Apple Inc Change Management Plan

Apple Inc Change Management Plan

Hello. Welcome to my presentation on Apple Inc.’s change management plan.

Apple’s organizational culture is founded on innovation. The main components of the culture include the company’s mission, vision, purpose, values, diversity, and inclusion. The company’s mission is to bring the best personal computing products and support to students, educators, designers, scientists, engineers, businesspersons, and consumers in over 140 countries worldwide (Leśniak-Moczuk, 2016). The vision is to make the best products on earth and to leave the world better than we found it, and the purpose is to create the best user experience for customers through innovative services, software, and hardware (Leśniak-Moczuk, 2016). The company’s values include privacy, environmental protection, supplier responsibility, accessibility, and education.

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The change management team will create urgency by sending follow-up emails to initiate customer feedback and emphasize the urgency of the change. Feedback can be used to predict resistance to change and causes of resistance and commitment to the change. The team will also form a powerful coalition by appointing an employee representative to present employee concerns and feedback in the change initiation process. Employee concerns may include a lack of clarity about the change and a lack of involvement in designing the change.

The third step that the change management team will take to implement the change successfully is creating a vision for change by creating an internal memo informing employees about the change and sending them an email with details about the change, such as its purpose, importance, and how it will be implemented. An internal memo is appropriate because it ensures that only those involved in the change get information relating to the change. The fourth step will be communicating the vision by rewarding employees who align their behavior with the proposed change. Non-monetary rewards are appropriate for influencing employee behavior because they make employees feel valued (Habib et al., 2017).

The change management team will also remove obstacles by creating an open communication channel between managers and employees. Available communication channels foster trust between managers and employees, thus increasing commitment to change. The team will additionally create short-term wins by rewarding employees who align their behavior with the proposed change. According to Radojević et al.(2020), rewarding employee behavior during the change process motivates employees to learn more about the change and how they can contribute to its successful implementation to get rewarded.

The team will build on the change by encouraging employees to give suggestions on how the change can be improved. The tips may be collected through suggestion boxes, surveys, and feedback charts. The changes will be anchored in corporate culture by aligning organizational practices with the proposed change by creating policies and procedures that integrate the proposed change and the organization’s goals and objectives with the goals of the proposed change.

The desired outcome is increasing employee engagement by enhancing diversion and inclusion, increasing employee involvement, and improving the flow of communication within the organization. Diversity and inclusion will be enhanced by creating a diversity and inclusion policy and a cultural awareness training program to familiarize employees with different cultural values, practices, and beliefs for better collaboration in decision-making.

The change management plan aligns with the organization’s mission to bring the best products and services and make the best products on earth because it facilitates the exchange of ideas among employees, thus promoting innovation. The change management plan also aligns with the organization’s mission to bring the best products and services because it initiates customer feedback for product and service improvement. The change management plan aligns with the organization’s accessibility value because it facilitates access to information by encouraging employees to give suggestions on how the change can be improved, creating an open communication channel between managers and employees, and regularly updating employees about the change.

Habib, M. N., Khalil, U., Manzoor, H., & Jamal, W. (2017). Non-monetary rewards and employee engagement; A study of the health sector. Sarhad Journal of Management Sciences, 3(2), 208-222. https://doi.org/10.31529/sjms.2017.3.2.2

Leśniak-Moczuk, A. D. (2016). Vision, strategy, and innovation in Apple company. Zeszyty Naukowe Uniwersytetu Szczecińskiego Finanse Rynki Finansowe Ubezpieczenia, 83, 33-40. https://doi.org/10.18276/frfu.2016.5.83/2-03

Radojević, T., Stanković, T., & Rajin, D. (2020). Employee motivation in the process of managing organizational change. Proceedings of the 7th International Scientific Conference – FINIZ 2020. https://doi.org/10.15308/finiz-2020-152-160

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Purpose of Assessment
**** Company for this Assignment Is APPLE****
Assess an organization’s culture to improve alignment between the culture, mission, vision, values, and strategies. You will be measured on how you assess the organization’s culture as well as how your proposed decisions for improvements align with the organization’s mission, vision, values, and strategies.

Apple Inc Change Management Plan

In a 7- to 10-slide presentation with visuals and speaker notes to the leadership of the organization you chose to explore in Week 1, complete the following:

Assess the current culture within the organization at the time of your experience.
Develop the Change Management Plan using Kotter’s 8-Step model.
Determine the desired outcome as a result of the proposed change.
Analyze the alignment between the organization, mission, vision, values, strategies, and the proposed Change Management Plan.