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Assignment Sample On Change Management

Download - 0 | Published :15th April 2016

Question:-  Write a paper addressing the following:

•Describe the change that you propose and defend its benefits to the organization.

•Evaluate how the proposed change may affect various groups of employees.

•Assess the conflicts that might occur before, during, and after the change, including why you anticipate these conflicts.

•Defend at least three best practices to prevent or resolve those conflicts.

•Justify the channels of communication the organization should use in implementing this change.

 

Answer:-

 

Introduction

Verizon Wireless is the Americas largest wireless voice and internet communication service providers. The company is much updated in terms of technology. Every new technology is available with them to provide the best of services to their customer. Verizon Wireless is committed to provide the best work place to their employees. Satisfying every employees need is also important for a sustainable business by any organization. Verizon Wireless is not a exception to that. Unsatisfied employees will lead to a decreased productivity of the company. If the productivity comes down then it will affect the profitability of the company and subsequently sustainability. To compete in this competitive environment it is very important that every employee deliver their best for the benefit of the company. Keeping this in mind Verizon Wireless conducted an organizational change to enhance the employee engagement (Caldwell, 2011).

 

Proposed change and its benefits to the organization.

Verizon Wireless has decided to conduct a program to change the culture of the organization. The goal of the change is to enhance the employee engagement to increase the productivity of the company. The employee engagement program will ensure that there is a huge change in the culture of the organization. The cooperation between employees will increase. There will be good communication across the hierarchy so that anyone can communicate with anyone. The will be asked to guide their subordinate properly so that they can easily adopt this change within the organization (Call for Papers: Journal of Change Management, 2015).

This type of change in the organization will help to satisfy the need of the employees across any level. Each and every employee is equally important towards the performance of the company. The problem of staff turnover will be solved if the employees are satisfied with their job responsibility. The productivity of the company will also increase and the customer will get better service.

Evaluation of affect in various groups of employees.

Organization has decided to bring a change across the organization that will involve every employee. The conducted program will involve employees from the top to bottom. The information about the change will remain less in the bottom level and the top level will be well aware about the change. The top level staff will not react very much because they will have the knowledge regarding the issue (Laine and Kuoppakangas, 2015). The bottom level staff will remain in dilemma about the change. They will be thinking that the change will hamper the job security because there will be less information to them. The sales employees of the company will find solution to this change. Most of the employees will remain silent and wait to find the result that will happen due to this change. Few employees will leave the company as they will fear the change and find less job security in the company. The office staff will be stable as they have less pressure on them (Davidson, 2015).

Conflicts before, during, and after the change

There will be different views by different employees in the organization. Different view of different employees will create conflict in the organization. During the thought process there is conflict among the management staff about the implement of the change strategy. This is the conflict that happens before the change. Somehow if it is decided that the change will happen and implemented in the organization then there will be conflict within the leaders. They will create conflict about the adoption of the change by their subordinate. The change that is implemented by the leaders also may lead to unhappiness among few employees. The bottom level employees will evaluate the situation with their benefit and the change. If they found it better for the organization and acceptable then they will increase their productivity. If they find it difficult to adopt then they will look for better option (Dubey, 2011).

Best practices to prevent those conflicts.

The best practice to prevent those conflicts is to make a good strategy to implement it.

Strategy- Make a good strategy to implement the change within the organization. Planning should be done properly so that every employee can get the benefit of this change. The positivity of the change should be more than the negative towards the organizational development.

Organization Change Capability- The organization has to be capable enough to adopt the change. The change should increase the productivity of the company.

Change Enablement- Provide high quality change enablement product to the employees so that they can understand the need of the change within the organization. Before implementation of the change it should be evaluated by the management about the acceptability of the change.

Branding / Messaging- The information about the change should be given transparently to every employee so that no one feel negative about the change.

Relationship Management- Management should build good relation with the stake holders so that they do not panic that will affect the profitability of the organization (Verizon.com, 2015).

 

Justify the channels of communication in implementing this change

The communication is the best way to implement a change in the organization. When the management decided to implement the change then they should first inform the leaders in the organization. Ask the leaders to understand the feedback if the change take place from the employees. If the feedback is positive by the employees then they should officially informed about the organizational change (Waddock, 2015).

Conclusion

The proposed change by the management has got a positive feedback from the employees. The management took the strategy to inform each and every employee about the change and take valuable feedback from them. The feedback by the employees was positive and management decided to initiate the change in the organization. The employee engagement program is conducted to enhance the coordination between the employees to increase the productivity of the company is increased. Employee satisfaction was also the aim of the change. This is the reason change got the maximum positive feedback among the employees. The communication was enhanced and issues were solved easily. 

Reference List

Caldwell, S. (2011). Bidirectional Relationships Between Employee Fit and Organizational Change.Journal of Change Management, 11(4), pp.401-419.

Call for Papers: Journal of Change Management. (2015). Journal of Change Management, 15(3), pp.253-255.

Davidson, J. (2015). What's all the buzz about change management?. Healthcare Management Forum, 28(3), pp.118-120.

Dubey, M. (2011). Capacity Building for Resettlement Management. Social Change, 41(2), pp.315-319.

Laine, P. and Kuoppakangas, P. (2015). A Reconceptualization of Change Strategy – One Application of Dilemma Theory. Journal of Change Management, pp.1-21.

McClellan, J. (2011). Reconsidering Communication and the Discursive Politics of Organizational Change. Journal of Change Management, 11(4), pp.465-480.

Verizon.com, (2015). Organizational Change Management Manager - Ashburn, Virginia - Verizon Careers. [online] Available at: http://www.verizon.com/about/work/jobs/2593501-organizational-change-management-manager [Accessed 17 Aug. 2015].

Waddock, S. (2015). Reflections: Intellectual Shamans, Sensemaking, and Memes in Large System Change. Journal of Change Management, pp.1-15.

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