I have been associated with an organization Araluen as a disability worker for adults with disabilities in Northeast suburbs. It is a community center established to support adults with intellectual disabilities by the accommodation facility, skill development, and hospitality facility (Araluen, 2020). The change process relates to wireless support in assistance for communication across the organization for 24*7 support. I have been associated with the organization for the past 3 years. The organization's rapid process has impacted employee performance invariably.
To implement the change I will assess the goals and objectives for determining the change that is well suited for the organization. The organization's key objectives are empowering and supporting material for intellectual disabilities. To develop the change management strategy as a manager would analyze the change impact and develop a vision for the change management plan. Developing uniform wireless support across the organization reduces risk incidence of reporting incidents on emergency cases. Kotter s 8 step model on change management to create urgency on market intelligence and industry dynamics and building team is the initial checkpoints for making change and using change metrics in the organization. Developing action plan support is critical in developing resource training and transformation for the new set up and adopting change. Fostering teamwork and purpose for adapting and reinforcing change is key to adaptation. Change management requires organizations to support in organizational culture is established for maintaining harmony and control among peer networks and creating a platform for addressing concerns (Stein, 2019).
The implementation has a moderate financial impact and cost of training and any risk incidence can be handled through routine operations (Kotter, 2014). Organizational change implementation can be assessed with feedback with the staff and focus groups. The organization is diverse and collecting feedback through a questionnaire will help in optimizing the process. Kotter stressed communication and short term wins for adaptation of change model (Kotter, 2014). The new vision will be designed for a process-centric approach in empowering individuals for building connections. I will arrange a contingency plan for time constraints, financial support. In my opinion, identifying the organizational structure and allocating responsibilities will be determined for a change implementation strategy. The teams in health and well-being, specialized disability accommodation, and support accommodation will be aligned in the training program and organization support. The milestone will approve the manufacturing process and communicating with stakeholders. The planning phase in operational planning requires staffing and cost consideration for initiating change models in the organization.
This will be set as 6 months milestone with the monthly review. The evaluation process will be focused on employee productivity and communication on updates and monitoring through email and face to face meetings. Employee reward program to encourage work done and establishing training and workshop will motivate employees for performance. The stakeholder such as board members will be communicated and informed in the recent development and all processes will be set up after their approval. Employees, the contractual support team will be taken care of and feedback will be addressed. The regular meetings and discussion groups on the registration and development process will support effective change. Employee resistance can be observed through fear of unknown and lack of job support. The different perceptions of traditional operating in Araulen may lead to friction on change. Promoting the key benefits to time-saving and flexibility of use will help in overcoming the barrier (Lewis, 2014). Manager and team communication on the development of the organization and competitive environment will help in overcoming team resistance. Group teams on short pilot assignments will increase team cohesiveness.
Gap analysis and regular meetings with stakeholders to discuss progress enable the identification of implementation and integration issues and the development of the steps to move forward to effect change (Lewis, 2014). To demonstrate employee attractiveness and retention in the organization the leadership and organizational culture will follow the participative style of management. The realignment of the organization is necessary to implement technological advancement acceptance. Face to face communications with suppliers, board members, and employees will be undertaken to ensure that harmony is maintained.
The change management through communication, negotiation, and planning will be effective on adaptation for employees. Employee resistance can be overcome by reward and participative management style to accommodate and address changes for better transparency. Identification of employee problem through open forum, registering discussion will help in mobilizing force into strength.
Araluen. (2020). About us. Retrieved from https://www.araluen.org/about-araluen/
Kotter, P.J. (2014). Accelerate Building Strategic Agility for a Faster-Moving World. Harvard business school publishing.
Lewis, L. (2014). Organizational Change: Creating Change through Strategic Communication. Wiley Blackwell
Stein, K., Olav, J.C. (2019). The Effect of Organizational Changes on the Psychosocial Work Environment: Changes in Psychological and Social Working Conditions Following Organizational Changes. Front psychology.12 (1). 35-43
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