...Change Management Plan To this discussion is to advise on the Change Management Plan that will be used to make sure that every change brought into the health or the surrounding conditions of a project is properly defined, figured out the worth, amount, or quality of and approved before the project manager and project team putting into use the changes. Furthermore, this discussion will also provide recommendations for those who will sit on the change management board, which will include, but not limited to experts and people who are interested in a project or business. In addition to the recommendation for board members, there will be an explanation as to what the role of a project manager should think about in the process of change requests (Simatupang, 2016, “p”. 56). Employee Buy In Employee may become aware not easily convinced; having doubts of the changes that is being presented in the organization. Therefore, there are steps to be taken that can convince employees buy in- -Be prepared to make necessary changes -Being aggressing while handling resistance to change -Making sure to Follow up -Improve with a personal touch tasks...
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...HRM 560 – Managing Organizational Change June 1, 2013 A.Describe the organization in terms of industry size and history. The organization is Potter’s Peanuts. It is a family-owned business that has been operating nationally for 35 years. The company is in the food industry and has over 280,000 employees nationwide. Headquartered in the United States, the company has recently acquired two smaller processing and manufacturing facilities in Europe. Potter’s Peanuts is becoming increasingly aware of the rise in international competition, and is looking to maintain its market share domestically, while building it globally. B. Describe how the HR program/policy/process/procedure/initiative that has been proposed should be changed. Leadership, with major input from the HR staff, is aware that attracting and retaining the best and brightest in the agricultural and food processing arena is crucial to maintaining national and international competitive market share advantage. With that vision in mind, the leadership knows that it will have to be strategic in ensuring that all its HR initiatives are equitable, consistent, continuous, and mainstream. Potter’s Peanuts has been noted for its success in the marketplace, its values and vision, its diversity and inclusion efforts, but more publicly for its notable efforts in the training and development arena. The company believes strongly in training and development, as illustrated by the continuous and consistent launch of said...
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...Change Management Plan Life in the 21st century is all about change. People face change in some fashion in their personal and professional lives almost on a daily basis. How successful they are in both our personal and professional lives depend a great deal on how easily they can adapt to these changes. Organizations are also susceptible to frequent and oftentimes rapid changes. CrysTel, a telecommunications company, is just such an organization. CrysTel faces both technological and administrative changes regularly due to the telecommunication industry’s rapid and frequent advances. CrysTel employs 2,500 employees and offer products such as data cables, wireless solutions, and network development. (Apollo Group Inc, 2004) Successfully leading and sustaining change within this organization will require a great deal of planning and hard work from all levels of management and leadership. The term “survival of the fittest” (Apollo Group Inc, 2004) is aptly applied to the change process for organizations. Much like in ones personal life, those who are most fit or in this case the most adapt at leading and sustaining change will be the most likely to survive the necessary changes and emerge a stronger more successful organization. CrysTel has taken the first of many important steps required in being able to lead successfully and sustain change within their organization. CrysTel recognized the need for change created by external forces such as the technological advancements of their...
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...[pic] Change Management & Communication Plan Kayala Allen & Barbara Nelson MGT/311 July 23, 2012 Dr. Lisa Babin Verret Change Management and Communication Paper Change is subject to happen at any given time within a company. Basically companies make changes to improve the work environment and to make sure they stay in business. There are always reasons behind changes. This may be because of technology, competition, or even politics. As for Riordan Manufacturing, this company has decided to make a change to its customers’ management system. In doing so, consultants are tasked with developing a change management plan. With this plan, the consultants will have to identify the current formal and informal power structures and how it may affect employee behavior, identify the best organizational structures that will help Riordan accomplish their planned changes, identify the potential effects of the chosen structure on employee behavior, identify the characteristics of the company’s culture on employee behavior, identify the potential sources of resistance to change, recommend a strategy to implement the changes over the year, and to indicate how they will evaluate the success or failure of the planned change. Another job the consultants are tasked with is creating a communication plan. This plan requires them to choose the most appropriate channels to communicate the change to the employee, to identify the...
