Assess If The Organization Is Ready For Change

assess If The Organization Is Ready For Changecarl Harrisnorthcentral

assess if the organization is ready for change carl harrisnorthcentral

assess if the organization is ready for change carl harrisnorthcentral

assess if the organization is ready for change Carl Harris Northcentral University Dr. J Klein MSOL 5110-4 Capstone Professional Project Due November 14, 2021 Organizational change Organizational change for continuous improvement can be difficult to implement. Especially if all parties involved do not buy into the need for change. As a change agent in my current organization, my role involves assuming the role of a leader and assessing if the organization is ready for change. This essay will examine challenges and areas of improvement of my current organization, recommendations of improvement opportunities, and my role as a change agent. The first challenge the organization experienced was caused by the lack of available workers. For example, only a few of the current workers are adequately trained and have the required skills to associate with the clients. Therefore, customer complaints have increased because of poor customer service. Additionally, the remaining employees have not received adequate training to successfully do their job. The organization hired inexperienced people since it was in dire need of new workers to increase its workforce and ensure that its profits are maximized (Locatelli, 2021). Furthermore, the newly enrolled workers have a lot of resources at their disposal that they have not learned how to effectively use. Therefore, they cause slow response times and unnecessary commotion in the workplaces since their colleagues have failed to meet their expected deadlines. Moreover, the management follows a slow protocol when dispensing the required materials for the assigned tasks and this negatively impacts their assigned task and causes a strained relationship with the management. The first recommendation is ensuring to provide a training support system for the newly assigned workers. The support system will cater to their training before they are officially handed over to the company and required to perform tasks. (Naeem, 2020). The primary benefit of that recommendation is that the organization will have reduced customer complaints about the quality of service. In addition, they will have been adequately trained to boost their skills while working with them to develop accuracy. Another recommendation to be implemented by the financial aid department in the organization is adequate compensation for the employees who work overtime. The workers have been forced to work overtime because the newly acquired were struggling with adjusting to the daily requirements of the job. The new employees are constantly asking for help and this causes delays in processing, therefore more seasoned technicians are being required to stay later to complete work. These technicians should be compensated. Another area of improvement according to the environment plan is the communication between both the internal and external clients. For an extended period, the organization has faced a huge decrease in the rates of customer turnover. After an in-depth analysis through the environmental scan, the management deciphered that they had not established a common communication mode that favored both the internal and external customers. Some customers have been interviewed and have presented their complaints and requests that have been identified have not been responded to (Sroufe, 2017). That is a negative challenge especially in tapping into the clientele population because they have been neglected for an extended period. However, the challenge is in the management system which pays less attention to some of the significant factors like communication platforms for the clients to present their responses about the services. The institution is seeing a reduction in enrollment because that improvement phase has been ignored and sidelined since the management believes communication cannot cause such a huge impact. The recommended solution for the above improvement area is ensuring that the management selects a communication platform for both the internal and external clients. The best way to develop that solution is through analyzing which mode will be suitable for both customers separately. Communication is an essential factor within an organization and should not make an exception for the clients (Locatelli, 2021). Having such a huge problem regarding communication means that workers are experiencing the same issue levels which they have not been addressed by the management. Clients are part of the shareholders essential for the organization's growth and development since they largely participate through buying the products. Therefore, their requirements should be an extremely significant aspect and should not be neglected. A survey should be conducted in all of the communication platforms and the best should be selected to facilitate interaction between them for better future results. Key performance indicators are used by an organization to measure whether they are on the right success path using the adopted improvement techniques (Naeem, 2020). The KPIs selected significantly substantiate the environmental scan results. The environmental scan results indicated some of the improvement areas that should be fixed by the organization to ensure they have received better results. For instance, one of the results was having no formal training mechanism for the workers (Naeem, 2020). The immediate improvement was developing a training system through funding provided to improve that environmental result. Therefore, one of the KPIs highlighted is the increase in the employee’s morale to accomplish their assigned tasks. The workers have the required skills and will be motivated to explore the learned concept in ensuring that the organization has produced desirable output results. Additionally, the workers will express their readiness to learn and interact with new concepts which have been introduced within the organization. Such is classified as a KPI since it is a positive change that is inclined towards bringing out the best results. Furthermore, another KPI that substantiates with the environment is the workers' dedication to their service longevity. Initially, they had no skills thus they provided poor quality services to the client population. However, after addressing the challenges, they are motivated to work and offer high-quality service. Through the KPIs, the organization will measure if they are on the right success path. My role as a change consultant in an organization is to ensure that I have done the necessary investigation and identify the possibility for change. I have to identify a loophole that requires an immediate change response. One thing about change is that it is not a spontaneous activity and a lot of planning has to be made to analyze some of the expectations once I have identified its need (Locatelli, 2021). Therefore, my work is to identify the intensity of the need for change before I have processed the necessary information and presented them to the organization management. The essential skill needed while analyzing the need for change in a company is strict observation. Change is an inevitable factor which is also a cumbersome process since the organization will be forced to shift from an already established technique and adopting of a new trend. Eventually, I will have to adequately prepare the staff members and other company extras for the new change which will be incorporated since they have to be part of that significant journey. Additionally, after I have identified the need for change, another role I have as a change agent is ensuring that I support my view with the necessary facts and statistics. The management will give me a platform where I have to provide detailed explanations on how they will benefit using significant examples. I have to ensure that I push for change and convince multitudes that it is the best decision. People have different views harbored towards change and most of such perceptions are filled with extreme negativity (Naeem, 2020). Instead of listening to the negativity presented, my work as a change consultant is to push and advocate for the necessity to turn things around and give the organization a chance to find its way back to the spotlight. The primary benefit of constant advocating is that it will eventually draw attention from the required parties. Therefore, once I have spotted an excellent ideology for the organization, the best approach is speaking about it and pitching my strategy to incorporate it, and positively manipulating it to produce the desired outcomes. I will have already devised the change plan and developed a list of the required processes that should be followed when incorporating the change initiative in a firm. One of my primary successes is that I always find ways to convince the organization's management of the significance of the change. Having a successful venture in a company where I identify the need for change and they worked together to stratify the identified venture is an excellent performance measure (Sroufe, 2017). It means that I have used my high-quality skills to ensure that a company has taken a new successful turn and venture into their interactions. However, I have experienced some sets of challenges as a change consultant. One of the greatest challenges is that it is quite difficult to convince the management of the change. However, with proper data and proof of need, convincing leadership will be seamless. References Locatelli, G. (2021). Is Your Organization Ready for Managing “Back-End” Projects? IEEE Engineering Management Review , 49 (3). Naeem, M. (2020). Using social networking applications to facilitate change implementation processes: insights from organizational change stakeholders. Business Process Management Journal . Sroufe, R. (2017). Integration and organizational change towards sustainability. Journal of Cleaner Production , 162 .