MBA 687 - Final Project

Change management is important for all organizations, and if the employees are turning over or the situation is bad in progress and success, the change is important. The first phase was to know the importance of the change model and the stakeholders. The stakeholder's role is important because they have to invest and handle the progress and failure of the company. Employee engagement was necessary for the company's success, and it has been done. The next step was recommendations on how the change should be implemented. The proposals were important because the management did not know how to make progress in the company. We are now at the stage of implementation, and it is the last step where we have to make sure that the changes in the company are in the right direction and the stakeholders are getting the report and evaluation of the progress. It was difficult to get to this stage because the situation was bad, and employee engagement was not as easy as we used to think. However, a famous proverb says everything is well when the end is well. The following report will discuss the factors for change and steps of implementation.

The change management models are important, and the recommendations have been given. The change doesn't need to be successful, but there are certain risk factors that the stakeholders and customers have to face. The consequences will be different if the desired goals are not reached. Employee engagement will be useless if the stakeholders do not reach the desired goals. It is always difficult for the employees to be persuaded by the change management, so the stakeholders are always of the view to bring successful results. Otherwise, the employees will lose interest, and the problems will persist. If I have to put myself in the customer's shoes, the desired goals are the best products and services from the company. The possible problems are not the best fit of the change model or the less engagement from the employees. There is another possibility that the customers may not like the change. If it happens, it is necessary to be ready for the consequences. The ratio of sales or the services consumed may get decreased. The stakeholders and the management need to discuss all the implications for future success (Weraniyagoda, 2018).

Stakeholders:

Owners of company

Management of company

customers

Connectors:

HR department

Team leaders

Sales managers

Counselors:

HR managers

external consultants

Journalists

Online journalists

national journalists

social media handlers

Adversaries

All the companies working for the same niche are adversaries, and the company's management needs to know their working style.

The manager's role is extremely important if the two stakeholders are analyzed. Vice presidents and HR managers are important in this regard because they are connected to both the employees and the customers. The company's success will be compromised if the customers are not given the proper change or positive outcomes. Moreover, their role is important because they have to improve employee engagement. They have to make sure that implementing the change management model is important. The human resource department has multiple roles because the members connect with the employees and the leaders. They are also connected with the customers to know their choices and ensure they get the right services. The customers have to present their queries to the HR department. The relevant manager has to forward the complaints accordingly.

The departments' leaders and stakeholders are committed to bringing the change. However, the self-evaluation of the Vice president and the team leader determined they are committed to bringing the change. They believe that strategic thinking and adaptation to change management are important. The role of the vice president is to monitor the company's progress. If there is a lack of collaboration, he should activate his authority to ensure that the employees are in the right direction. The following important post is of the team leader who has to bring the change by accepting that the change is important. He must realize that different models and theories can be implemented to achieve better results.

The team leader and the customer managers are examples of middle managers ready to serve as a bridge between the senior leaders and the frontline staff. The senior leaders need to listen to the middle managers for a positive change in the company. According to the self-evaluation report, the middle managers are ready to take responsibility for bringing the change. The managers have self-evaluated their weaknesses and strengths, but they are determined that the change will bring success to the company. The workforce is not willing to bring the change. They are undoubtedly capable of getting the change, but persuading the workforce to adjust to the new environment is difficult. The middle managers have to play a significant role in this aspect. The cultural considerations in change readiness are to accept that all cultures have equal importance. The majority and minorities should be ready to bring the concept of diversity to the organization. If diversity is not considered, the company cannot make the required success (Stouten, 2018).

The change implementation steps in the view of customers are as follows.

The first step is to increase customers' confidence by asking the problems and queries. The company works for innovative businesses and positive changes for the new businessmen. If I had been the customer, I would like to see the connection with the management. I will be inspired if my problems are listened to.

The next step is immediate response to the queries. The customers are always growing with the confidence that they are responding. If the change events do not include responsiveness, it will be difficult for me to use similar services from the company in the future.

The next change event is the mode of communication and efficiency of services. If I am the customer, it is my right to get polite employees who respond to me and finish my work on time. The main problem in the company was that the customers often did not respond. The company barely bothered about the queries of customers because of which the situation deteriorated and the number of customers decreased. The change events should mainly focus on service efficiency and communication effectiveness.