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...Organizational Change Plan III Christian Malone HCS/587-Creating Change within Organizations February 12, 2011 Dr. Margaret Walker Organizational Change Plan III Employees may be one of the hardest stakeholders to agree to change. “Employees resist because they believe the management is mishandling the process” (Bert Spector, 2010, p.). The individuals suffering from the unfair scheduling are ready for this change. They have expressed their unhappiness, and have even limited their availability, making it difficult to have enough staff on hand. By repeatedly emphasizing the importance of employee cooperation and fair scheduling, individuals will believe in the system, and continue to become better so business can remain successful. A work schedule is made to benefit the needs of the business first, and the employee second. A flexible employee allows the company to make schedule changes at the last minute or even pull a double shift if a co-worker calls out. The employees that are not flexible make it difficult to make a schedule to benefit the needs of the business, and he or she is not able to work extra hours. A rotating schedule is the solution to an unfair work schedule. One option a manger has is a rotating schedule, and this will allow each individual to work his or her promised hours. By doing this, he or she does not have to work the same days each week, gives the individual more time to spend with the family or just attend to their personal needs. The advantage...
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...Running Head: CHANGE MANAGEMENT Proposed Change Program for AVIVA [Name of the Writer] [Name of the Institution] Table of Contents Introduction 2 Discussion 2 Leading and managing change 2 Challenges and problem of managing and leading change at Aviva 3 Change strategy for Aviva 4 Change interventions for Aviva 6 Enabling continuous change 7 Change program limitations 8 Conclusion 9 References 9 Proposed Change Program for AVIVA Introduction This assignment aims to analyze the challenges and problems which are being faced by renowned insurance company Aviva following the decision of downsizing due to moving several hundred jobs to India as a outsourcing strategy to remain competitive in the market. The company is facing difficulties while implementing change management programs in their organization. In this assignment, change strategy will be proposed relevant to the problems company is facing and specific interventions would be introduced during the process of change. Moreover, suggestions will be given on sustaining the change for a longer period of time while defining the limitations of the change program. Discussion Leading and managing change Organization change is important for the strategic growth of the organization however, it is always met with employees’ resistance. The repercussion of this resistance put up by employees can be drastic and cause serious disturbance in the organization. It is important for the organization to study...
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...Create an Effective Change Management Plan Prosci's Change Management Toolkit is one of the most comprehensive guides for managers, project teams and consultants involved in change management. The toolkit includes detailed planning templates, readiness assessments and guidelines for building executive sponsorship and managing resistance. Templates include communication plans, training plans, sponsor roadmaps, coaching plans and resistance management plans. Based on research with more than 700 companies, The Change Management Toolkit is a leader’s guide that contains templates and guidelines to help you effectively employ change management and write a complete and professional change management plan. Assessment tools and implementation guidelines will help you implement an effective change management strategy.The Change Management Toolkit enables you to: * Manage the people side of change, not just the business side. * Develop a change management strategy for your project. * Create a communication plan. * Actively manage resistance to change. | Toolkit elements: * Change management overview - what is change management, why is it important, what can I do to manage change effectively * Assessments - tools for evaluating your change and your organization's readiness for change * Templates - critical document templates for planning and executing change management - provided on CD-ROM * Theories and perspectives - a practical discussion of change principles and concepts...
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...Organizational Change Yesenia Acosta NUR 587 Prof. Doria Chege Organizational Change It was brought to the attention of the Shared Governance Committee that the rate of unit acquired pressure ulcers had increased dramatically over the past quarter. The National Pressure Ulcer Advisory Panel defined a pressure ulcer as a localized injury to the skin or the underlying tissue that usually occurs over a bony prominence. A pressure ulcer develops as a result of prolonged pressure to these bony prominences such as the heels and sacrum. They develop once there is a combination of pressure and shear. This pressure is known to cause skin breakdown. In addition to being complex, pressure ulcers are prevalent, deadly, and costly to treat. Rosenberg (2002). One of the strategies used around health care facilities for ulcer prevention is repositioning every 2 hours. It is evidence-based that turning a patient every 2 hours will help prevent pressure ulcers from developing. During one f our monthly SGC meetings we identified this to be a big problem in our unit. As a team we analyzed different methods to correct this problem. We came up with a plan and addressed any possible barriers we would need to consider. In the following paper we will discuss the changes we plan on implementing and how we will address influencing factors for change within our unit. As one of the chairs for...
