...HRM-587 Course Project Part 4: Communicating the Change Date: 2/17/13 Communicating the Change Introduction: Communication is generally known as the glue that holds organizations together. It is the way we share information, ideas, goals, directions, expectations, feelings, and emotions in the context of organized action. The change strategy for communicating the necessary changes made by Apple during the integration of iPod and iTunes business unit and the subsequent vision that kept the company flexible to remain competitive, is inherent in its ability to handle communication at all levels. The CEO’s vision provides clear direction for all the business units working together to meet shareholder expectations and at the same time provide value to their customers and employees. The organization works for the mission. Apple understands the importance of being continuously innovative with a vast and loyal army of Apple fanatics behind it to regularly come up with new products like iPad. (A) The communication plan grid is a separate document (B) ONE of the communication pieces: Debut a brand new product with a summary of the company's milestones “Apple followed its usual script for the new iPhone's coming-out party. Apple CEO Tim Cook, kicked off the festivities before an audience of reporters, bloggers, applications developers …” (MICHAEL LIEDTKE and PETER SVENSSON) The following script was created from a series of Apple’s communication strategy: We desire to continue...
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...Communicating Change Communicating Change * People are resistant to change because of the fear of the unknown. * Individuals do not like to change the way tasks are completed; especially if they are accustomed to doing things a certain way for an extended period of time. * How change gets communicated and talked about is crucial to its success.” (p, 291). It is a known fact that change is not easy. Leaders need to introduce change slowly whenever possible. * There are many forms of communicating change, but holding a meeting to address those new changes is the best way to promulgate those changes. It opens up a forum for questions and answers. This way leaders and managers can quickly address the concerns that arise, and if the answer is not known right away then it can be acquired. * Change is constantly happening, so assessing the change and what impact it will have employees and the company may be easier said than done. As leaders team leaders need to be used in order to determine how changes within the organization will affect employee morale. If some of those obstacles or concerns can be identified ahead of time, then the answers can be addressed right away. * There are times when there will be no solutions to a specific change, but a good leadership team and team members will understand and adjust to those changes. * Negative reactions from employees are inevitable, but they need to be addresses to get employees thinking positive...
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...Communicating the Change HRM587 Managing Organizational Change Communicating the Change Rumors about Previous CEO Leaving When an employee leaves without anyone really knowing what happened the speculations start to fly and before you know it people start taking these rumors as the truth. So when you have a CEO step down abruptly you usually jump to the conclusion that they did something wrong and were asked to step down and this is not always the case. The quickest way to stop the rumors is to address the event that occurred for the person to leave. This is an easier task for Target unfortunately in light of the recent credit card data heist which was noticed on a global scale there wasn’t a whole lot of light to shed. Something really bad had happened and they looked into it and found and corrected the error and the CEO while not directly responsible for the data heist felt responsible and stepped down. Confirming this would end the need for rumors and then also allow a platform to announce the company’s standpoint moving forward and their plan to replace the CEO. Plan for Replacing the CEO When there is a plan in place for replacing the CEO this may not be all employees need to know but upper management would need to know that there has been forward motion on this topic and how to respond to employees should they ask a question about what’s happening next or where the company is what with selection, granted this is not typical. A general announcement should be...
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...Communicating the Change Aaron A. Czupryn aaczupryn@yahoo.com HRM-587 Managing Organizational Change Professor John Dibenedetto 08/17/2013 Explanation of Spreadsheet Communication Plan. As the goal of this assignment I have set out to develop a realistic communications plan for Starbucks concerning its organizational changes. The goal of the plan is to reach all stakeholders that will be affected by the upcoming changes and make sure that a common language is being used throughout the plan. The stakeholders’ that I have identified through my research includes the following: board of directors, senior management team, district managers, store managers, shift supervisors, baristas (employee), shareholders, vendors, and contractors. The timeline of communication would begin with the initial communication being sent out by the CEO to the board of directors, senior management, and district managers. The district managers would then forward the communication to the store managers and shift supervisors, who would then pass on the information to the baristas (employee). Two separate communications would be sent in conjunction with the first. The first of these communications would originate from the information sent to the board of directors by way of the CEO. The board of directors would forward the communication in its entirety or omit any non-essential information to the shareholders. The communication would inform them of all upcoming organizational changes so...
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...General Motors and Ford: Communicating the Change Managing Organizational Changes (HRM-587) DeVry University, Keller Graduate School of Management April 13, 2014 “When a company decides to make a major organizational change whether it's a new emphasis on customer service, quality management, restructuring or downsizing managers must get the message through to front-line employees, and enlist their support...or the changes will create more turmoil than progress” (Larkin, Tj and Sandar, 1994). It is important to note that the primary use of any communication in change is to create clarity. This is imperative in ensuring that everyone at least understands all the objectives that are being set forth to achieve. A well planned communication will help in the attitude of the people and thereby creating more for embracing with a lesser impact of resistance. It has been repeatedly proven that for any communication that is poorly planned and executed then there will be a great cause for high resistance from the people. Miller, 2011 describes the four ways of being effective when communicating change as: “Use face-to-face, two-way communication wherever possible, enable sponsors to demonstrate a real commitment to communication and be involved in the creation of the communication strategy, tailor messages to the receiver’s perspective then seek feedback and where possible, take it on board.” It is by no doubt that an email communication is easier to stage in getting around...
