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Implementation Plan

Organizational Strategies

Change in a management plan guides the stakeholders throughout the process to ensure that all assist in contributing effort into reaching the proposed targets. Sometimes though the change plans may fail due to negative attitude of employees and stakeholders towards the proposed changes. However, to ensure success there are various steps to follow. First, you have to make sure that the change is clearly defined and it aligns with the objective of the organization. The other step is to ensure that you determine the impact of the change and those it will affect. A communication strategy is also important to ensure both internal and external stakeholders are aware of what is happening in the organization (Zapata et al., 2019). Many times when employees are not on board with new strategies, it is simply because they do not feel involved. Strategies include the timelines, key messages and communication channels used. The next step involves training all those involved on what is expected of them, and the benefits they could reap as the change is implemented.

Stakeholders

The stakeholders are identified as the individuals and groups that will oversee and help in the implementation of the changes. They include the employees, vendors, shareholder and others who provide either financial or technical support in the organization. All these people are important in ensuring the change is successful and they should be informed on what they are required to do in the process. Any person can come up with an idea how the change will be executed to ensure the success of the organization, however the ultimate decision should be decided upon by more than just one individual. The management will be expected to support these changes by providing necessary resources.

Communication Strategies

Communication with the internal and external stakeholders may seem basic but it is essential to ensure that the change is successful (Zapata et al., 2019). Communication skills will provide a roadmap that ensures consistency of the organization. The stakeholders are informed of the goals and objective and how they can contribute to achieving them. Overall, It is extremely important to ensure strategic communication that helps all the people involved to ensure they are aware of what is required of them. The current situation should be mapped considering the business needs and taking the suggestions of the key stakeholders. As is stated earlier, often when individual employees or departments are not on board with a change it is because they felt left out on the initial planning stages, and this is why it is important to communicate with the front line staff.

Impact of the Change

Changes in an organization are inevitable although some may be a cause of concern in an organization among the stakeholders. The employees for instance are not ready to abandon their normal working conditions and fear they may not be able to cope with changes. The changes may be hard to implement but they become necessary considering the positive impact they may bring to the business. Among these advantages include keeping up with the industrial trends and creating new opportunities. Some changes bring innovations, improve efficiency, and boost the morale and attitude of employees. It is extremely important when a change is being presented that we explain the potential positives and how it can improve and benefit the workers.

Overcoming Potential Barriers

The management of an organization should be aware that adopting a change is not always easy since there are factors that may hinder the process. Some of the factors that may help in ensuring the success of a change in an organization include correct timing, manipulation, negotiation, leadership, employee involvement and effective communication. Applying these methods will help the management to achieve the set targets and acquire success (Zheng et al., 2017). All the stakeholders should be aware of the benefits that a given change will bring to the organization. Therefore, it is the responsibility of the management to scrutinize all the changes and make sure they will bring success to the organization.

References

Zapata, G., Murga, J., Raymundo, C., Dominguez, F., Moguerza, J. M., & Alvarez, J. M. (2019). Business information architecture for successful project implementation based on sentiment analysis in the tourist sector. Journal of Intelligent Information Systems, 53(3), 563-585.

Zheng, H., Xu, B., Wang, T., & Chen, D. (2017). Project implementation success in reward-based crowdfunding: An empirical study. International Journal of Electronic Commerce, 21(3), 424-448.