Recommendations for Workplace in Policies and Procedures

Your chances of making the needed adjustments will increase if you follow the recommendations in the workplace for policies and processes. The ability to objectively evaluate the culture of your company is also important.

Given the title, They sincerely ask the readers’ indulgence for recommendations in the workplace, in stating that most organizations have some sort of written policy and procedure. The way policies and procedures are applied differ greatly between organizations. Making a positive organizational culture is an important aspect that is usually overlooked or underestimated. The influence of the current organizational culture and the transition to the culture needed to embed the intended change outcomes must be openly and transparently discussed in order to achieve this.

You have worked with organizations that are attempting to manage organizational change and will continue to do so. Most people are so afraid that they choose to ignore “the elephant in the room.” That is to say, everyone is aware that changing the current organizational culture will take discussion, agreement, and conviction. However, it is usually overlooked as people become preoccupied with “doing stuff.” This element of organizational culture has the potential to permeate all levels and functions of the organization. A misaligned organizational culture with the goals of the change program cannot be addressed by any policy or procedure and should not be.

It is nearly impossible to create policies and procedures that are 100% error-free. The organization must put up its best effort in regard to policy and processes. This is enhanced by an organizational culture that offers the necessary attitudes and behaviors for applying not just the letter but also the spirit of the policy and procedure.

It is impossible to overstate the importance of best-effort policy and procedure with the appropriate organizational culture, nor should it be minimized by “getting stuff done.” Without the proper mindset and recommendations in workplace, and behavior, policy and procedure are a substantial, if not the most important, factor in bringing about successful and efficient organizational change.

The types of knowledge supporting organizational change management, project management, and IT infrastructure are well-established and well-documented. Why are the ethical standards indicated in these and other bodies of knowledge not being upheld with knowledge, rigor, and conviction? They think organizational culture has a big influence. Here is one instance. Any organizational change must start with timely, accurate, consistent, and transparent reporting. The majority of organizations who are working on changes or other projects will claim that they have policies and procedures in place that address status reporting. The “watermelon reporting” issue will almost probably cause problems for these same organizations. What I mean by “watermelon reporting” is that they use a customized traffic light system or RAG to show what was planned against what was achieved. Everything green on the outside but red on the inside is called “watermelon reporting.” How often are reporting policies and procedures followed? The organizational culture and a deficiency in consequence management are directly responsible for the non-application or incorrect application.

Every organization is unique, whether in terms of its objectives, size, available products, or services. Due to the fact that each individual within any organization is a unique individual, they are all very different. There are a few basic areas that every organization can use, but they will need to be customized to suit best the organization’s resources and the change being implemented. Keeping with recognized excellent practices as they are is a powerful recommendation for any change management. Only differ from these when there is a very good reason, and then document the change’s need and expected benefit. Another suggestion is to set up a time for “front-end loading” at the beginning of any change program. This involves putting as many of the resources needed for success in place from the start. A strong risk and issue status is a key artifact for any written change policy and process if having everything in place is not possible.

Recommendations in workplace for policy, procedure, and application

From the Plan of Record (POR) through the different plan iterations and final delivery and approval of the commissioning Business Case, all of these should be documented and used to support the project planning process.

• Is there a realistic business case supporting the implementation of the change? Are changes to the initial Business Case under-documented version control as work progresses? This can be needed if it is decided to stop the project or program due to a change in circumstances.
• Existing definitions of the terms “policy,” “procedure,” “practice,” and “process” and how they should be used?
• Are there established, supported, and documented methods for using good practices? For example, what project management strategy should be used? Should the Information Technology Infrastructure Library (ITIL) be used?
• Is the AGILE Manifesto and SCRUM Guide to be followed, and is there agreement on what this means for application?

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