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Change Management Plan Case Study
Change Management Plan Case Study
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
Change Management Plan Case Study
CHANGE MANAGEMENT PLAN 1
Change Management Plan
Student’s Name
Institutional Affiliation
Milestone Three – Change Management Plan
Introduction
Change management refers to a sequence of activities or even steps which the project leader or the team leading a particular change in the organization follow intending to ensure that there is an adequate transformation taking place. There are several elements and directions that these processes follow. Change management is essential to any organization, and it is through the changes that are made that most objectives of the organization or the Company can be achieved. The most significant importance of change management is the fact that it allows for conceptual preparation of the staff to implement the particular change that the organization is intending to achieve.
Change management plan aids the organization to align the resources that are in existence in the organization. It also allows the organization to conduct an assessment on the impact that the change will bring to the organization in general. The assessment is significant because it allows for the workability of the change without causing any adverse effects on the daily running of the organization (Uhl, 2016). Difference is significant because it also enables the effectiveness of the organization to be maintained over some time.
At the individual level, change management is essential in so many aspects. The staff in any organization where the change is adopted is affected in one way or the other based on the direction the change management process takes. Change management process that is effective ensures that there is a smooth transition from the old techniques to new techniques, and this ensures that the morale and productivity of the organization are boosted or maintained accordingly. In the following sections, this paper will address the processes of change management that are very effective and applicable in all the organizations. These are the processes that are to be adopted by KPMG as well.
Preparing for Change
The right attitude is the primary requirement to smooth transitions and changes. Without a proper mind set and the appropriate plan in store, it could be an illusion to get to the right attitude. Several aspects were preparing for change entails. These when followed appropriately, KPMG will successfully adopt all the changes that are proposed to be implemented (Uhl, 2016). The top leaders are the very first people who should accept and embrace the change. Once they receive the transitions that are about to take place, it is possible for the others to follow suit.
The goals for the proposed changes are to build an innovative culture in KPMG as well as encourage the best practices to be adopted by the employees. The other objective is to establish incentive programs in the organization and adjust the training practices. Finally, the change management of KPMG aims at shifting the targeted Customer base. These changes are to be achieved by empowering the employees as well as the other staff so that they can pull together for the common good. Some changes, such as adjusting the training practices and shifting the customer base, are micro while establishing an incentive program is one of the macro or significant changes.
These changes are significant because they are intended to improve the productivity and performance of the organization. By motivating the customers, the output is increased by a more substantial margin, and this is achievable by empowering the employees as much as possible. I would recommend that the head of the human resource department take the lead in initiating and implementing the various changes that are proposed (Booth, 2015). We will empower the employees by carrying out the relevant training and appreciating them whenever they do some essential tasks.
Managing Change
Managing the proposed changes within KPMG could be technical if not handled with care. This is because KPG is a large organization with several employees who have different interests and are of various specialties. I would encourage the leadership of KPMG to fully understand the nature of this organization and the dynamics which are involved therein. Once this is done, then envisioning and putting in place the desired features of the organization would come second (Booth, 2015). The proposed changes are to be implemented in a very orderly manner, and the transitions should be handled effectively.
Communication management is very significant in any organization. Regardless of the purpose of the same, it is imperative to have effective communication in any organization. Several strategies are proposed to aid in communication management and to ensure that the proposed changes are seamlessly implemented. The organization will see into it that the critical information is communicated promptly and in a consistent manner as soon as that is required. KPMG will establish an employment brand that is recognizable quite quickly and see to it that the relevant information is delivered from the top in a like manner with the vision and mission of the organization.
Stakeholders are essential in any organization for they ensure that there is a smooth flow of activities from time to time and that execution is done promptly. KPMG will identify the stakeholders in terms of the various roles they play in terms of the influences they have in the organization. Relevant information will then be channeled to each of these stakeholders according to the characters that they represent (Shakokani, 2016). Timing is essential when it comes to communication. KPMG will see to it that all the information that is to be wired in any direction are done timely.
Early communication is encouraged in this process because people need some time to adjust and make the changes as required. The person to make the connection is also essential, and KPMG will identify people who are eloquent in speech, as well as written messages and these people, will do the communication as required to the relevant people and authorities. To avoid any misunderstanding and misinterpretation of the information, some clarity of the information will be done before any information is circulated in the organization.
