Risk/ barrierImpact LikelihoodStrategies formitigating riskLack of trustregarding useof productivitydata.RefusalofimplementationHigh impactMediumCommunication and trainingtooutlinebusiness need.Addressemployeesconcerns9
IndustrialActionHighImpactMediumAddressemployeesconcernsGain trust andacceptanceRisk and barriersWhen implementing the change some of the potential risks are:-Loss of productivity-Slow down the distribution of deliveries-Employees are not happy (truck drivers)-Employees can feel that management is no more trustedon them-Threat of strike actionBarriers-Lack of the involvement in the change-Lack of good relationship between truck team andmanagement-No communication between manager and truck drivers-Lack of motivation-No staff meetings-No feedback gathering from truck driver regarding thenew change-Some employees does not like the changeGain trust There are different ways for build trust and confidence: --Able to protect privacy-Confidentially build trust-Build relation-Respect to diversity-Acknowledge the difference and break the barriers andcommunicate with employees-Manage with difference-Act as a role model-Able to provide fare ideas10
-Not to do partiality-Effective or open communication-Do consultation with employees and understand with theirproblems and provide solutions to them -Identify the problems and support-Help them in regards to resources-Every thing should be confidentialTo make accept the change-Explain the benefits of change-Offer rewards-Extra bonus-Review the strategic planThe final stage of the change process is to evaluate and revieweffectiveness. This is best completed in two ways:During the implementation:-to monitor ,evaluate andreview effectiveness of the change management plan activitiesand allow for implementation when necessary to keep thechange process on track.Post- implementation:- to evaluate and review theeffectiveness of the change delivering against theorganization’s strategic need- the reason the change wasimplemented in the first place.There are many ways to evaluate and review the changemanagement project plans. These include: --Pulse surveys -Stakeholder/employees focus groups-Review of achievement against project milestones. The review schedule ReviewTiming1 3 month post -implementation11
26 month post -implementation312 month post -implementation43 years post -implementation55 years post -implementationConclusionIn conclusion, the expansion in Fast Track Couriers’ businessoperation is seemingly promising even though there may berisks of losing drivers. Based on the forecasts of annual salesand profits, the progression in operation for the company is somuch bigger compared to its current state. Hence, it isadvisable that Fast Track Couriers proceed with the proposedstrategy to retain its existing customers so that customerswould not be lost to its competitors. 12
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