Change Management Plan Paper

43-45). Top-down change process provides prescription that has only been developed by top managers and given to lower cadre employees down the ranks to consume without their input. According to Bovey & Hede (2001, p. 540) resistance occurs at the individual level, where employees are motivated by psychological factors to change that include resentment, frustration, low motivation and morale, fear, and feelings of failure. At the same time, earlier publication by Yilmaz & Kilicoglu (2013, pp. 17-18) identified four factors that motivate employees to resist changes in the organisation: employees focusing on self- interests as opposed to those of the organisation, having inadequate understanding of

This paper looks into Synergic solutions Inc., a company that resells assembled computers. The Organizational simulation will look into the three theories of change management. Using the three theories, the paper will analyse any cross-cultural issues that come with change. The paper will look at three internal and external drivers that have propelled change in the organization. It will also look into any factors that the head will need to look at in order to ensure change in the organization. Resistance is one of the aftermaths of implementing change. The paper will look at what types of resistance that the head of the company might face and the way this resistance may be handled. This will in turn look into the leadership styles that may

An alternative magnitude managers know how to utilize to ease struggle to transform is to talk about how the adjustment will guard or improve equality for the company. Not discussing, several members of staff might aspect the correction as excessive, but clearing up in detail the adjustment certainly influence people and offer enough training preparation to the modification are able to calm fear that the altering will hurt some particular crowd. While managers display understanding, individuals changes by revolution able to other willing recognize the procedure (Sullivan &

Moreover, the best way to successfully implement change management is carried out in a few simple steps. Appointing a team to organize the change management process; this team may consist of employees, as well as outside consultants with the familiarity of change management strategies. Next, the plan to go from the current to the planned organizational structure should be analyzed and decide what steps will be necessary to complete the process. A communication plan should be created that is comprehensive; determine how to notify all company employees of the upcoming changes to ensure the transition will go smoothly. The next step will have the key changes that will take place during this process by creating a timeline, which should include small as well as large details. The change process should list concerns or problems that may arise; this would include employee dissatisfaction, confusion as well as an everyday work stoppage, and finally, these potential setbacks should have a contingency plan created. The final steps include the compilation of a change report for senior management as well as a discussion with management teams of the upcoming changes to be implemented (Michaels,

Organizational development (OD) and implementing change in an organization can be a complex and challenging task. It is important to understand what Organizational development (OD) is and the change management approaches will work best with the organization and its people to manage change. In todays, globalize economy organizations experience rapid changes that managers have to be able to manage. I will discuss what organizational development, how to implement changes and different change management approaches. Compare and contrast OD and change management approaches categorizing when each approach is appropriate, advantages and disadvantage each have.

According Lorenzi and Riley, often many organizations fail to realize the extent of change and its effect on the organizational dynamics between behavior, culture and performance. Additionally, management is typically unaware of the effects system wide change has on the way “we do work”. Work processes change, relationships shift, work skills are either altered or deleted and as a result an

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

It is not only important to create a change friendly environment, it is also important to find the best models and frameworks to implement the change. Kotter's eight-step model for organizational change is a detailed model and it provides organizations with a step-by-step guide to implement change effectively. According to Calegari, Sibley, & Turner (2015) the steps include "1) create a sense of urgency; 2) build a guiding team; 3) get the vision right; 4) communicate the vision for buy-in; 5) empower action; 6) create short-term wins; 7) don't let up; and 8) make change stick." (p. 34). Some of the merits of this model include it's widely recognized effectiveness, it is very detailed and it focuses on responses to change (Calegari, et al., 2015; Smith, 2011). There are also shortcomings in this model, including the lengthy process, no flexibility in flow, and it is very sequential (Calegari, et al., 2015; Smith, 2011). I would adjust for the shortcomings by stressing the importance of every step. I would ensure that every step is properly followed as quickly as possible.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

The change plan prepared for the business provides significant information regarding the current situation in internal environment. The information provided is based on analysis of internal elements necessary in formulating an overall organizational culture. The desired performance and culture is also defined in terms of its tangible elements. A detailed plan includes the necessary steps for an organization to carry forward its change objectives including the handling of transition. The process adopted for change management should include a clear purpose for change as well as a strategy for implementing the desired change.

These types of changes today have been essentially globalized, along with organizational adaptation and control change, both of which strive to sustain the customer 's loyalty effectively. Therefore, from hereon the concept of change can begin. However, when the change in the culture of an organization occurs for example, the company feels that the activities conducted including changes in Technology, Business Process, Employees, Method of Appraisal, Rules Management, Methods of Administration, Recruitment & Selection, Job Skill management, among others are continuously damaging the image and reputation of the organization, the question

Kurt Lewin developed a model of the change process that has stood the test of time and continues to influence the way organizations manage planned change. Lewin’s change model is a three-step process. The process begins with unfreezing, which is a critical first obstacle in the change process. Unfreezing involves encouraging individuals to shed old behaviors by changing the status quo. The second step in the change process is moving. In the moving stage, new attitudes, values, and behaviors are substituted for old ones. Organizations accomplish moving by initiating new options and explaining the rationale for the change, as well as by providing training to help employees develop the new skills they need. The last step in the change process is Refreezing. In this step, new attitudes, values, and behaviors are established as the new normal. The new ways of operating are concrete and reinforced. Managers should ensure

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

In developing an organization and preparing for the changes necessary a reliable change management plan is often required to overcome workplace resistance when employees are presented with a new way of doing things. Change management is a strategy designed to transition from the status quo to some new ideal way of doing business. CrysTel, a growing telecommunications company, finds itself in a very dynamic industry that along with frequent advances in technology will dictate that it adapt to rapid and persistent changes. Developing a successful change management plan for CrysTel will have distinct goals: optimize flexibility, promote innovation, and sustain change. Change management at CrysTel will involve identifying the strengths and weaknesses of departments within the

Resistance to change is one of the biggest barriers that organizations face in their efforts to implement organizational change. This greatly hampers the uptake of new technologies, new ways of doing work and even progress of organizations. Reviewing on this, the British Journal of