Conflict is a result of several factors with the principal cause being differences in ideologies and points of view. Not everyone in the workplace will agree at all times, and as per the change as well, not everyone is happy with what is about to take place. For this reason, a lot of misunderstandings is expected from time to time. However, the change management team aims to minimize these disagreements as much as possible to ensure that there is always harmony in the organization at all times (Shakokani, 2016). The following are recommendations on how conflicts would be solved if any is encountered in the organization.
The parties involved in the conflict are encouraged to talk with each other at a convenient time, and if possible, a meeting between the parties involved should be initiated. This meeting should be at a place where there are minimal interruptions or no interruptions at all. The behaviour events should be the main focus of the resolution process and not personalities. It is encouraged that the parties involved should actively and carefully listen to each other with a lot of patience so that both sides of the story is gotten and weighed accordingly.
It is also prudent that in case of a vague point, clarity should be sought by either party and individuals should not move to the next phase of the solution before the location is conspicuous. The areas of conflict should be the main points of focus, and they should come first before anything else. Each conflict is unique in its way, and therefore, it is essential that a plan of working out every battle is developed comprehensively so that not all disputes are solved similarly. In the occurrence of conflict, projection ought to be made into the future so that a similar phenomenon is minimized as much as possible.
The human resource department is very significant in the implementation of this change that is about to take place. When the Human Resource department is efficient, it allows the organization to have the ability to meet the needs of the business through the management of the most valuable resources in the organization. This department will ensure that the right persons are recruited into KPMG to perform the right tasks that match their qualifications. The department will see into it that a safe working environment is maintained so that work goes on smoothly.
The relations between the employees and the employers ought to be very strong, and that is what this particular change is proposing (Apostolou, 2019). This relationship is strengthened via the measurement of job satisfaction, engagement of the employee as well as resolving the conflicts in the organization. KPMG must provide its employees with the necessary tools that they require achieving the success in the organization. In most cases, this implies that the employees will be given an orientation extensively as well as professional training and leadership development. Within this area, the department will conduct reimbursement programs which are within the development and training area.
Reinforcing Change
It is not correct to say that change comes quickly. It is through a severe struggle that change is ultimately implemented as expected by the change management team. It is essential to ensure that the proposed amendment is adopted without many wrangles and push and pull between the employees. If at one point there is a serious resistance to change, the leadership enforcing the change should not be discouraged, but they should effectively use their leadership skills to see into it that the amendment is successfully adopted by KPMG.
For a successful change to take place in KPMG, the following are required by the team that is enforcing the change. First, the team should apply new learning and change is best workable when the new knowledge is adopted by the employees almost immediately. In as much as some employees will be hesitant to embrace the changes, it is expected that quite a number will need some coaching which can be given by the trainer of the team (Apostolou, 2019). The second step towards the implementation of the change is to see to it that the employees at the various levels in the different departments are fully integrated into the new ways of doing things.
It is most probable that the employees will offer a helping hand to each other at the time when all of them are at the same level. Once the training has been done efficiently and effectively, the employees can then be held accountable for the use of the knowledge they have obtained during the training session. The techniques for measuring the various levels of accountability are dependent on the extent to which the training for the various employees was done. Finally, it is prudent that you celebrate the change as much as possible.
From the perspective of change management, reinforcement could be very technical and tricky because, at the time that one change is complete, it is always apparent that the organization would move to the next level of evolution. It takes some effort to ensure that a change sticks with the organization. However, KPMG should carefully follow the recommendations that have been mentioned above and ensure that the proposed changes are effective as much as possible. The proposed changes have been tested and proven to be sustainable (Louis,, 2016). The most important tasks are, therefore left to the organization to ensure that all the objectives of the change are sufficiently met.
Most employees find it more comfortable to get some training from a direct supervisor. This implies that significant changes would only take place as long as the supervisors or data managers have direct and trusted support with the employees. Some supervisors would prefer to a one – on – one feedback from the employees while other supervisors would prefer a public recognition and awards on every major accomplishment made by the employee or any other people in the organization. Group incentives, as well as celebrations, are very significant modes of perceiving change and ensuring that is picked on expertly.
Rewards as having been mentioned are very positive at the point of influencing the change that is advocated for by the organization. Making establishments of things such as monetary bonuses as well as gift cards and lunches is a perfect way of ensuring that the workforce gets the required recognition from the management (Doppelt, 2017). The most crucial aspect of incentives is the fact that the managers, as well as the supervisors, can keep implementing the changes daily continuously. These rewards are designed to ensure that the changes are accomplished and that they are as effective as expected by the management.
