PLEASE REVISE THE DISCUSSION WITH THE COMMENTS BELOW:
Change Management Cycle:
Organization:
1. Simplify your organization and use of the change management cycle.
2. Your application of the change management cycle should reflect the following different stages or components:
Principles of Change Management:
● Understanding Change
● Planning Change
● Implementing Change
● Communicating Change
Change Management Cycle: Creating a Change Plan
For example, consider the following relating to stages one and two:
Principles of Change Management:
● Understanding Change:
Why change is inevitable.
Impact of change on the entire organization.
Why is it necessary and what are the objectives?
What are the potential benefits?
Impact and benefits for employees.
Impact on work in the organization.
Assess the role of employees to the successful outcome of the plan.
● Planning Change:
1. What is the scope and level of the change?
2, Is the level of change routine or complex and transformational?
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Elaborate on the following stages:
● Understanding Change
● Planning Change
● Implementing Change
Required elements:
Stage Two: Planning Change
Step 1: Define the stakeholders
NOTE:
We should emphasize the following:
Veterans and wounded veterans are not synonymous with all primary stakeholders relating to the company.
The concept of primary stakeholders should also reflect investors (shareholders), customers, suppliers, government (regulators) and the communities where the company is located.
While a company’s human resources constitute its most sustainable competitive assets, it is important to recognize other primary stakeholders relating to the pending decision. Therefore, employees are not the only primary stakeholders with a vested interest in the company.
Step 2:
Define your scope and objectives
NOTE:
Assess and establish the nature and level of change.
If the level of change is complex and transformational, then the changes should be viewed relative to the mission, values, and strategic objectives of the company,
Four important characteristics of structural change:
Scale: impact of change on the entire organization
Magnitude: changing the status-quo
Duration of change.
Strategic importance.
Stage Three: Implementing Change
After determining style, the change delivery plan lays out the path for implementation.
Any successful measurement of the implementation of change should reflect changes in the company’s organizational culture and the capacity of the leadership to manage change.
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Missing from your presentation:
Required elements:
- 1. Provide a more specific analysis of the relationship between the change management cycle and Easy Chairs.
2. Implementation of a change management plan: Assess the benefits for the company
Address the following required element:
-
- A discussion as to why the steps will be successful in creating the desired change.
DISCUSSION:
Lead and Plan for Change
Plan of Action for a More Prosperous Future
Scope:
Easy Wheels’ Change Management policies apply to everything the company manufactures and sells, including its products (EW).
Purpose:
The following objectives are achieved through the implementation of this policy:
When hiring, make sure that wounded soldiers from countries other than the United States are included in the candidate pool.
To prevent existing projects and tasks from being jeopardized.
A collaborative, open, and honest approach should be taken when discussing potential changes.
Sharing information amongst oneself to take advantage of potential infrastructure changes
Maintain compliance with applicable regulations (Gilbert, n.d.)
Vision: To expand globally while providing a small firm feel to deliver family enjoyment.
Mission: To provide a safe place where employees and customers can work together to sustain inclusivity.
As part of the initial planning process, one must decide how changes will be classified and classified again. Following EW’s recommendations, the following modifications should be implemented:
Individuals who make routine changes are less likely to make standard or emergency changes in the future.
An emergency change must be implemented as soon as possible to prevent further harm from occurring.
Because these modifications are widespread and are performed in a very safe manner, the risk is shallow.
This initial phase is part of a continuous adaptation that is considered a slower approach apart from the average change. It is best to conduct this hiring policy change in smaller segments rather than the shock of occasional significant change. EW is proactively changing, so the firm will be healthy and ready for opportunities.
Objectives/outcomes:
∙ Increase employee retention with low turn-over
∙ Expand globally to Asian markets as a start
∙ Expand departments to promote knowledge management
∙ Boost performance and motivation in all departments
∙ Boost productivity and sustainability to sustain confidence in stakeholders
The policy is not being implemented because of the following reasons:
Following the EW employee handbook, one may face disciplinary action or even termination if they do not adhere to this policy.
Exceptions:
It can be obtained by visiting this link. The Employer’s Hiring Policy will be applied if there are any exceptions to this policy.
The Change Management Board has made a recommendation
When they meet, they will talk about potential changes and then vote on whether to accept or reject those proposals. The employees who serve on the Easy Wheels management board, their positions within the company, and the reasons they were chosen to make decisions on its behalf (EW) will be listed.
It’s becoming more common to hold meetings open to the general public.
The hiring manager will meet with human resources personnel before posting a job advertisement to better understand the position, the requirements, and what an ideal candidate looks like based on their eligibility. One will need to figure out how to recruit people to work for them as the next step. It is anticipated that all influential individuals will contribute to this effort.
Vacancies that have been advertised are listed here.
The Human Resources department will promote EW’s brand to job seekers by posting open positions. EW will post job openings on its website, including any positions. The website will also contain information on how to apply for the position and the qualifications required for the position. When a job is not filled, it is left on the job site for another day. For the human resources department to be able to keep applications and resumes as needed based on their qualifications and preferences, they should maintain a comprehensive database of all applicants. This responsibility falls under the purview of the department.
Order of Implementation
The order of steps listed is mandatory to provide assisted change within EW. The policy includes a summary, purpose, and the mission and vision of EW. This gives whomever a clear understanding of who Easy Wheels is as a company. There is a commitment to providing a reliable, small firm feels for all stakeholders. The next step is to describe the phases and the levels it consists of (Fullan, 2016). This shows the elevation in strategies if need be. There is also a section that divulges information on the relevance of the policy and where to refer to if any questions or concerns arise. The policy does define a Change Management board recommendation to depict the key players in the decision-making process. It gives transparency to the team as far as strengths and weaknesses. The policy closes out with the intentions of HR moving forward when it comes to job postings and what department (HR) to refer to.
Success with change
Change management is imperative to the success of Easy Wheels and its expansion into Asia. A well-laid-out process can enable the company to be ahead when managing how changes will affect the business to minimize risks. This can include the change in processes and procedures related to hiring, companywide expansion, infrastructure, stakeholders, and branding.
References
Fullan, M. (2016). Implementation: Amplify change with professional capital. The Learning Professional, 37(1), 44.
Gilbert, J. (n.d.). Leadership Techniques to Empower People During Change Initiatives. Retrieved April 30, 2020, from https://www.reliableplant.com/Read/18706/leadershiptechniques-to-empower-people-during-change-initiatives
