Industrial relations play an important role in change management because, the relationship based on trust, loyalty and acceptance between the employer and employee is a method for successful change. Communication and training are the lubricant that facilitates change and makes it possible for change to occur in an atmosphere of understanding. By communicating more effectively with workers, management can play a leading part in facilitating change in South Africa and thereby make a meaningful contribution to a prosperous and peaceful future. Employees tend to resist change as it usually presents a threat to familiar patterns, status and fmancial rewards. For this reason the assumption can be made that if change is not managed properly it may influence morale and motivation negatively. GENERAL OBJECTIVE The general objective of this study is to look into the influence of change management on industrial relations so that the impact of this change can be managed effectively. SECONDARY OBJECTIVES • to show that managing change and resistance to change is important to industrial relations and that if change is not managed properly it may influence the morale and motivation of the workforce negatively; • to stress the importance of management of diversity m the South African organisation; • to show the important role of training during change; • to show that communication is the key to managing change; CONCLUSION Change can be expressed as the negotiation or the renegotiation of shared meaning about what is to be valued, believed in and aimed for. Organisational change constitutes a renewal of parts or even the whole of organisational structures, processes and relationships. Change is a necessaiy and exciting part of individual and organisational growth and development. Without it, there would be no growth. Leaming to make the most of changes which confront one will enhance life and relationships. People tend to resist change because they feel inadequate to meet the challenge, feel their security is threatened, fear the unknown, mistrust the initiating change or lack the ability to see the big picture. By anticipating and welcoming change, one can maintain a positive attitude and deal effectively with the demands change makes in industrial relations. RECOMMENDATIONS • to create an environment of mutual trust and understanding for managing diversity; • to use communication as a lubricant for facilitating the change process and to create an atmosphere of understanding, also as a method to manage resistance to change and to explain to the people in industrial relations the change process and the effect thereof which is necessity to overcome resistance en insecurity that change causes; • to create a positive attitude within industrial relations to manage change; • to make people in industrial relations part of the change process; • to give training to the people in industrial relations so that they can be familiar with the change process and to understand their new responsibilities; • to create a mission, goals, plan of action and a strategy to manage change effectively.