In a modern workplace, change is always expected. Changes may occur depending on the system used by a particular organization. There are technology changes, changes in the procedures and the changes in the market. The economy that gets wider and wider through the years has its own challenges unique for every employer. Some countries posses a comprehensive and complicated scheme of laws related to the industry. Managing the changes in a workplace can be a very difficult task without any understanding and knowledge of the interrelationship between the legal requirements of the collective agreements and the contracts of employment that is applicable in the workplace.
The legal requirement for the change in the workplace is only a part of the whole picture. Knowledge in the broader relations in the industry including the roles of the different unions connected to the change is essential to the success of the implementation of the change in the workplace.
A comprehensive change management strategy is very important for all businesses that plan to consider change in the workplace. The success of the strategy depends on the following factors: the objective of the organization for the change. An audit of all the legal obligations of the employer to the parties affected of the change including the analysis on how the change will be implemented, the strategy of communication that has all the information needed by the affected party regarding the set procedure. And the last factor to be done for a successful strategy is the planning of the appropriate legal change management before the implementation of the change. The tools that are necessary in the change management in a workplace must measure the satisfaction of the employees. It is the employee’s prerogative to know how to deal with any issue in the organization where they belong.