Business Proposal Put Together

Running head: CHANGE MANAGEMENT PLAN 1

CHANGE MANAGEMENT PLAN 4

Change Management Plan

Daniella Clingman Comment by WES WALTER: Daniella: Very good work addresses the three assignment criteria! You have some minor writing mechanics problems. You were just a bit late in submission so there will be minor deduction mad within one of the graded section of the rubric to assess a small penalty.

GCU PSC-495

Prof. Wesly Walter

May 20, 2018

Change Management Plan

Part One: Addressing Organizational Issues

Creating Employee Buy-In

The problem of low employee buy-in stems from poorly-defined objectives or unclear targets. When profitability objectives are placed ahead of interests and welfare of employees, workers’ levels of motivation reduce significantly (Markworth, 2014). Therefore, buy-in benchmarks should be established to appeal to the interests of employees. To address employee buy-in for the company’s ethical improvement program, the company will get key employees involved early and in a continuous manner. Getting employee support using participative approaches from the start through continuous and consistent open dialogue helps to reduce possible resistance (Markworth, 2014). This will be done by holding kick-off meeting and inviting top management. In addition, it is important to explain and inform all employees and their respective union stewards on the importance of the agenda.

Resources Required

There are three types of resources that will be needed to implement the proposed ethical solutions. They include human, financial, and technological resources. Human resources will include a team of ethical and professional consultants who will be hired to generate learning materials and contents for the organization’s ethical training programs. They will also offer advice to the company on how it can effectively observe recommended ethical standards. Financial resources will be required to fund all the programs and support the purchase of technological tools and materials for implementation. Finally, technological tools will include advanced information and computer systems and business intelligence tools for ethical implementation.

Addressing Employee Resistance to Change

There are various strategies that will be employed to minimize employee resistance to change. First, employees will be incorporated into the decision-making process to make them feel that there are valued by the company, and that their inputs count. In addition, a communication plan will be developed to inform and persuade employees to embrace the change agenda. Communicating will also be done to familiarize employees with the new changes so that they do not get suspicious of decisions being made without their knowledge. Finally, employees will undergo regular training to equip themselves with knowledge of how to operate within the new environment.

References

Markworth, D. (2014). Holistic Management. Sydney: Xlibris.

Information Resources Management Associations (2016). Leadership and Personnel

Management: Concepts, Methodologies, Tools, and applications. New York: GIG

Global.

Mertens, D. M., & Wilson, A. T. (2012). Program evaluation theory and practice: A

comprehensive guide. New York: Guilford Press.