Write a paper examining the leadership and methods needed to sustain change in an organization. Include in your paper a discussion on how you would overcome contingencies that occur in your effort to support the sustainability of this change.
Support your paper with minimum of five (5) resources. In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.
Length: 5-7 pages not including title and reference pages
Your paper should demonstrate thoughtful consideration of the ideas and concepts presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards.
Running Head: INTERNAL AUDIT OF APPLE INC. Week 2: Develop an Implementation Proposal
Abdullah O. Mustapha
Dr. Sylvia Manlove 1 2
Change is the universal truth and everyone has to accept change and act as per the need of time.
Change is the demand of time and people or organization who do not accept and implement the
change carefully then can suffer heavily either in the personal life, professional life or as the
growth of the organization. Change in the organization is like implementing the new system in
the organization and much more than that. Change is always resisted by the various stakeholders?
due to their rigid nature or people are very fearful for the change. So to implement the change a
rigorous strategic plan is required so that it can be implemented organization wide and
satisfaction can be provided to all the stakeholder?s and win-win situation can be created. I
currently we see the situation of the SNAPDEAL is India, It is doing reasonably good but still it
need to improve its process and need to implement some things in the organization to grasp the
majority of the Indian market. As currently it is lagging the behind some e-Commerce companies
like Flipkart and Amazon. So rest of the paper will include the how to implement the identified
changes in the organization so that its customer base can be increased and maximum satisfaction
can be provided to customers.
Steps to implement the change process
Change cannot implemented over the night it need to follow some rigorous step and strategy so
that organization wide change can be reflected and benefit of change can be realized by each and
everyone in the company whether he or she id internal or external stakeholder.
1. Communicate the rationale behind the change: It is very necessary to describe the reason
behind the change and why this change is being implemented and what will be pros and cons of
the change. How this change is going to benefit the organization and how it help the organization 3
to achieve the greater growth in the long term. One this change will be communicated to all
respective internal and external stakeholders and all will be able to correlate the change with the
coming future then it will be very easy for the management to implement the change in timely
and effective manner. At this point organization needs lots of change agent who all can
communicate this change process to all the department and employees. This phase is very crucial
because if everyone is well known about the pros and cons of the changes and opportunity as
well then it will be easy for the SNAPDEAL change management team to easily incorporate the
change in the organization with the common interest among each every one.
Change Agent in this phase: In this phase change agent are required who can initiate the
communication among the respective stakeholders. These change agents can be top level
management and their sub hierarchy like team manager and team leads. Here change agent can
be functional head of each department and they communicate the change process and change
element to each of his or her subordinate and subsequently his or her team communicate to their
own team. So in such a way hierarchy of agent will be created and rationale of the change will be
communicated to the entire organization. So in the change process these agents play a very
crucial role because these agents done their task effectively by communicating properly then for
the implementation team it will be easy to implement the change plan.
2. Implement the Change in Phases: After the change rationale has been communicated
properly then the change implementation team can start the change implementation plan in the
phase. Dividing the change plan in the phases helps the change team to implement the change
effectively because abrupt change some time becomes un-adjustable and unacceptable to the
people. Result of each implemented phase can be parallel reviewed and analyzed because for the
higher level management it required that change process should proceed in the effective and 4
organization?s operation should not be hampered any way. In this phase collaboration is required
where change phases can be implemented with the pilot group or team and its change?s end result
can be analyzed and if changes are positive then this change can be implemented to other user
group as well. Once phase of change implemented successfully then next phase of change can
introduced with confidence and higher energy.
Change Agent in this phase: In this phase change agent can any person because some change
agent will be working to implement the change while other agent will be those with whom
change is being implemented. For example let?s say organization team management is trying to
implement sapience analytics tool which track the online and offline time of the user. So at the
implementation of this plan IT team in the organization will be installing the software and each
individual workstation and on the other hand employees are also change agent they will also
work while keeping in mind about the installation of the Sapience tool and somehow employees
are also concerned about the offline and online time and they will try to increase their online time
and reduce the offline. Team?s manager will also be the change agent because they will track the
online time each individual employees and they will generate the team statistics so that result can
be improved on coming days.
