Brilliant Answers
2
Summary of stakeholder analysis
1. Attitude about identified problem
To begin with, we can say they have a positive altitude towards the identified problem as shown in the excel analysis. This is the first good step towards finding the solution to the problem. The positive altitude is demonstrated by the level of support they are offering towards finding the solution (Garbin, 2019). In the column of the level support, all the mentioned stakeholder has all the cells marked positive. Additionally, the level of interest for most of stakeholders have moderate to high. This is very important when it comes to applying solution to the problem.
2. Stakeholder experiences
In the past, most of the stakeholders did participate in finding the solution to the problem as well as implementing the proposed solution. However, this was limited to certain areas where the stakeholders played part. This what led to swift solutions in given fields because this ensured very smooth transitions in every area. However, some constraints were present which caused the solutions proposed to take longer than it was initially planned. Some of the problems include the lack of the modern equipment and limited amount of funds allocated to various solutions. However, patience and consistence bore fruits eventually. So, it safe to say that all stakeholders are welled experienced when it comes to finding solution. this experience leads to preparedness for all possible solution and how to implement them (Greenhaus, Callanan, & Godshalk, 2013).
3. Summary of stakeholder ideas
Internal promotion: this is where the company promotes people from within the company. Such people are already used to how things are done in the company and they will not start bringing changes immediately. If upper management recruits from outside, such employees do not know how things work within the company and therefore they tend to bring about changes.
Training: this is where the company brings people for a period of three months or more to work with the upper management with whom they want to work with. This is especially important when the upper management has some members retiring.
4. Stakeholders to act sponsors
The first stakeholder is the CEO. The reason why he or she is suitable for this role is because the overall performance of the company is affected by the transitions. Poor performance reflects poorly on the CEO and can loose the job. The second sponsor is the project manager. The transition causes the changes in policies and operation methodologies of the company which affect how projects are delivered (Hill, & Lineback, 2011).
5. Affected stakeholder
The affected stakeholders are the CEO, managers, and the casuals. Their performance will be improved and they will certainly retain their jobs. Transitions and adjustment in such organization results in some people losing their jobs when new upper management level employees are hired.
6. Road block stakeholders
Chief technology office and the project engineer could roadblocks towards the proposed solution. first, they believe the transition is not a problem in the first place because changes are likely to favor them in both long run and short run.
References:
Bovee, C. L., & Thill, J. V. (2018). Business communication today (14th ed.). Pearson. ISBN-13: 9780134562186.
Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M. (2013). Career management.
Hill, L. A., & Lineback, K. (2011). Being the Boss: The 3 Imperatives for Becoming a Great Leader. Boston: Harvard Business Review Press.
Garbin, A. P. (2019). Worker adjustment problems of youth in transition from high school to work. Columbus: Center for Vocational and Technical Education, Ohio State University.