Change Management Plan

Change Management Plan

A change management plan is effective in ensuring the effective monitoring of the change process. Also, it is effective in ensuring there is control in the budget, schedule, scope, communication processes, and available resources. The main advantage of the change management plan is to minimize the effects that the change process will have on the business operations, the employees, clients, and stakeholders. Creating a change management plan starts with identifying the change and determining the possible impacts it will have on the various stakeholders within the organization. After considering evolution and influence, it is necessary to create a communication strategy and provide change to minimize the impact and increase the change adoption rate.

The most effective change management model is Kotter’s model. Change is needed in the organization since its employees are not motivated to work. It will be possible to motivate the employees through system implementation. In Kotter’s model, the focus is on the response employees have on shift, and there are eight stages. The first stage is an increase in urgency to motivate and engage them in the change process (Kotter & Cohen, 2012). The other steps include:

• Creating a vision.
• Communication.
• Getting things on the move.
• Focusing on short–term goals, including the change.
• Not giving up.

The model’s primary role will be to ensure its cultural practices and intact during the implementation process. The reason for selecting the model over the others is its simplicity, making it easy to implement and ensure the change process is a success. The model will only provide information before the system implementation, during the application, and after the execution.

Several strategies will be effective in creating employee buy-in for the change. One is through having a laid-out vision. The focus is to have the employees understand why the change is necessary and how they will gain on an individual basis and as an organization at large (Kotter & Cohen, 2012). Another strategy that will be effective in the creation of the employee’s buy-in is personalization. The allocation of tasks and duties will be done based on an individual’s skills, which should be their strength. When the employees are set up for success, they will be motivated to achieve the established goals and objectives.

Training is the primary resource needed to ensure success in the creation of the necessary change. Training will be done at all levels of management. That includes the executive team and the employees at the bottom level. The focus of the training will be on making all the stakeholders understand the new ways of carrying out operations and activities once the change has been successfully implemented (Kanake and Nyakego, 2016). Another essential resource is systems. The main focus will be on communication techniques. There is a need to take advantage of the communication channels within the organization for the effective creation and implementation of the needed change. The focus of the resource will be on identifying any problem that might arise in the change creation process.

The most effective method to address the employees’ resistance is a feedback and improvement loop. The methods will create a platform where the employees can raise their concerns and worries about the change taking place in the organization. Another method to address resistance is inclusivity (Kanake and Nyakego, 2016). There is a need to include the employees in the decision-making process of the change taking place. They need to feel they are a part of the change, and they are less likely to resist.

References

Kotter, J. P., & Cohen, D. S. (2012). The heart of change: Real-life stories of how people change their organizations. Harvard Business Press.

Kanake, M. & Nyakego, M. (2016). Challenges and Strategies in the Implementation of Human Resources Information Systems in Kenyan Universities. Research on Humanities and Social Sciences, 6(18): 148-160.

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

Change Management Plan

The purpose of this assignment is to clearly articulate the specific strategies and methods that will be utilized to manage the organizational changes associated with implementing the problem solution you have selected.

Review the “Change Management Models Matrix” and other study materials to identify which change model you will utilize to manage organizational change. Write 500-750 words in which you explain how you will address the following organizational issues prior to implementing the problem solution you have selected.

1. Identify the change model you selected and provide a rationale for how this model will be the most effective for managing the organizational change related to your action research project.
2. Describe how you will create employee buy-in (“What’s in it for me?”) to address the problem using your solution.
3. Describe the resources (systems, technology, training, etc.) needed to implement the solution.
4. Explain the methods you will use to address employee resistance to change.

This summary will be used as part of the Business Proposal Presentation in Topic 7 and within the Final Business Proposal in Topic 8. Evidence of revision from instructor feedback will be assessed on the final business proposal.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.