Change Managment Plan

Change Managment - Change Management Plan Running head Change Management Plan 1 Change Management Plan By Nick Belcher University Of Phoenix Change

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Running head: Change Management Plan Change Management Plan By Nick Belcher University Of Phoenix Change Management Plan 1
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Introduction Today’s organizations must be prepared to make changes quickly and efficiently. Maintaining a flexible organizational structure is vital to survival. Managers will be faced with solving human behavioral issues as resistance builds with change efforts. An appropriate change model, leadership approach, and feedback system will make or break any change effort. Even with these tools intact, leadership will still face many challenges. Identify the major implications of the change at CrysTel, including any human behavior implications. “Organizations encounter many different forces for change. These forces come from external sources outside the organization and from internal sources” (Kreitner & Kinicki, 2004 p.5) CrysTel is in an industry that encounters frequent technological advancements. “Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market competitiveness” (Kreitner & Kinicki, 2004 p.9). In order for CrysTel to survive in the telecommunications industry, they must have a culture that supports the constant change. “Companies no longer have a choice—they must change to survive. Unfortunately, it is not easy to successfully implement organizational change” (Kreitner & Kinicki, 2004 p.6). Several technological and administrative changes will occur regularly. CrysTel will likely change their product portfolio or offer new products to continue to compete in Change Management Plan 2
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this technology dominated industry. “Development and use of information technologies is probably one of the biggest forces for change. Organizations, large and small, for profit and not for profit, all must adapt to using a host of information technologies” (Kreitner & Kinicki, 2004 p.9). These frequent changes will have major implications on human behavior at CrysTel. If employees cannot cope with these changes, motivation levels could drop. Another human behavior implication could be a decrease in employee productivity. These changes could cause the absenteeism to increase as well. With all these human behavior implications, employee turnover could also be on the rise. CrysTel is divided up into five core departments; Technology Operations, Human Resources, Marketing, and Sales and Delivery. Management at CrysTel will have to evaluate the culture in each department to determine the strengths and weaknesses. The weaknesses will need to be addressed and corrected in order for the organization to be flexible with constant change. Several factors go into evaluating the departments at CrysTel. Management will have to determine the levels of: leading by example, communication, empowerment, risk-taking, conflict resolution, and mentoring sessions. CrysTel management will need to look for particular reactions that are significant signs of human behavior implications. “The model, termed the Corporate
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This note was uploaded on 06/27/2008 for the course HR 501 taught by Professor Bob during the Spring '08 term at Adams State University.

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Change Managment - Change Management Plan Running head Change Management Plan 1 Change Management Plan By Nick Belcher University Of Phoenix Change

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