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...Athena Giokaris HRM587 Week 6 Communicating the Change The Target Corporation has undergone many changes due to the 2013 security breach where hackers stole personal information from credit and debit cards of at least 70 million customers. Target sales and reputation has dropped from this instance, thus eliciting changes in their security systems, changes in management, and a few policy changes in handling customer information. With the public eye on the corporation’s handling of the situation, Target has been communicating these changes through various means. The changes they needed to communicate were informing customers of the security breach, addressing the bad press coverage to shareholders, downsizing of employees, and indicating policy changes to external vendors. Target Corporation issued a statement to customers informing them of the security breach. Then CEO Gregg Steinhafel sent a letter to customers apologizing for the inconvenience, assuring that changes in security measures are a top priority to the company. It also talked about the immediate investigation into the breach and recommendations for customers to take steps in protecting their own information (Chmura, 2013). Throughout the coming months, Target Corporation provided updates into the change processes by issuing statements to the public through media outlets. The company has since created a question and answer page on their website about the data breach for everyone to have access to, and provides...
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...Social Media; Meeting students in their world. Over the past several years one of the biggest changes that I have seen in working with college age students has been the way we communicate with them. Many things have changed but I think that one of the most influential changes in how we communicate with our students is; their world. We all know that communication is key is so many relationships. Communication is essential and can be displayed differently in each type of relationship. For instance, boyfriend/girlfriend, husband/wife, customer/ client, teacher/ student and for us, advisor to students. In each of these relationships there is one common dominator which is meeting the partner where they are at. It does not matter how much good information that we have or how important our message is, if we are not communicating properly then the relationship is going to suffer. If we are not meeting them where they are the relationship is not likely to thrive and be the best it can be. I related this to relationships that we may have with students that we work with. If we are not properly communicating with them and meeting them where they are, then our relationship with our students is going to suffer. In the past decade we have seen the birth of facebook, twitter, YouTube, instagram, pinterest, iphonegram, tumblr and we know that all students are at least using some form of social media regardless of their age. I think that email is still a great way to communicate...
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...Effects of Change There are two certainties in life, death and taxes. I would like to add, “change” to that list as well. Change is everywhere and is considered both good and bad. Change stimulates innovation, growth, correcting mistakes of the past, reforming old techniques and behavior. But change can also be bad because it has uncertainty and sometimes leads to risk. Some of which includes loss of people, loyalty, trust, jobs, money, time and resources. To promote change, there needs to be effective planning, team work, proper execution, an open mind, critical thinking and individuals who are prepared to address problems with solutions. Change in Medical Community The medical community is always evolving and implementing new technology....
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...Recommendations for Changes in the Nature of the Workforce “As the economy becomes increasingly global, our workforce becomes increasingly diverse” (Greenberg, 2009, pg. 1). Diversity is an internal force of change within almost every organization (Robbins & Judge, 2011). It includes categories like ethnicity, gender, age, and others. Businesses experience outsourcing and demographic changes as the world becomes more connected. The aging population means a higher percentage of older workers. Organizational development techniques help ease the transition of the changing nature of the workforce. Diversity training is an organizational development technique focusing on values like respecting people, power equalization, confronting problems, and participation in decision-making (Robbins & Judge, 2011). A behavioral specialist creates an open environment in which people learn about each other through expressing ideas and observation. This change method is appropriate for enhancing interaction in a culturally diverse group. A second organizational development technique that improves employee well-being and effectiveness is team building (Robbins & Judge, 2011). This exercise focuses on values like building trust and role clarification. Team members participate in highly interactive group efforts, helping them learn how to accomplish goals, coordinate with each other, and build relationships in a diverse setting. Survey feedback is a change approach in which employees fill out...
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...Introduction To give a wider scope the reader must grasp of what management change is, Moran and Brightman (2001) see it as the continual process of renewing a business’s direction to meet the changing needs of internal and external customers efficiently and effectively. To add on this the culture of an organisation is seen as the underlying values, expectations and assumptions (Cameron, 2008). This highlights how deeply embedded the concept of culture is and how it has a major influence on a business (Deal and Kennedy, 2000). (ii) To change to a role culture CastleHomes will have to use initiatives that bring about the change efficiently and effectively. To do this two models will be applied to the organisation, Lewin’s three step model of change (1951) and Dobson’s four-step approach to culture change (1998). By applying these two models it should provide the business with a sound understanding on which initiatives to implement. Lewin’s three step model of Unfreeze, Change and Refreeze was one of the earliest pieces of work on planned change and is still widely applied today (Myers et al, 2012). Another reason for using this model is because it’s practical nature as it’s easy to understand when looking at complex issues surrounding change (Levasseur, 2001); though many theorists see this model as outdated and only relevant to small scale changes in stable environments (Burns, 2004). To ensure the initiatives are relevant Dobson’s model will also be implemented...
