...Change Management Plan Life in the 21st century is all about change. People face change in some fashion in their personal and professional lives almost on a daily basis. How successful they are in both our personal and professional lives depend a great deal on how easily they can adapt to these changes. Organizations are also susceptible to frequent and oftentimes rapid changes. CrysTel, a telecommunications company, is just such an organization. CrysTel faces both technological and administrative changes regularly due to the telecommunication industry’s rapid and frequent advances. CrysTel employs 2,500 employees and offer products such as data cables, wireless solutions, and network development. (Apollo Group Inc, 2004) Successfully leading and sustaining change within this organization will require a great deal of planning and hard work from all levels of management and leadership. The term “survival of the fittest” (Apollo Group Inc, 2004) is aptly applied to the change process for organizations. Much like in ones personal life, those who are most fit or in this case the most adapt at leading and sustaining change will be the most likely to survive the necessary changes and emerge a stronger more successful organization. CrysTel has taken the first of many important steps required in being able to lead successfully and sustain change within their organization. CrysTel recognized the need for change created by external forces such as the technological advancements of their...
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...HRM 560 – Managing Organizational Change June 1, 2013 A.Describe the organization in terms of industry size and history. The organization is Potter’s Peanuts. It is a family-owned business that has been operating nationally for 35 years. The company is in the food industry and has over 280,000 employees nationwide. Headquartered in the United States, the company has recently acquired two smaller processing and manufacturing facilities in Europe. Potter’s Peanuts is becoming increasingly aware of the rise in international competition, and is looking to maintain its market share domestically, while building it globally. B. Describe how the HR program/policy/process/procedure/initiative that has been proposed should be changed. Leadership, with major input from the HR staff, is aware that attracting and retaining the best and brightest in the agricultural and food processing arena is crucial to maintaining national and international competitive market share advantage. With that vision in mind, the leadership knows that it will have to be strategic in ensuring that all its HR initiatives are equitable, consistent, continuous, and mainstream. Potter’s Peanuts has been noted for its success in the marketplace, its values and vision, its diversity and inclusion efforts, but more publicly for its notable efforts in the training and development arena. The company believes strongly in training and development, as illustrated by the continuous and consistent launch of said...
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...[pic] Change Management & Communication Plan Kayala Allen & Barbara Nelson MGT/311 July 23, 2012 Dr. Lisa Babin Verret Change Management and Communication Paper Change is subject to happen at any given time within a company. Basically companies make changes to improve the work environment and to make sure they stay in business. There are always reasons behind changes. This may be because of technology, competition, or even politics. As for Riordan Manufacturing, this company has decided to make a change to its customers’ management system. In doing so, consultants are tasked with developing a change management plan. With this plan, the consultants will have to identify the current formal and informal power structures and how it may affect employee behavior, identify the best organizational structures that will help Riordan accomplish their planned changes, identify the potential effects of the chosen structure on employee behavior, identify the characteristics of the company’s culture on employee behavior, identify the potential sources of resistance to change, recommend a strategy to implement the changes over the year, and to indicate how they will evaluate the success or failure of the planned change. Another job the consultants are tasked with is creating a communication plan. This plan requires them to choose the most appropriate channels to communicate the change to the employee, to identify the...
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...Riordan Manufacturing Management Change Plan MGT 301 Section I: Change Management Plan Identify the current formal and informal power structures in the organization. How might the power and political structure of the organization affect employee behavior? The formal power structure in the organization consists of the top management staff run by the President & CEO, followed by the Executive Assistant, Senior VP-R&D, and the Chief Operating Officer. The informal power structures would be the employee work force and their ability to generate profits for the company. The power and political organizational structure might affect employee behavior on how strict the company is on its standards and regulations. When the employee is supervised and reviewed on the performance then the employee might feel the responsibility to keep up and do a good work in order to keep the job and generate good reviews. According to Robbins and Judge (2013) organizational structure is defined as how a job tasks which is formally divided, grouped and coordinated. There are six key elements; work specialization, departmentalization, chain of command, span of control, centralization, decentralization, and formalization. Riordan Manufacturing operation is based on the effective bureaucratic structure this standardized processes effective in the ability for all 500 employees to be synchronized at the same level regardless of the hierarchy. The manufacturing plants are divided in three different specific...