Trainers are also very crucial change agent that point of time because they will train the
ground level employees when and how to respond to change so that employees do not face and
problem with the change. Trainer will let them know how new change system or process going to
help each individual personally and professionally.
3. Evaluate, Review and Report on Change: Without review of any change management, its
effect and side effect cannot be evaluated. So after changes are implemented its effect must be 5
reviewed and if any loop hole is found in the change implementation then that can be corrected.
It is obvious the Ant change cannot be succeeded in one shot so it needs to be reinforced by the
training program and properly analyzing its feedback and periodically collecting the feedback.
Change management team should collect the feedback of the change from the all the
involved stakeholder whether it is customer, supplier or employees and compare the outcome
with the expected outcome and if outcome is not as per the projected outcome then reinforce this
change via means of the training session and awareness program so that projected result can be
obtained in the defined timeframe.
If current outcome of the change is not as per the result then change management team
should analyze and diagnose the root cause so that corrective action can be taken in as per the
root cause of the result gap. So end target of this phase is the success of the change plan and once
it achieved its target then this introduced process will become the normal process.
Change Agent in this phase: Change agent in this phase can be the change review team member
who all collects the feedback from the involved stakeholder and analyze those data collected data
to find the gap in the implementation of the change process. Here various change agent can play
the various roles like team manager itself can be the agent who is gathering feedback or
reviewing the change within the team and finding the root cause for the gap in the change result
and informing the change management team with the detailed report about implemented change
then change management team decide how this change result gap be bridged in timely manner.
So here comes the role of the trainer who provides some advanced level training to those users
who all failed to achieve the forecasted result. In this phase role of the change agent is very 6
crucial because people ensure the completeness of the change management plan with utmost care
without any gap in the actual result and forecasted result.
Barrier in change management plan
It human tendency to resist the change because due to as being a human most of the people wants
to be in comfort zone and don?t want to break their boundaries. Below is given some barrier to
change? Resistance to the change: It is the human tendency to resist the change. So whenever
people come to know about the change implementation then they give their excuses for
the change and defend it and want somehow to avoid this change. At this point of time
effective communication and mandatory because communication is only way to
communicate the pros, cons and hidden opportunity in change. ? Lack of proper planning: Lack in the planning is barrier in the change management and
implementation. If planning of change in not done in the proper phase and done
redundantly they would the very difficult to make the change success in the organization.
So before stating the implementing the change management team properly plans the
change in the phase and stating from the implementation, training, reviews and feedback
stages. ? Communication: Communication is also the barrier in change management. So proper
communication is required so that change effect can be communicated to each and every
one. But some time it happen that organization is not able to communicate the change
properly among all the stakeholder and thus creating other barriers. 7
? Integration: Some time integrating the change into the existing system become very
complex because company wants its operation as it is during the implementation of the
change and some people found it very unsatisfactory to work in mode like adopting the
change and following the existing process. ? Complexity: Changes and change management is not an easy thing it involved lots of
complexity, implementing it providing the training to the concerned person. Identifying
the right training syllabus for the right person at the right time is very challenging task for
the change management team. So for the change management team it is important to address each and every change barrier
in each change management phase and address in that phase itself to ensure the success of the
References Change Management: The Systems and Tools for Managing Change (Change Management
Process). Retrieved from http://www.change-management.com/tutorial-change-processdetailed.htm Organizational Change and Development (Managing Change and Change Management).
Retrieved from http://managementhelp.org/organizationalchange/ How to Implement and Manage Successful Change Programs (Small Business Trends).
Retrieved from http://smallbiztrends.com/2013/09/implementing-change-programs.html 5 Barriers To Organizational Change (- Simplicable). Retrieved from
http://management.simplicable.com/management/new/5-barriers-to-organizational-change Barriers & Challenges to Change Implementation (Small Business). Retrieved from
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