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...completion january 2013. Intermediate 18 months after intervention completion july 2014 Long term 3 years after intervention completion january 2016.) The intervention will incorporate each of Kotter's (2007: 99) eight steps to leading change. The first step is to establish a sense of urgency. We will examine the market and discuss with the client the reality of their competition in order to get them to reprioritize. There are many major opportunities and potential crises that HDMC needs to be aware of but without motivation and commitment of the organizational managers the effort will go nowhere. The next step is to form a powerful guiding coalation team. Our cunsulting team will find the right number of people with good energy, level of trust, and strong authority to lead the change effort. This group will be trained to understand and not underestimate the difficulties of producing change and to also work together as a team. The following step is to create a clear vision and express it simply. This step will need to be acomplished by creating a vision that motivates people in the right direction. The vision needs to be easy to communicte and also inspire not only the people participating in the actual changes but also the stakeholders. Communicating the vision is our next step. This is where the team pulls together and communicates what needs to be done simply and honest. The fifth step is to empower others to act on the vision. HDMC...
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...give information about the change Kodak is making into the digital world. Memorandum To: All Staff From: Mr. George Fisher, CEO Date: January 12, 2002 Subject: Changes to come For the past ten years we have been designing a strategy to embark on a new change into the digital world, leaving behind the existence of the use of film. It is crucial that we stay above our competitors and continue to change and explore new ways of finding our way in staying competitive in this ever-changing market. That is why we are beginning our conversion from film to digital imaging in the weeks to come. We will launch the changes immediately to in order to get our production started as our estimates are growth show much potential for success. Now, we might face some obstacles along the way in executing the change. Such as the need to invest in research and “release incrementally updated products in a number of different fields” as soon as possible, but we believe this will work. Therefore, we need you on board because you are the essential factor in helping us making this change a success story, and a great moment in Kodak’s history. We might have to cut some of our losses along the way, such as factories and jobs, in order to keep up with our counterparts and competitors, but there is more information soon to come on this news. We realize this will have a big impact on your lives as and we would like to extend our support to you during this change by using your team leaders...
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...“Flight From Conversation” 1. It is hard to imagine a period in time when manuscript was not yet invented. The majority of my life I have been communicated and taught through texts. Without things being written down, it would be very difficult to communicate things through time. For example, history would change over time if it were only communicated verbally. Handwritten manuscripts, texts, books, etc...were designed to communicate faster and more accurately. As I look back on the transition of verbal communication to written/typed communication, I do not see any dangers or radical changes in society. Society advanced, but no significant changes in human nature occurred. In today’s society, we have yet again reinvented communication. No longer do you have to be near someone to communicate to them. You can send anything to almost anywhere in the world in a matter of seconds. With instant communication, society does seem to be changing a little bit. More people are plugged into a technological world, and have trouble communicating with people in person. I hope society can find ways to improve technological communication while helping society stay true to our human nature to communicate personally. 4. “We flee from solitude, our ability to be separate and gather ourselves.” This passage is not true for myself, because I place high value on my personal alone time. I do not need to be in constant communication with others, either through personal conversation or through technological...
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...aligning systems and organizational structures in place that guarantee profit and company growth. Change, however, can be problematic and difficult within an organization, especially those catering to stockholders and investors. The Strategic Change Initiative Strategic change involves not only deciding what to change, but how and when to change specific elements of one’s strategic orientation. This change may be driven by dramatic changes within the environment, declining organizational performance, or perhaps even both. Within the realm of an early childhood education, strategic planning can be considered as steering the parent and community volunteering activities such that they are in alignment with organizational mission and vision. The purpose of the PACE Early Childhood Education Policy Committee will be to work in conjunction with the PACE ECE Director, Board of Directors, and staff to serve as a policy making body. In addition, the PACE ECE Policy Committee will also serve as a catalyst for relaying relevant information to all PACE ECE school sites and assist in the implementation of all PACE ECE’s organizational goals and objectives. To implement the strategic change process within the organization to improve parent involvement, the Policy Committee has agreed to and voted on adding two new positions, one within the Policy Committee and one at each of our school sites. Change Images The...
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...Step One: Establishing a Sense of Urgency Establishing a sense of urgency is essential to gain the cooperation needed to initiate a greater need for change. Some leaders misjudge the difficulty to get people out of their comfort zone, or give themselves too much credit for how well they think they have already done. They could also just lack the patience required to develop appropriate urgency. Leaders should understand the importance of having a sense off urgency. If they did, they would be able to differentiate between complacency, false urgency and true urgency. Many times change initiatives fail isn’t due to being poorly thought out, or insufficient facts, the problem is that the case is all head and no heart. Leaders should “Aim for the Heart.” This way they will connect to the values of their people and encourage them to become great. The business will then bloom with human experience, engage the senses, create messages that are simple and imaginative, and call people to aspire. Step Two: Creating the Guiding Coalition Forming the right coalition of people to lead a change initiative is detrimental to its success. The coalition must have the right composition, a substantial level of trust, and a mutual objective. Decision-making is an important component for teams. In a world that is constantly changing, organizations are forced to make decisions more quickly and with less certainty. Teams of leaders and managers acting together are the only effective way to make...
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