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-Communication I have got to say that communication is pretty good. I mean they don’t hide things from you. There needs to be more ways of communicating with staff than meetings and newsletters. I feel that there is good communication within the groupThere needs to be an open line of communication from top to bottom. We get more information from rumours than we do from bosses and that is something that is sad and not healthy. You need to give employees a general overview of what is happening. I don’t think that all information is presented in an open manner. Quite often one
BSBINN601 Lead and Manage Organisational Change gets the feeling that some decisions already made are being sold to you. So I don’t think this organisation fosters open expression or opinions if your viewpoints happen to differ from those being presented to you. I cannot stress how important communication is and my experience has been that when you are not communicated to truthfully then you do not trust ... If your communication channels are open and honest, change is an easy thing.I believe the company does try to be seen to be providing as much communication as it can. There are regular staff meetings. I suppose there is a good flow of communication but whether we can expect what is being told is correct, is true, I am not sure.Communication needs to be timely. Often people with my experience are very aware of changes that are going on a long time before it is formally articulated which leads to a lot of rumours, suppositions and misinformation. So timely communication is a fundamental sort of thing.I think communication can be improved. I have said earlier that there are board, executive and leadership meetings but I am not sure to how well the outcomes of these meetings are communicatedthroughout the organisation ... So perhaps the only weakness that I see in this organisation in terms ofchange management would be overall communication and consultation. There are pockets of people who do change management very well but I’m not sure that it cascades right down to the bottom levels. People usually hear about the change after the event. They give us information so that they are hoping we’ll make the opinions they want us to make based on the information they provide. They don’t actively seek any feedback from us. I don’t believe they want feedback.Termination Policy and Procedure Policy Samson Media is committed to provide clear guidelines about the termination of employees. Scope
BSBINN601 Lead and Manage Organisational Change This applies to all employees of Samson Media. Termination may be because of:Redundancy – the position is no longer needed.Retrenchment – there are reduced positionsEmployee resignsSerious misconduct investigated according to disciplinary procedure Unsatisfactory performance ProcedureResignation or Dismissal Notification of cessation of a staff member’s employment must be provided in writing.