For Many Companies Change Is A Constant

For Many Companies Change Is A Constant Thing A Company That Can Smo

For many companies, change is a constant thing. A company that can smoothly navigate organization change is one that is more nimble and better able to meet market demands for products. In this assignment, you will develop a change management plan that is similar to what a business today might use to implement change. Assume you are the supervisor of a product development team that designs cell phone applications for your company’s newest cell phone. Unfortunately, this model has not been performing well in the market and your company has decided to discontinue production.

Your team is being asked to discontinue their current operations and move to the design and development of applications for a new smart phone. This will require new skills and experience that some of your team members do not possess. In addition, management has asked for a shortened timeline meaning your team will have to put in considerable overtime hours. You are to develop a change management plan for leading your team through these changes, including reorganization. You will review your plan with your boss.

Research change management plans using your textbook, the Argosy University online library resources, and the Internet. Select at least two authoritative resources, one of which may be your text, to use in this assignment. Be sure to use real-world situations when presenting examples in your response. Download and review the Change Management Plan template from the Doc Sharing area. Analyze the case information and fill in the template.

Write a detailed change management plan covering the following: Identify two reorganizational changes and their impact on the team. Offer suggestions and strategies for managing the change including: Two ways to communicate the reorganization plans with the team Two ways to gain buy-in from the team Two ways to deal with resistance from the team Two ways you will lead and motivate your team through the change Identify two specific ways you will inform your supervisor of plans and progress. Identify five action items required in order to implement the change. Identify seven potential risks along with a plan of the action to take if a risk occurs. Explain your solutions.

Give reasons and examples from your selected resources in support of your assertions. Write a 5–6-page paper in Word format. Be sure to include your filled-in Change Management Plan template. Apply APA standards to citation of sources. Use the following file naming convention: LastnameFirstInitial_M5_A1.doc.

Paper For Above instruction

Effective change management is crucial for organizations navigating significant transitions, especially when reallocating resources and reorienting teams towards new objectives. In the context of a technology company discontinuing a failing product line and shifting to develop applications for a new smartphone, structured planning is essential for success. This paper presents a comprehensive change management plan, highlighting two major reorganizational changes, strategies to manage resistance, communication approaches, leadership tactics, and risk mitigation measures, supported by scholarly sources.

Reorganizational Changes and Impact on the Team

The primary changes involve (1) the discontinuation of the current cellular applications division and (2) reorganization towards new app development for a different device. The first change impacts the team through job insecurity, role ambiguity, and potential layoffs or reassignments, which may lead to decreased morale or resistance. The second involves acquiring new skills and technical expertise, requiring retraining and adaptation, affecting workflow as team members learn new development platforms.

Strategies for Managing Change

Communication of Reorganization Plans

  1. Implement transparent communication channels such as town hall meetings and weekly updates, ensuring team members receive consistent information about the upcoming changes and their rationale.
  2. Utilize one-on-one meetings to address individual concerns, clarify roles, and provide personalized support, fostering trust and reducing uncertainty.

Gaining Team Buy-in

  1. Involve team members early in planning processes, soliciting feedback and incorporating their ideas to foster ownership of the change.
  2. Showcase the benefits of the new development focus, such as growth opportunities and skill enhancement, aligning change with individual career aspirations.

Dealing with Resistance

  1. Identify resistors early through surveys or direct conversations and address their concerns empathetically, offering training or transition support.
  2. Provide coaching and mentoring to help team members adapt, reducing resistance driven by fear of inadequacy.

Leading and Motivating Through Change

  1. Set clear goals and milestones, recognizing efforts and celebrating achievements to maintain morale.
  2. Maintain an open-door policy, ensuring ongoing dialogue and support, demonstrating leadership’s commitment to employee well-being.

Informing Supervisors and Implementing Action Items

To keep supervisors informed, schedule bi-weekly progress reports and immediate updates for critical milestones via email or meetings. Action items include conducting training sessions, updating project timelines, establishing communication protocols, restructuring teams, and initiating stakeholder engagement strategies.

Risk Management

  1. Resistance to change; mitigate by frequent communication and participation opportunities.
  2. Skill gaps; address through targeted training programs.
  3. Employee turnover; develop retention incentives and recognition programs.
  4. Project delays; establish contingency plans and flexible timelines.
  5. Budget overruns; monitor expenses closely and adjust scope as necessary.
  6. Technological failure; ensure robust testing and backup systems.
  7. Leadership resistance; involve senior management early and secure their commitment.

In conclusion, effective change management requires detailed planning, proactive communication, leadership engagement, and risk mitigation. By applying strategies supported by scholarly research, organizations can navigate transitions smoothly, foster employee buy-in, and achieve strategic objectives efficiently.

References

  • Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government, and Our Community. Prosci Research.
  • Kotter, J.P. (1995). Leading Change. Harvard Business Review Press.
  • Burnes, B. (2017). Managing Change (7th ed.). Pearson Education.
  • Armenakis, A. A., & Harris, S. G. (2009). Reflections: Our Journey in Organizational Change Research and Practice. Journal of Change Management, 9(2), 127-142.
  • Appelbaum, S. H., et al. (2012). The Challenges of Organizational Change: Lessons from the Literature and Practice. Journal of Change Management, 12(4), 382-395.
  • Cameron, E., & Green, M. (2015). Making Sense of Change Management. Kogan Page Publishers.
  • Prosci. (2020). Change Management Methodology. Prosci Inc.
  • Lewin, K. (1951). Field Theory in Social Science. Harper & Brothers.
  • Hiatt, J., & Christensen, L. (2006). The ADKAR Model: Empowering Successful Change. Prosci.
  • Stouten, J., et al. (2018). Successful Organizational Change: Integrating Change Management and Action Research. Journal of Business Research, 94, 296-305.

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