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...Organizational Change Plan - Part I Deluxe Fernandez HCS 587- Creating Change Within Organizations January 26, 2015 Professor Thomas Sloan Organizational Change Plan - Part I Health care is subject to numerous changes at any given time along with the organizations and their employees. In today's climate, organizations have to be adaptive to changes as it is a requirement to survive, thrive, and succeed (Rafferty et al., 2013). One important aspect for success is to promote job satisfaction. "Job satisfaction is closely related to the performance and quality of work performed by an employee and, consequently, translates into the success of any organization" (Sypniewska, 2014, p. 57, para. 1). Having "lift teams" and equipments for lifting can improve nursing satisfaction. This paper will closely examine why there is a need to propose the "no lift policy". Barriers and influencing factors to change will also be discussed. The influencing factors for readiness will be explored. The theoretical model used for the proposed change will also be discussed. Finally, internal and external resources to support the change will be examined. The Need For The Proposed Change Bedside employees particularly nurses and nursing assistants have higher incidence of back injuries (Weinel, 2008). Such injuries are caused by manual lifting and repositioning patients. For example, in our organization's current ICU department, there are nine nurses on leave due to back or bodily injuries. Lack...
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...Organizational Change Plan - Part III The process of organizational change is often intimidating or overwhelming. The prospect of change is not often received well by those in the organization involved in the areas considered for change. Organizational leaders need to monitor and evaluate the staff and patients throughout the process of the proposed change implementation. The constant monitoring is crucial to the success and obtaining the desired outcomes. Monitoring the process and the changes along the change path enables the leadership to determine the success of the process or the need to a pause to re-evaluate and possibly alter the change. According to Spector (2010), “Effective leaders communicate downward to make sure employees at all levels understand in a clear and consistent way the purpose and direction of the firm” (p. 192). Changing any facet of the health care delivery process is difficult at best; the move toward technology is much harder and more challenging. Gaining the support for the change improves the success of the change by getting staff on board and involved in the change. Involving the staff allows staff to have inputs to the change and modifications to the change process along the path. Effectiveness of the Organizational Change Change effectiveness is measured in various ways. The change to ePrescribing and the overall effectiveness of the change requires a collaboration of effort. . Leadership must review the current procedures for...
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...Riordan Manufacturing Management Change Plan MGT 301 Section I: Change Management Plan Identify the current formal and informal power structures in the organization. How might the power and political structure of the organization affect employee behavior? The formal power structure in the organization consists of the top management staff run by the President & CEO, followed by the Executive Assistant, Senior VP-R&D, and the Chief Operating Officer. The informal power structures would be the employee work force and their ability to generate profits for the company. The power and political organizational structure might affect employee behavior on how strict the company is on its standards and regulations. When the employee is supervised and reviewed on the performance then the employee might feel the responsibility to keep up and do a good work in order to keep the job and generate good reviews. According to Robbins and Judge (2013) organizational structure is defined as how a job tasks which is formally divided, grouped and coordinated. There are six key elements; work specialization, departmentalization, chain of command, span of control, centralization, decentralization, and formalization. Riordan Manufacturing operation is based on the effective bureaucratic structure this standardized processes effective in the ability for all 500 employees to be synchronized at the same level regardless of the hierarchy. The manufacturing plants are divided in three different specific...
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...Organizational Change Plan - Part 1 Lynn Clark Creating Change within Organizations HCS/587 Debra Kent May 06, 2012 Organizational Change Plan - Part 1 Within any organization change occurs on a daily basis. Staff understanding the need for these changes is essential to the success of the change. Changing from paper to paperless patient check-in has become necessary at the Northwest Primary Care Clinic. Patient satisfaction has promoted this change. Having patients checked in and ready to see their providers at their scheduled appointment time has become high priority. Discussed here will be the need for the change, individual and organizational barriers to the change, factors that may influence the change, factors influencing organizational readiness, the theoretical model used, and the internal and external resources available for support of change. Need for the Proposed Change Having patients checked in and ready to see their providers at the scheduled appointment time not only allows providers the time they need to assess and care for the patient, but also leads to increased patient satisfaction (Anderson, Camacho, & Balkrishnan, 2007). Patients expect that once they have gone through the check in process they will be triaged, and see the provider at their scheduled time. If the patient is left in the waiting area for an extended period he may become upset, and believes that his needs are not important to the staff or provider. Patient satisfaction...
