Charlie Phillips, a student of Business Management and Economics double major is a brilliantly accomplished individual. However, he says that when he was faced with the Change Management’s assessment, even he struggled a lot to find the right BSBINN601 assessment’s answers. Due to the ambiguous nature of the subject, it is difficult for anyone to rightly explain the 3 main factors that drive the change or identify the right change management process.
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However, if you are one of those who would like the assignment to solve yourself, you will find all the information below on this page.
Here is a screenshot of an assessment file. Let’s discuss the concepts to solve these questions one by one.
Change management is a collation of techniques that together guides how leaders prepare, equip and support individuals working in the company to successfully adapt to change in order to work for organisation’s success. Change management models provide a framework for supporting different phases of change in an organization.
There are 3 main elements for driving a strong Change Management Strategy.
The effective model would not only address how change management would occur, but would also address the emotional, rational and process elements of the task.
A rational approach would be to include a system to establish methods to measure processes, services, standards and development of the firm. It would also include the use of balanced scorecards and inclusion of other metrics that could reinforce expectations. These elements eventually help create a high-performance culture.
Emotional perspective would be to strive to establish some principles, purpose or performance index to evaluate employee engagement and employee satisfaction. Establishing robust communication would ensure employees feel more comfortable to the change and would help people engage emotionally in the office community
A well-established process for change is one that is transparent, creates focus, solicits commitments and encourages accountability. The need for encouragement and accountability is imperative for a successful initiative. With deep rooting a sense of accountability, people deter away from making excuses and ensure to complete the expected work.
Unfreeze: This is the step that advises that the first step to change should be to prepare the organisation and its employees to accept that the change is vital for sustenance and growth of the organisation. This could either be done by marking the end of the existing status quo in the organisation or ensuring a robust communication between employees and managers that are directly accountable for change.
In short, the key lies in communicating compelling reasons and arguments for why existing ways of the organisation can not continue. The argument could be backed up by data or decreasing profit figures or even customer dissatisfaction surveys.
In order to execute such a task, one may have to challenge the core values, principles and beliefs of the organisation and ensure that employees resonate with the same challenges. This may evoke strong reactions from people and encourage them to bring about a change in existing models.
The unfreezing stage inspires and encourages people to bring a change in existing situations. The uncertainty is produced as a by-product of this phase, but this fuels people to begin to resolve uncertainty and obey decisions made by the management. People would eventually start to act in ways that would further support the process of change and help bring the change eventually.
Once the required change has been brought about, the status quo has to be implemented again to ensure the state stays the same. Refreeze is a crucial step that jams the changes and prevents the company from going back to older methods of execution. This ensures stability and removes any uncertainty that houses employees’ minds and hearts. With a newfound sense of stability, the employees feel confident about themselves and become comfortable with the change.
Here were the necessary concepts to solve your BSBINN601b assessment. However, if you are still not sure if you can get to the right answers and need someone to solve this assessment for you, the My assignment Services could come to your rescue and help you with BSBINN601b assessment solution. Our experts are individuals that come with years of experience working in the industry. Thus they know all the nooks and corners to write down an impressive answer to the assessment questions.
Stakeholder analysis exactly means what it seems like. It means to analyse and categorise people who can be affected by the change into a company. All the employees in a company are stakeholders of different tasks and responsibilities. Thus they are referred to as stakeholders as they have stakes in the part of the operation of a company. It also involves identifying the beneficiaries and benefactors of the change.
To accomplish this, the first step would be to ask the correct questions. One would need to understand the specific needs and expectations of individuals from the changes in the organisation.
It is obvious that any change in the organisation would come with risks or could even potentially jeopardise the health of the organisation for an extended period of time. Thus it is imperative to figure out the potential blocks, threats or risks that could appear during the change process.
Once these potential risks are identified, the solutions are drawn to minimise them. All the managers and leaders of the company are held accountable for minimising the risk in the process. They monitor and encourage employees to believe in the positive impacts of a smooth transition.
No change can be brought without training or upgrading the skill set of the employees working in the company. But what if the employees are resistant to any changes? Training is identified as the best tools by industry experts to mitigate this challenge. A motivated employee who looks forward to the potential benefits of the new system is an employee that is willing to change and work towards organisation’s success.
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Charles writes blogs and articles for students who are facing problems with their management assignments. His articles have been featured on several websites. He has contributed to the academic enhancement of students from the University of New South Wales, Central Queensland University, Edith Cowan University, etc. He joined the team of My Assignment Services as a consulting expert and now is a full-time academic help provider. His expertise in the field of management covers topics like leadership management, human resource management, business management and several others. His blogs focus on solving the most complex of the queries and simplifying the processes.
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