Ph-W6-Managing Change: Integration, Implementation, and Innovation

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fgrirayr

Writing

Capella University

Description

For this assignment you write an academic research paper from the perspective of an Organizational Development Consultant in your original selected organization. Executive leadership has given you responsibility to develop a change management plan to facilitate the integration and implementation of a new Human Resources (HR) self-service technology platform. This new platform is scheduled to be released at the start of the next fiscal year and will involve not only HR personnel but all employees.

Research various strategies and techniques surrounding change management and integration, implementation, and developing cultures of innovation to inform your change management plan.

Write a 1,750-word memorandum for executive leadership that presents your research findings and includes a formulated plan to address multiple areas of integration, implementation, and support for developing a culture of innovation.

Include a minimum of five scholarly, peer-reviewed sources to support your writing.

Format your assignment according to APA

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Explanation & Answer

KIndly provide the materials as required by the quoted instruction from your task. "The best way to do this section is to apply the three tests of a core competency (page 123) to the strategy that you detailed in the Strategy Section."

Outline for Change Management Plan
Introduction


The changing trends in technology introduce the need for change in organizations to
ensure improved competitiveness and productivity. As an organizational development
consultant, I would provide effective change management strategies to ensure the
facilitation and integration of new human resource self-service technology platforms.



There are various strategies and techniques associated with change management
techniques. They include Lewin's change management model, Adkar model, Kotter's 8step change model, Kubler Ross change curve, McKinsey 7s model PDCA, and Bridges
Transition Model.

Paragraph I


Change management requires considering strategy when implementing organizational
change, primarily when associating the change process with technology.



The change process requires maximum input from the management and the employees in
the organization to ensure organization success. Therefore, it is essential that in the
implementation of change, the business leaders consider the various methodology there is
on managing resistance to the process.

Paragraph II


The management needs to adopt various strategies and practices to manage change,
especially from the employees. The adoption of technology in business presents
significant reactions from the employees, with some supporting while others oppose it



The employees may pose substantial opposition to the change process by refusing to
learn new things, creating a barrier to the change process.

Paragraph III


The idea that change brings alterations to the individual employees makes them reluctant
to support the change process. Change implementation in an organization presents
alterations in power transitions, duties, and influence making the employees affected by
the change idea resist the process more than other employees



The insecurities that the individuals who change directly impact negatively affect the
change process, making them resist change in an organization.

Paragraph IV


Organizations that implement change in their firms need to adopt ethical strategies that
manage the employees' resistance to change. The management should consider ethical
behavior, especially when the change procedure involves the adoption of technology



The maintenance of high ethical standards in the implementation of new technologies
aids in the eradication of misconduct. Organizations have to adopt ethical practices when
handling employee's resistance to change.

Paragraph V


The management needs to identify the areas that the employees oppose and significantly
provide the best management practice to manage change resistance.



The adoption of the self-service technological advancement in an organization can get
achieved if the process gets implemented on a stage-to-stage basis hence reducing
potential resistance.

Paragraph VI


Resistance to change management can get managed by ensuring the change implemented
does not present security issues to the employees.



The management should be at the forefront of supporting the change management
process, lowering the employees' resistance to the change process.

Paragraph VII


The adoption of training and drawing the benefits of technological change aids the
organization in minimizing resistance to change.



Managers and change enforcers need to involve the employees in the change process. The
benefit of doing so is the reduced tendency of the employees to resist the change process.

Paragraph VIII


The employee plays an essential role in the adoption of new technology in management.
Employee engagement and involvement in business practice play a critical role in talent
management, enhancing its competitiveness and productivity



The employees' emotional attitudes and perceptive towards the change process play a
critical role in the determination of enhanced profitability and competitiveness through
implementing the change process.

Paragraph IX


The implementation of change in an organization would depend on the various models
available for implementing technological change in an organization.



When considering the best strategy in implementing change in an organization, Kurt
Lewin's model for change would be the best fit for imp...


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