Garry Anderson Case Study - Project Execution and Control Assessment Answer

• Subject Code : PROJ6003
• University : Laureate International Universities My Assignment Services is not sponsored or endorsed by this college or university.
• Subject Name : Management

Garry Anderson and Henry Gable Case Study Assessment Answer

1. The case depicts a transition of Garry Anderson from project engineering to project management. It could be evaluated that the individual faced a lot of difficulties from transitioning from one role to another in the organization. It becomes important for an organization to adopt appropriate strategies in order to manage the cost and the quality of the projects undertaken by an organization.It could be evaluated from the case that Henry Gable without giving proper training and guidance to Gary Anderson was expecting him to succeed in program management. In order to effectively initiate a change management in the organization it is important to undertake the training process for the individuals who are a part of the change happening in the organization. Also, Henry Gable stating to Garry Anderson that he has to perform well in project management or otherwise he will be out of the organization was not justified. Change management can only effectively take place in an organisation when the employers in the organization value the suggestions and inputs of the employees in the organization. It becomes important for the organization to ask for the content and tell the reasons for the undertaken change to the employees in order to ensure that the employees are well versed with the goals and the objectives of changes taking place in the organization. 

Another important area where the organisation failed to implement change management effectively is by not assigning proper roles and responsibilities to Garry Anderson. Garry was unable to complete his technical responsibilities because he was busy doing the paperwork and other administrators tasks. In order to effectively implement a change in an organization it is important that employees in the organization are well versed with their roles and responsibilities so no task is missed out (Morin et al., 2016). In this case, due to mismanagement of roles and responsibilities the organization was not able to receive customer satisfaction. 

The other flaw that could be seen in the change management process implemented by the organization is that they directed all their efforts towards reducing the costs involved in the project and not the quality of the project delivered to the customers. Garry Anderson was unable to submit the complete project to the customers on time because he decided to maintain all the bills by himself in order to save the cost but that hindered the deadlines. Therefore, it becomes important for an organization to understand that it is important to find the sources that are creating excessive costs than saving costs on important tasks that can have negative impact on customer satisfaction. It becomes important for the organization to adopt proper strategies for saving costs and increasing the quality of the projects. The organization also failed to develop proper goals and objectives of the change management process undertaken in the organization. If proper goals and objectives were made in the beginning of the change management process, the organization would have been able to achieve both controlled costs and delivery of high quality project to the customers associated to the organization.

2. It was important for Garry Anderson and Henry Gable to be involved in open communication with the engineers and other employees in the organization for finding out the changes that are required in the organization. The employers should ask the employees of the organization about the strategies that can help in brining about effective change in the organization. The employees would have been able to suggest strategies that would have helped in reducing the project cost and increasing the project quality. After listening to the employees, the final decision should have been conveyed by the project management to all the employees of the organization. After this, the organization should have made sure that all the employees who will be undergoing a transition of role or increase in the amount of responsibilities are given proper training before witnessing the transition in their roles.

The organization and project management team should have drafted proper goals and objectives of the change management process and it should have been communicated to all the employees working in the organization. A proper documentation of the roles and responsibilities of each employee is also important in the change management process in order to ensure that everybody in the organization is working for similar goals and objectives of change management process. In order to deal effectively with the ongoing changes in the organization, it is important to ensure that every employee in the organization is given appropriate training and is not overburdened due to the changes taking place in the organization. In order to effectively deal with the changes, the employers need to maintain the motivation level of the employees so that they do not face any resistance from the employees for the upcoming changes taking place in the organization (Griffith Kooper & King, 2007).

It is also important for the employees like Garry Anderson to speak about the challenges they are facing while witnessing the changes taking place in the organization. Also, it becomes important for the employers to take consent of the employees before taking decisions in the change management process in order to make them realise that they are important. It could be easily analysed from the case study that no identification of the goals and objectives of the change management process and improper allotment of the roles and responsibilities impacted the quality of the project delivered to the customers (Hughes, 2007). It is important for an organization to adopt strategic solutions for implementing change management process in an organization. 

