Comprehensive Management Report

Running Head: IMPACT ANALYSIS

IMPACT ANALYSIS 5

Impact Analysis

Nicholas J Ceo

American Military University

3 January 2017

Introduction

Impact analysis involves identification of overall consequences that result from implementation of a given change in an organization. Prior impact analysis is designed to eliminate unexpected and possible issues that may occur when accommodating change. The criteria look at proposed changes and the overall impact to ensure it is managed. Sometimes analysis calls for experimenting given changes on a small scale before they are initiated. Therefore, each solution is subject to sidelining and scrutiny for possible adverse impacts with positive impacts being looked at on a minor level.

Coaching

Coaching is a solution suggested for employees in retention and improvement of excellent skills. The impact of such a program lies in its cost. To implement the program, the company will incur expenses that may result in bankruptcy especially in the department of strategic planning. Clients will have a positive gain of getting new skills, but in the long run, the company will make losses.

Coaching also disrupts the company’s timelines and operations. This can be noticed in rescheduling operations to create time for coaching and even do preliminary practices based on the knowledge imparted.

The short-term impacts on clients and the entire human resource lie in delayed production and delivery. This is because the otherwise useful time is spent in learning new skills and exercising them. Furthermore, some information offered during coaching may differ with the skills already available. This will create confusion among the employees as they are not used to the skills. The result will be disruption of operations, and thus the company may realize losses.

Continuous Process Improvement

The process involves a gradual change in processes. Accommodating such a change lies in the difficulties it offers to the organization regarding finance. To implement bitwise changes, an organization must be ready to pause given programs which in turn affects other operations. For instance, a maintenance operation on its halts almost the entire production process. This reduces the working hours of employees hence may require compensation for time lost. The company, in turn, makes losses for paying for costs of unproductive time.

The process may also disrupt managerial operations. This is because the primary stakeholders will have to undertake supervision and oversight during process improvement. The later adds to the time lost and costs of compensation as well.

With the disruptions at work, some employs may resort to resignation since they may not cope with the changes. Take for example introduction of computers in an institution where clients do not know the machine, and they have to use it; some will prefer migration rather than learning the skill.

Brainstorming

Brainstorming is a useful method of finding possible solutions and solving them. The impact of such an act only lies in overall representation. Some silent employs may end up being victims of other people’s ideas since they are not much talkative. Brainstorming is problematic since it only uses concepts from talkative individuals who want to express themselves.

Pink Bat thinking method

Pink bat thinking Involves a positive approach to problems. An individual looks at a challenge as an opportunity. This is much risky and can affect the entire human resource and the stakeholders of a company. As much as one can maximize on a problem, a simple error may lead to significant losses. Furthermore, clients who have dealt with a similar issue and failed tend to back off from it same to stakeholders thus some of them may decide to leave the company given that some changes are being implemented based on the problem.

Checklist Method

This method involves only stakeholders. They do come with essential aspects and cause to given problems and provide their version of solutions. It is not such a straightforward way because employees feel less considered and privileged thus demotivation. On the other hand, the problems dealt are not on a full scale. Based on operations, the employee is a subject to the solutions and may suffer under unintended circumstances.

References

Large-Scale, Real-Time Organizational Change. (2017). Alumnus.caltech.edu. Retrieved 16 December 2017, from http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html

Van Aken, J. E., & Berends, H. (2017). Problem-solving in organizations. Cambridge University Press.