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...[pic] Change Management Plan Prepared by: Donnell Brown Date: 4/12/14 Table of Contents 1. Introduction 1 1.1 Purpose 1 1.2 Change Management Planning 1 1.3 Principles of Change Management 1 1.4 Translating Change Management Principles into a Structured Approach 2 1.5 References 2 1.5.1 External References 2 1.5.2 Project Centralized Repository Document 3 1.6 Glossary and Acronyms 3 1.7 Document Maintenance 3 2. Change Management Participants Roles and Responsibilities 3 2.1 Change Manager 3 2.2 Lead Change Evaluator 4 2.3 Change Management Team Members 4 2.4 Change Management Stakeholder 5 2.5 Project Training Coordinator – 5 2.6 Departmental Roles 5 3. Change Management Scope 5 3.1 Communication/Stakeholder Objectives 6 4. Analysis of Job/Workflow impact 7 5. Marketing Change 8 5.1 Engaging Stakeholders in the Progress of the Project 9 5.2 Methodology and Tools for Communications 9 5.3 Building Acceptance to Change 9 5.4 Monitoring the Effectiveness of the Change Management Program 10 Introduction 1 Purpose The purpose of the Change Management Plan is to actively design, develop, and execute a strategy for preparing all employees for business, technical and cultural changes that occur as the result of project initiatives. Embracing and magnifying the positive aspects...
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...ZABI Anar CHANGE MANAGEMENT PLAN CHANGE MANAGEMENT PLAN This change management plan has been elaborated for the attention of the Vinci Energies Academy Director, Mister Eddy VANDERSMISSEN and the International and Digital Learning Activity Manager, Mister Thomas DOEUVE. It will mainly cover the review of the internationalization and the digitalization of the Academy with the objective to help you to best roll out your change projects within the organisation. For purpose of clarity, our change management plan will be divided into five parts: 3 3 Part 1: Contextualization 1.1 Characterizing the existing influence system 1.2 Identifying the main stakeholders 1.3 Nomination of an intermediary person 13 13 Part 2: Problematization 15 15 Part 3: Enrolment 17 17 Part 4: Convergence 4.3 Continuous Communication 4.2 Continuous evaluation 4.1 Project management techniques 26 26 Part 5: Extension Part 1 : Contextualization Part 1 : Contextualization Before concretely designing a change management plan, it is important to understand the elements of the internal context of the Academy, which are likely to influence the course of the change process. The goal of this first phase of the project is to make sure that we understood well the way the company works as well as the challenges related to the projects. Before concretely designing a change management plan, it is...
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...Organizational Change Plan Part III Acuity Adaptable Care Delivery Model and the Universal Room Model Brooke A. Dupre Creating Change Within Organization HCS/ 587 April 13, 2015 Instructor: Ginger Weatherspoon At Acadian Medical Center Campus of Mercy Regional Medical Center in Eunice Louisiana, our mission is "Quality Healthcare Close To Home. Organizations seek to change to reach their mission and strategic goals of quality health care. When current ways of working are not allowing us to reach our objectives, we must incorporate new ways that are likely to be more effective, the change should be considered through a process. The organizational change plan will explore Acuity Adaptable Care Delivery Model and the Universal Room Model. It will then describe the organizational change process of the acuity model, possible barriers to change, possible influencing factors, and lastly motivational theories to assist managers in working with and motivating staff during the change process, describe the methods that will be used to monitor implementation of your proposed change, examine the relationship between the organization’s related processes, systems, and personal or professional roles and their effect, identify communication techniques that will be used to address any implementation issues that may arise, the effectiveness once implemented, and outcome measurement with the Acuity Adaptable Care Delivery Model and the Universal Room Model. The acuity adaptable model is...
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