3. Change request areas:

• Training and consent for transition: In order to effectively implement a change management process, the employees in the organization may undergo transition in their roles and responsibilities (Butt et al., 2016). However, in order to ensure that employee is ready to undergo the required transition it becomes the responsibility of the organization to ask for the consent of the employee and also give proper training to the employee for skill adaptation that are required in and expected out of the new role.
• Identification of goals and allotment of responsibilities: In order to undertake the process of change management effectively it is important that proper goals and objectives are designed and formulated beforehand. It is important that the identified goals and objectives are communicated to all the employees in order to ensure that every employee in working towards the similar goals and objectives (Schmidt et al., 2017). It is also important to ensure that in order to implement changes no employee in the organization is overburdened. Proper allotment of responsibilities is important for effective implementation of the processes in the organization.
• Proper communication between the change players and change initiators: It is important that both change players and change initiators have equal amount of knowledge and information to make the change player believe that they are an important component of the change management process taking place in the organization. 
• Costing and quality standards: The ultimate motive of any change management process is to increase the quality of the project or the services to be provided to the customers associated to the organization. However,it could be analysed from the case that Gary Anderson was trying to save the costs even at the cost of missing the deadline of the project (Xiu et al., 2019). Therefore, it becomes important for the organization to ensure that proper strategies are to be formulated in order to save the costs and increase the quality of the project.

4. Change Request form

Name of the Change Requestor: Gary Anderson 

Change Category: Corrective Action

Describe the change being requested:

It is important that while transitioning the role of the employees in the organization it is important that effective training and guidance is given to the employees(Akbar et al., 2019). It is also important that goals and objectives of the change management process are identified to ensure that employees are well versed with their roles and responsibilities under the change management process initiated. The current change management process is ineffective and creating burden for the employees.

Describe the reason for the change: -

Proper training and identification of the goals and objectives is necessary in order to motivate the employees to be a part of the change and increase the motivation of the employees to increase their contribution towards the goals and objectives of the change management process undertaken by the organization (Gerbec, 2017).

Describe risks to be considered for this change -

The organization may have to face resentment from the employees of the organization towards the changes taking place (Mathar & Gaur, 2020). Some employees may also resent from the transition of their roles. However, it becomes important for the organization to communicate the objectives clearly and if they still resent the organization should not force the employees for transition.

Resources required

The organization may have to involve some time and incur cost forconducting the identification of the goals and Imparting training to the employees for undertaking the changes. However, it will help in implementing the change management process effectively and increasing the quality of the project delivered to the customers.

References

Akbar, M. A., Shafiq, M., Kamal, T., & Hamza, M. (2019). Towards the successful requirements change management in the domain of offshore software development outsourcing: Preliminary results. International Journal of Computing and Digital Systems, 8(03), 205-215.
Butt, A., Naaranoja, M., & Savolainen, J. (2016). Project change stakeholder communication. International Journal of Project Management, 34(8), 1579-1595.
Gerbec, M. (2017). Safety change management–A new method for integrated management of organizational and technical changes. Safety Science, 100, 225-234.
Griffith‐Cooper, B., & King, K. (2007). The partnership between project management and organizational change: Integrating change management with change leadership. Performance Improvement, 46(1), 14-20.
Hughes, M. (2007). The tools and techniques of change management. Journal of change management, 7(1), 37-49.
Mathar, D., & Gaur, M. (2020). Change Management: Identifying Change Agents Using Social Network Analysis in an ERP Implementation. International Journal of Computer Engineering & Technology (IJCET).
Morin, A. J., Meyer, J. P., Bélanger, É., Boudrias, J. S., Gagné, M., & Parker, P. D. (2016). Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment. Human Relations, 69(3), 839-867.
Schmidt, E., Groeneveld, S., & Van de Walle, S. (2017). A change management perspective on public sector cutback management: Towards a framework for analysis. Public Management Review, 19(10), 1538-1555.
Xiu, P., Yang, J., & Zhao, W. (2019). Change management of service-based business processes. Service Oriented Computing and Applications, 13(1), 51-66.