Improving the adoption of a particular change implies that maximum feedback is obtained by from the employees. The management teams or the supervision teams are supposed to introduce the various mechanisms through which they will be getting feedback from the employees and the staff in general on the progress and the effectiveness of the proposed change (Louis,, 2016). Compliance audit would be essential and relevant for the adoption of the amendment so that some correctional practices are done in good time (Doppelt,2017). KPMG will need to involve a full accountability system to check on the various signs of progress of the steps being undertaken.
Change Outcomes
There are expected results that should accompany the tireless efforts to ensure that the change is obtained. These outcomes, by all standards, should match the energy that is put in place to accomplish the same. Otherwise, it will not be worth the straining and the commitment that the processes are given. Some of the expected results or outcomes of the proposed changes are such as opening up new opportunities for the organization that the employees can embrace as well as appreciate.
By exposing the employees to thorough training and practical lessons, it is expected that they will be open to discoveries and get the courage to risk in adopting the latest trends. As a result of exploring the new possibilities, it is expected that the employees will carry out the necessary innovations and the organization will create the avenue through which the ideas from various employees will be accepted as much possible and integrated into the management process. The proposed changes are equally expected to boost the efficiency of the organization. The customers will get better service delivery, and that is intended to boost their morale and make them look for more of the services from KPMG.
The new machinery to be rolled out in the organization are meant to ensure that the work done in the organization is made easier and faster and better. The morale of the employees is therefore expected to be increased, and hence, they will like to perform the various tasks that they will be assigned in the Company. There will be a significant change in the organizational personnel, and that is meant to create a relaxed working atmosphere and hence positively influence the attitude as well as the morale of the employees.
However, KPMG should equally be ready for some adverse reactions to the proposed changes from the employees. This is as a result of the apparent reasons, some of which have been discussed in the previous sections of this paper. It is common for any change to be accepted with a shock from the employees and KPMG is not exempted from this. The reason for any excitement that will result from the difference could be personal due to the fear of how this particular change could impact the status quo of the employees. It is necessary for the leaders and the managers to implement the change. The person who is indicating signs of the shock should, however, not be seen as the problem, but the reaction is what concerns many people.
Denial is also possible, and it is the stage that follows shock almost immediately and employees as well as some other staff usually have the feeling that the change might not be implemented successfully. People will often experience because of the disbelief, and at times, they are even angry at what is likely to happen in the long run. Whether that is the belief or not, doubt in most cases is the cause of feelings and expressions of denial in most people. The employees will be encouraged to tolerate the changes that are proposed to ensure that their participation is worn. These negative expectations, however, are not very difficult to deal with, and they will be handled most appropriately.
Conclusion
In conclusion, change is widespread in organizations today. In as much as in the previous days, a change occurred at a slower pace, today it is meant to take place so rapidly, and the employees should be prepared psychologically to adjust to the occurrences that are about to occur. The leaders of KPMG are supposed to be very sensitive to the impacts that change usually brings to any organization and the human capital that is necessary to manage the change as much as possible. At the same time, the change management teams are supposed to assess the benefits of the change in general to the organization in contrast to the impact that the change is likely to bring to the organization. The proposed changes are aimed at improving the productivity of KPMG and boosting the morale of the staff. The three stages of change management processes are followed carefully to ensure that there is a seamless transition.
References
Apostolou, A. (2019). Case study of the risk management plan ensuring business continuity of a
private healthcare organisation, after a manager change.Booth, S. A. (2015). Crisis management strategy: Competition and change in modern enterprises. Routledge.
Booth, S. A. (2015). Crisis management strategy: Competition and change in modern
enterprises. Routledge.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Shakokani, M., Robinson, T., Cumming, D., Lovell, R., Bhagat, S., Powell, J., & Kaleel, S.
(2016). Routine Bone Biopsy during Percutaneous Vertebroplasty or Kyphoplasty in the Treatment of Osteoporotic Vertebral Fractures. Does it Change the Management Plan? Do we Know the Costs?. Global Spine Journal, 6(1_suppl), s-0036.Uhl, A., & Gollenia, L. A. (Eds.). (2016). A handbook of business transformation management methodology. Routledge.
Louis, R. (2016). Change Management Plan of College Admissions Policies and Support for Ex-
Offender Students.
Uhl, A., & Gollenia, L. A. (Eds.). (2016). A handbook of business transformation management
methodology. Routledge.
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