Final Project 687

During the submission of the reports for the change management plan and the position of the vice president, the change management kit is about to be ready. This document presents the pre-implementation and implementation of the change management models presented below. The report deals with all the main components like the stakeholders, planning, implementation, risks, and other factors.

If the desired goals and objectives are not reached in any senior, there can be high, low, or medium consequences leading to risks. For example, if a project doesn't meet the deadline, the client can finish his contract with the company, or the company can get a bad reputation. In terms of resources and time management, there can be a risk of financial loss. In addition, if the objectives are not met, it can disrupt the whole schedule of the projects within the company, which can be detrimental. The company or the department can lose its integrity and remain stagnant without potential revenues and success.

· CEO, COO, CFO, CTO, and CMP.

· Professionals consultants

· Journalists from a local and national paper

· Marketing manager and team

The leaders are commented on changing the company for the better, focusing on growth, talent and learning, customers, and marketing. It is not limited to enhancing marketing visibility but also ensures a great working environment and excellent customer service.

The middle management serves as a bridge between the leaders and the staff in communication and coordinating the changes effectively. They coach the staff in terms of need and report meaningful insights back to the senior leaders.

The middle management might be made front and center of the change management process, but they must promptly report to senior management.

As in all change management processes, the workforce has some resistance to change. Mainly because of the adoption of technology to perform certain activities. However, it can be resolved with proper training and smooth transitioning.

Some of the cultural considerations that must be there include social changes, language, artifacts, values, and symbols.

Customers are the end-users of the products or services of their company. They always look for high quality, reasonable prices, and personalized customer service. Automation in today’s world has asked the customers to be more easygoing. An employee in a company is indeed a customer at another company. Still, they all go along with how it is important to provide the best possible products or services with effective communication. Some of the customers' expectations include self-serving, a 24/7 culture, an e-commerce component to the physical stores, omnichannel services, personalization, mobile friendliness, and effective engagement on social channels.

The employees believe that the resources required for the success of the program are as follows:

· The proper time for all the activities

· Sufficient financial resources

· Human resources – talent and right skills

· Material resources – as per the project requirements

The scope of the change is to modernize the place and implement the technology with the appointment of a new VP based on the previous milestones. Change is a slow process. Although complex, it cannot be rushed. As the change is associated with technology, it is termed radical change. The implementation is radical; however, the adaption will be gradual. The number of people affected is almost 90% of the whole workforce.

The conditions for the change include implementing the exit surveys in making the environment better. The HR managers can make a habit of making bullet points out of these pieces of information and discussing them in the meetings with their peers and colleagues. It will allow them to be more effective. The blocks are the collaboration of senior management and the employees. It can be mitigated with the help of a monthly meeting with all the team.

Embarking on entrepreneurship, implementing new technology, engaging in new projects, or leading a major transformation in business are some of the reasons for taking action.

Sometimes it can be so hard to act. In this case, we must first understand why these changes and why acting will not be in vain.

The company can provide better benefits as the exit survey is missing. It can be done by introducing better packages with a discussion of HR and the top management.

The feeling of satisfaction is closely related to the question of happiness. Once the change has been initiated, success leads to a feeling of satisfaction and the feeling of having accomplished something useful once the first objectives have been achieved.

All the actions are taken before defining the current process of change. Taking actions makes getting things done that help implement the change management process and plan. The positive effects of change can be that it makes a person adaptable, introduces new items and technologies to the workforce, integrates new opportunities, and allows the company a chance to be more productive. The negative effects can include the failure of the change process, the company's downfall, the inability of the people to adapt properly, and can lead to lower employee retention.

The implementation of changes is quite urgent. The requirement of the process to finish the implementation is only two months. The breakdown of the milestones is as follows:

The choice of the VP – 1 week

Introduction of technology – 1 week

Implementation -2 weeks

Training and coaching – 1 week

Transition time – 1.5 weeks

Feedback – 3 days

Maintaining – continuous

The chosen change management model is Lewin's change management model, spread over three stages. It includes unfreezing, changing, and refreezing.

The model can be used in the company that the change is required to provide better benefits, technology, and training. These are all in the employee’s benefits, so it will be better. It allows easier transition to the new phase as when people think it is required; they accept the change as it comes. It solidifies the process and ensures success.

It is very simple and practical. The choice of model is based on being the modern change model. It allows the management to entail by creating the perception that change is needed.