Final Report
6
Impact Identification
Abstract
Before the implementation of change in an organization, it is imperative to perform an impact analysis. Through this, the organization will be better positioned to make strategic decisions as it understands the impact of the changes to be made. In consideration of the management problem (poor personnel management) at the Dining Facility and the proposed solutions, an impact analysis will ascertain that the facility minimizes losses by avoiding the solutions that have serious repercussions on the organization’s operations and performance. While various solutions will yield desired results about addressing the management problem, avoiding some solutions will be beneficial to the DFAC. As such, this paper will identify and expound on the impacts (both short-term and long-term impacts) linked to the proposed solutions.
Keywords: Change, Impact Analysis, Impact Identification, Poor Personnel Management, Solutions, Short-term and Long-term Impacts
Introduction
The proposed solutions are identified with the hope of yielding positive outcomes about the management problem at the Dining Facility. However, the scope of the impacts of these solutions is yet to be established, and thus, conducting an impact analysis is indispensable (Ready.gov, n.d.). According to McCaffrey (2012), impact analysis is a useful technique for disinterring the negative impacts of change in an organization. The proposed solutions will possibly disrupt operations at the Dining Facility, and as such, considering the impacts is significant. In this sense, this paper aims at identifying the impacts of the solutions to be applied to address poor personnel management at the DFAC. Additionally, since the solutions promote the implementation of change, it will also establish possible responses of the employees, consumers, and stakeholders of the Dining Facility. With the consideration of both short-term and long-term impacts, this paper will facilitate the application of a change in the plan for the Dining Facility.
Discussion
Impacts of the solutions to the management problem at the Dining Facility
The proposed solutions for poor management at the DFAC will significantly impact (both positively and negatively) the facility, its employees, customers, and stakeholders as well. Although all the solutions have the possibility of addressing poor personnel management at the Dining Facility, analyzing the impacts of each solution will affect the operations and processes at the Dining Facility. In correlation to this, the organization will have to establish the relevance of each solution and the benefits aligned to its implementation, which is time-consuming and sometimes costly. While impact analysis is a necessary process, it will ultimately delay the implementation of new plans to ascertain that the facility solves the management problem. Besides, implementing the proposed solutions at the Dining Facility will result in a change in behavior and outcomes, particularly since change is habitually resisted (Mind Tools Content Team, n.d.).
Most of the changes have a financial impact at the facility as it requires additional investments and allocation of resources (Ready.gov, n.d.). The implementation of solutions such as contracting professionals to manage human resources, training leaders and their subordinates, skills development, and implementing an appropriate rewards system is strongly connected with increased expenses as they will require funding to ascertain that they effectively address the management problem. In correlation with the financial implications of these solutions, the facility will be required to save costs and minimize losses attributed to the expenses of implementing the proposed solutions to keep organizational operations afloat. In this sense, employees will be required to give up some of their benefits and rewards to facilitate the organization’s objectives.
It is undeniable that the outcomes of the training of leaders and professional development of employees at the DFAC will positively contribute to addressing poor personnel management. However, it will interfere with and most likely halt organizational operations as it requires all members of staff to put in their time and concentration on the training and relating activities. In this regard, training and professional development are time-consuming and resource-intensive (Mind Tools Content Team, n.d.). As such, this solution will affect the schedule and performance of defined duties at the facility. In this regard, it will impact the Dining Facility by destructing operations and delaying the income generated (Ready.gov, n.d.). In this same context, it will result in increased customer dissatisfaction levels and possible loss of clients and stakeholders as well.
Additionally, the implementation of the solutions will ascertain that the Dining Facility has certain expectations for its leaders, employees, and other stakeholders. In this regard, employees will have to instigate additional efforts in the performance of their roles and responsibilities, through which they will promote the attainment of organizational objectives about addressing the management problem. However, it will contribute to increased burnout rates among employees, which has negative repercussions for the Dining Facility and significant stakeholders. In correlation to this, the level of job satisfaction will deteriorate, and employees will gradually withdraw from their duties (Ready.gov, n.d.). Therefore, the implementation of the solutions also impacts the Dining Facility, its employees, and customers indirectly.
Conclusion
Impact analysis is an essential technique that supports the making of necessary adjustments in the design and implementation of a plan, particularly concerning a management problem such as the one experienced at the Dining Facility. In correlation with the impacts of the proposed solutions for addressing the management problem at the DFAC, impact analysis ascertains that all affected areas are identified, and thus, supporting the identification of impacts. Additionally, the effects linked to solutions are analyzed and evaluated, ensuring that the outcomes are managed (McCaffrey, 2012). In this regard, the identified impacts contribute towards mitigating the negative consequences by supporting the implementation of solutions that will yield desirable outcomes concerning poor management of personnel at the DFAC.
References
McCaffrey, A. (2012). Impact Analysis Identifying the Full Consequences of Change. https://sites.google.com/site/myhvuucboardwork/learn/impactanalysisidentifyingthefullconsequencesofchange
Mind Tools Content Team. (n.d.). Kirkpatrick's Four-Level Training Evaluation Model. Analyzing Learning Effectiveness. https://www.mindtools.com/pages/article/kirkpatrick.htm
Ready.gov. (n.d.). Business Impact Analysis. https://www.ready.gov/business-impact-analysis