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...Create an Effective Change Management Plan Prosci's Change Management Toolkit is one of the most comprehensive guides for managers, project teams and consultants involved in change management. The toolkit includes detailed planning templates, readiness assessments and guidelines for building executive sponsorship and managing resistance. Templates include communication plans, training plans, sponsor roadmaps, coaching plans and resistance management plans. Based on research with more than 700 companies, The Change Management Toolkit is a leader’s guide that contains templates and guidelines to help you effectively employ change management and write a complete and professional change management plan. Assessment tools and implementation guidelines will help you implement an effective change management strategy.The Change Management Toolkit enables you to: * Manage the people side of change, not just the business side. * Develop a change management strategy for your project. * Create a communication plan. * Actively manage resistance to change. | Toolkit elements: * Change management overview - what is change management, why is it important, what can I do to manage change effectively * Assessments - tools for evaluating your change and your organization's readiness for change * Templates - critical document templates for planning and executing change management - provided on CD-ROM * Theories and perspectives - a practical discussion of change principles and concepts...
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...[pic] Change Management Plan Prepared by: Donnell Brown Date: 4/12/14 Table of Contents 1. Introduction 1 1.1 Purpose 1 1.2 Change Management Planning 1 1.3 Principles of Change Management 1 1.4 Translating Change Management Principles into a Structured Approach 2 1.5 References 2 1.5.1 External References 2 1.5.2 Project Centralized Repository Document 3 1.6 Glossary and Acronyms 3 1.7 Document Maintenance 3 2. Change Management Participants Roles and Responsibilities 3 2.1 Change Manager 3 2.2 Lead Change Evaluator 4 2.3 Change Management Team Members 4 2.4 Change Management Stakeholder 5 2.5 Project Training Coordinator – 5 2.6 Departmental Roles 5 3. Change Management Scope 5 3.1 Communication/Stakeholder Objectives 6 4. Analysis of Job/Workflow impact 7 5. Marketing Change 8 5.1 Engaging Stakeholders in the Progress of the Project 9 5.2 Methodology and Tools for Communications 9 5.3 Building Acceptance to Change 9 5.4 Monitoring the Effectiveness of the Change Management Program 10 Introduction 1 Purpose The purpose of the Change Management Plan is to actively design, develop, and execute a strategy for preparing all employees for business, technical and cultural changes that occur as the result of project initiatives. Embracing and magnifying the positive aspects...
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...ZABI Anar CHANGE MANAGEMENT PLAN CHANGE MANAGEMENT PLAN This change management plan has been elaborated for the attention of the Vinci Energies Academy Director, Mister Eddy VANDERSMISSEN and the International and Digital Learning Activity Manager, Mister Thomas DOEUVE. It will mainly cover the review of the internationalization and the digitalization of the Academy with the objective to help you to best roll out your change projects within the organisation. For purpose of clarity, our change management plan will be divided into five parts: 3 3 Part 1: Contextualization 1.1 Characterizing the existing influence system 1.2 Identifying the main stakeholders 1.3 Nomination of an intermediary person 13 13 Part 2: Problematization 15 15 Part 3: Enrolment 17 17 Part 4: Convergence 4.3 Continuous Communication 4.2 Continuous evaluation 4.1 Project management techniques 26 26 Part 5: Extension Part 1 : Contextualization Part 1 : Contextualization Before concretely designing a change management plan, it is important to understand the elements of the internal context of the Academy, which are likely to influence the course of the change process. The goal of this first phase of the project is to make sure that we understood well the way the company works as well as the challenges related to the projects. Before concretely designing a change management plan, it is...
