Applying the MARS Model

Applying the MARS Model

The MARS model refers to four elements needed for any change to be successful. They include motivation, ability, situational factors, and role perceptions. The scenario depicts a lack of inspiration from the employees due to the significant changes being implemented (Unnati Garg, 2018). The internal forces were not aligned as the employees were fearful and could not do their jobs effectively due to the changes. The situation was also not conducive to change as it was chaotic with many unknowns. They assess the organization’s goals and create a plan to help employees feel more comfortable with the changes (Unnati Garg, 2018). It is also essential to provide adequate training to handle confidence in their ability to do their jobs.

The ability was also lacking as many employees didn’t have the proper training to adapt to the new system. The personal job fit and competencies were inadequate for the new system. The employees felt they could not do their jobs effectively as they differed from what they were used to doing (Champoux, 2010). Training employees on the new system is necessary and ensures they fit well for the change. The role perceptions of the employees also played a part in how successful the difference was. They felt that their positions were changing and they were not adequately prepared for it, which made them feel unmotivated and unable to do their jobs. The organization needs to communicate the changes to the employees and their roles in the new system to change this. Providing adequate training to understand their new roles and feel confident in performing them is also necessary.

The situational factors also played a role in the change. The implementation date kept getting pushed back, creating uncertainty and chaos (Hardie, 2020). It made it difficult for the employees to adapt to the changes. To mitigate this, the organization needs to be clear about the differences when they happen and the goals of the change. It will help the employees to be more prepared and less anxious about the changes.

References

Champoux, J. E. (2010). Organizational behavior: Integrating individuals, groups, and organizations. Routledge.

Hardie, B. (2020). Integrating Individuals and Environments: A Situational Approach to Studying Action. In Studying Situational Interaction (pp. 23-51). Springer, Cham.

Unnati Garg. (2018). Mars model. SlideShare. Retrieved March 8, 2022, from https://www.slideshare.net/unnatigarg77/mars-model-123384372

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A sizeable functional department in the state government decided to modernize its computer system. The employees were aware of the changes several months before the r, but the implementation date was pushed back. The changes were significant and affected everyone. Many were unhappy with the changes; there was much fear and dismay. The changes meant that some employees who were used to doing things one way now had to do things differently. Some were concerned that they were not adequately prepared for the new system and lacked training. When the change came, it was, at first, a disaster. There was a significant decrease instead of the expected increase in productivity and effectiveness.
To add to the problems, the system had several “bugs” to be worked out. These things only served to fuel the employee’s concerns. How would you use the MARS model to explain the drop in performance experienced in this case example?