The assumptions are often considered the strategic goals and should be aligned with the company's progress. The strategic goals should accommodate the change management and lead the company to success. The employees believe equality must be brought to the company in Singapore and US branches. The conditions must be appropriate for both the branches. It may include the training of employees because the survey indicated that most employees were never trained. The branches in US and Singapore have to interact with different customers, and they have to make sure that there is no barrier to the coordination and engagement of employees (Pathiraja, 2018).

For this reason, the language barrier is one of the significant steps or conditions to be taken place. The language barriers can be minimized by keeping a standard language among all the branches with the employees and customers. The next condition is the mode of communication among the employees. Communication is a big problem for the employees because the customers were not properly entertained. Most employees were unsatisfied with the management because they observed that the managers have a rare connection with the customers. These conditions must be met before the employees become aggressive enough to leave the company. All these conditions are to be brought because they do not already exist in the company and can be problematic if not brought shortly. These conditions are aligned with the change management and are accommodated with the strategic goals. The employees of Singapore and the US should be heard, and the middle managers should forward their queries to the top management. the outcomes will be positive with the proper strategic implementation steps (Kluge, 2018)

The scope of this change is for the company's survival because the customers were getting other options to choose from. The employees were involved in the turnover because of the diverse environment. Diversity in the organization is the new trend because the chances of success are usually increased. The trends like diversity, employee engagement and empowerment will influence the company's success. The sales and the number of customers will increase in the future. The consequences are predicted to be positive (Mikovits, 2018). The results of surveys have determined that the employees are not communicating with the managers and are not empowered. The significance of change can also be determined by the lack of collaboration among the employees and managers. The lack of cooperation and confidence was the lack of communication, confidence, employee empowerment, diverse culture, diverse employees preferences and language barriers. All the employees from both the branches, including the US and Singaporeans, are affected. The change will empower the employees, and all the staff, from the stakeholders to the lower stage, will be affected. No change should be radical, but the gradual change will predict positive outcomes. It is important to see that the situation can only improve when the employees and managers are involved and implemented stepwise (Hussain, 2018).

It would be repetitive to mention that communication must exist in the initiative because it does not exist in the company currently. Almost all the employees have complained that it has been six months that their managers have not talked to them. The employees must be communicated via the middle managers or the top management. The next outcome or the condition that must exist in the company and does not exist is the high morale of employees. It is what is included in the employee engagement, and they should be persuaded for the change. Moving on, the training and career growth opportunities must exist in the company because the current situation is deteriorated in regard to these factors. The language barriers between the US and Singaporean branches must be eliminated, and they must exist in the company, especially in the new initiative (Labianca, 2018). Efficient leadership practices must be present in the company because they will positively impact the success and progress. In the end, there are various roadblocks in the change management process. The culture of both the branches of the US and Singaporeans is different, and it can be a roadblock. The lack of employee engagement and interest in change management can also be hurdles. I will try to mitigate them by implementing change management models and looking into the details of the queries of employees. The training sessions will be an effective step to mitigate the challenges and hurdles. For example, the employees of both branches will be taught how to work together and bring positive changes to the organizations.

The branch overview, exit interviews, leader's self-evaluation, vision, mission and strategic goals are considered before predicting the outcomes. We hope to achieve employee engagement and empowerment in the company, and the benefits will be employees' high morale and confidence. Employee engagement is repetitive, but it is important for both branches. The customers will also be benefitted from it. We hope to achieve many customers and services in the company. Next, the strategic goals are excellence in performance, marketing innovation and talent acquisition. These are the goals necessary to achieve (Haas, 2020). The impact of changes is usually positive. The outcomes are already explained above that the customers and employees will be benefitted. The managers will also be benefitted from seeing the new customers and innovations in the innovation. As far as the negative changes are concerned, the employees may not accept the change. The change management models are diverse, and such models need to be aligned with the company's environment. Another negative impact can be the lack of acceptance from the customers. The company and management must address all these factors before implementing the change (Castex, 2018).

The change management models are numerous, depending on the company's flaws and cultures and how the success will be achieved. Kotter's change management model will be implemented in the company because it is a gradual change process. It is important for the managers to think of the change and to bring positive outcomes. There are eight steps in the change model, and it is important to consider the urgency of change. The model lets managers know how the situation can be changed and the necessary outcomes. The model is selected because it is observed that all the employees are empowered and are coordinated from the top to lower employees. The model is chosen because different environments like the US and Singapore's cultures are involved. It will mitigate the company's hurdles and challenges and lead to success. The consultation will bring positive outcomes.

References