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...Change Management Plan Date Instructor Change Management Plan Introduction: In current dynamic business world, the only static thing is change. Organizations have to deal with great variety of changes across the year. With passage of time, intensity of competition amongst business organizations has increased. At the same time, need for changing as per business needs has also arisen. Case for Riordan Manufacturing has also not been different. Right now, the company is lagging far behind in customer service and communication process as they do not have proper system to record details of their customers. This has hampered their growth and development in the past and managers have realized that they must have proper communication plan in place to achieve small and long term business objectives. This particular paper shall talk about planning process in the organization in order to form proper communications plan for better customer service. Current formal and informal capital structure in organization: Organization’s hierarchy does not have a problem in Riordan Manufacturing. They have extremely talented pool of diverse workforce. But biggest problem in current system of communications is that they do not have integrated and centralized system which could store all relevant details about the customers. Maintaining and management of database is extremely important as managers’ role is not just to procure new customers for the organization but also to maintain...
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...Change Management and Communication Plan MGT/311 February 24, 2013 Change Management and Communication Plan In business since 1991, Riordan Manufacturing is a Fortune 1000 company with sales in excess of $1 billion annually. Riordan makes the following statement in its strategies, “We will strive to be a solution provider for our customers and not be a part of our customers’ challenges.” (Apollo Virtual Organizations, 2013). Although the company is trying to remain progressive, one of their current business practices hinders that statement. As such, our team has been engaged to assist Riordan with a change to its customer management system. Current Organizational Culture According to Robbins and Judge (2011), organizational culture can be defined as, “a system of shared meaning held by members that distinguishes the organization from other organizations” (pg. 521). Throughout Riordan’s strategies and mission statement, the term, “industry leader” is repeatedly listed. This demonstrates that the company rewards innovation and risk-taking and is focused on outcome rather than processes. This mindset also confirms that the company is aggressive in its approach to business and encourages its sales staff in that same manner. Finally, it is a people-oriented company because the company leaders have recognized the importance of good employees to manufacture and sell the product and, most importantly, the critical need to take care of the consumer: the end-user that will...
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...Change Management Plan Life in the 21st century is all about change. People face change in some fashion in their personal and professional lives almost on a daily basis. How successful they are in both our personal and professional lives depend a great deal on how easily they can adapt to these changes. Organizations are also susceptible to frequent and oftentimes rapid changes. CrysTel, a telecommunications company, is just such an organization. CrysTel faces both technological and administrative changes regularly due to the telecommunication industry’s rapid and frequent advances. CrysTel employs 2,500 employees and offer products such as data cables, wireless solutions, and network development. (Apollo Group Inc, 2004) Successfully leading and sustaining change within this organization will require a great deal of planning and hard work from all levels of management and leadership. The term “survival of the fittest” (Apollo Group Inc, 2004) is aptly applied to the change process for organizations. Much like in ones personal life, those who are most fit or in this case the most adapt at leading and sustaining change will be the most likely to survive the necessary changes and emerge a stronger more successful organization. CrysTel has taken the first of many important steps required in being able to lead successfully and sustain change within their organization. CrysTel recognized the need for change created by external forces such as the technological advancements of their...
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...Change Management and Communication Plan Names Date Course Facilitator Change Management and Communication Plan Team C Consultants has been tasked with creating a change management and communication plan for Riordan Manufacturing, an organization that has identified the need to implement a formal customer information system to be used by all employees. To create these plans, Team C reviewed Riordan’s intranet site to understand better different aspects of the organization. Discussed below under the change management plan are the current power structures identified in the organization, structures necessary to implement change, characteristics of the company culture, and the effect of these on behavior. In addition, potential sources of change resistance, implementation strategies, and measurements of success will also be reviewed. With the communication plan, appropriate communication channels, potential barriers, and strategies to overcome those challenges are identified. An e-mail to every employee will detail the changes to the customer information system and the areas that will be affected. The e-mail will explain why the change is needed and the urgency for its implementation. Change Management Plan Formal and Informal Power Structures Riordan Manufacturing is made up of formal and informal power structures. The formal power structure prevalent in the organization, and identifiable through its organizational chart, is legitimate power, which...
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...Change Management and Communication Plan MGT/311 Change Management and Communication Plan In order to support Riordan Manufacturing in their efforts to make changes to the company customer management system, this proposal will serve the purpose of converting it into a formal system for managing customer information. This new system will serve as a singular method used by all employees’. Management Plan After reviewing the Riordan Manufacturing company, the organizational design can be compared to a bureaucracy as well as a matrix structure. Riordan Manufacturing has several vice-presidents as well as directors for all their sections whom ultimately report to the President and CEO Dr. Michael Riordan. Like the military, this company also has a structured chain of command. This depends on standardized work processes for coordination and control. Each department has a specialized division which works under a manager whom reports to a vice president of that section. It has been said that “Power corrupts, and absolute power corrupts absolutely,” too much of anything can be negative and power is no exception to the rule. With the changes in managing customer information, leadership must start from the top all the way down to bottom if this new system is to be successful. Political behavior is important when it comes to change, this power can seriously hinder or help when it comes to new policies in a work environment. With change may come some resistance from some employees’...
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...Change Management Plan Change Management and Communication Plan Riordan Manufacturing does not currently have any formal management system for managing their customer information. Informally this system has been left up to each individual employee. However, the new formal system created will require employees to use one customer management system. Our aim is to apply a more formal management structure to help achieve company goals and deliver better value to the customer as well as assisting in the success of Riordan Manufacturing. With a formal system the managers will be allowed to monitor the different work assignments passed on to the various employees starting from the top to the bottom. We believe the most appropriate structure would be the chain of command management system. Illustration I With the decision power from top to bottom employees on the same level will have the same decision-making power as the other employees on that same level. Before the informal structure was not working for the company because there was not one certain employee in charge. This made it easy to place blame on others, and there was no particular rush on most projects. With the change of command in place employees will have someone to go to when he or she have questions or problems. According to (Kelchner, 2012), “Companies without a clear chain of command can create an atmosphere of uncertainty and chaos, which affects the morale of all workers in the organization...
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...Change Management and Communication Plan Damon , Kesha , MGT/311 Change Management and Communication Plan Riordan Manufacturing has a prevailing structure and an organization based on formal and informal power. The obvious formal power structure identified through its organizational chart, is legitimate power. Legitimate power “represents the formal authority to control and use organizational resources based on structural position in the organization” (Judge & Robbins, 2014. p.414). The vast division of the departments and managers within the organization, leads the team to believe that the informal power structure being utilized is, expert power. The only downfall from using expert power, is the creation of a disconnection between the front line employees and their executive officers. Obvious within the organization is the power and political structure and its effect on employee behavior. Communication amongst several levels of management entails employees to leverage their power and political influence within the organization so that the desired goals and outcomes are reached. Riordan Manufacturing is no small town plastics manufacturer, with over $1 billion in sales and well over 550 employees, this organization is here to stay. Because Riordan would like to standardize its process across all levels of management, the implementation of the bureaucratic structure will best outfit them and help them accomplish their planned changes. According to Judge &...
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...Running head: CHANGE MANAGEMENT AND COMMUNICATION PLAN Change Management and Communication Plan Organizational Development MGT/311 January 11, 2012 Change Management and Communication Plan Riordan Manufacturing has decided to implement a formal customer management system, which will be used company wide. Our job as consultants is to assist Riordan in planning and implementing the change so that it goes as smoothly as possible. Current Formal and Informal Structure Riordan Manufacturing functions with a bureaucratic structure and a system based on formal power. According to the organizational charts, the organization is departmentalized into functional areas based on the scope of work. The organization also breaks down jobs and departments based-off of specialization. Each department or division has a VP that oversees the department and reports to the chief executive officer. Each VP has managers who manage a number of employees. This system allows effective and strategic management throughout the organization. This also allows decisions to be disseminated throughout the organization with ease. The system is very common and popular throughout organizations today. Front-line employees report to managers, managers report to directors or regional managers, directors report to division VP’s, and VP’s report to the chief executive officer. This system allows systematic communication. The power and political structure of the organization may frustrate employees...
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