A Virtual Call Center Via An Employment Agency

Today’s companies are challenged by frequent changes in market demands and consumers’ desires for new products and services. Companies which fail to adapt to these changing conditions often find themselves struggling to survive. This is the situation for the Texas Plant, as described in the case study by Pryor, Humphreys, and Taneja (2011). The Vice President, Human Resources Director, and Organizational Development Manager find themselves not only facing the struggles of transforming the Texas Plant, but also the difficulties of working together to achieve it. The following paper describes these difficulties and examines how the actions of the leaders impacted the change process. Recommendations to assist the plant’s leadership in moving forward will be offered.

The changes will be geared towards the need of the company and their clients, a contrast when it comes to sharing, where they will be forced to carry out changes to suit all other members. This conformity of the changes would make the output of a company less effective because it may not allow them to optimize on the needs of the clients and provide them with excellent service. This flexibility will help the company take advantage of the opportunities presenting themselves over the internet as well as have an advantage over other players in the

Automatic call recording technology documents business transactions, facilitates compliance and empowers managers to monitor customer service quality. Call centers serve almost every industry. Banks, universities, online retailers, public safety command centers, hospitals and air-traffic control teams routinely use recording devices to capture voice and text communications.

The most important thing when implementing changes to a company is to come up with a good action plan. “A business without a viable action plan is like a ship without a rudder. Because business success requires staying on course toward a long-term goal, it 's essential to have a plan that you can follow,” (eHow.com, 2012). It ensures a company can implement successfully an action and monitoring plan. The action plan will determine how successful the changes will be introduced and implemented. In the case of Desert Communications Call Center, the company is trying to increase their profits for the company to stay afloat with the ever changing communication, technology market.

Looking at three approaches by Freeman and Cameron’s (as cited in Lam, 2014, pg.137), we will consider the changes in work design, changes in technology and change in structure. In addition we will look at what Similarly and Cascio (as cited in Lam, 2014, pg. 137) suggest for steps to restructuring. In these steps the most important action is to communicate to all employees of what is being considered and what is going to happen. Also suggested is to seek employee’s input for making change which could include a round table meeting lead by Mr. Ramon

The Verizon Technology is currently on the brink of transition from being an electronic device dealer to full internet service provider. Such change process requires being achieved through a systematic process. As a change consultant at the Verizon Technology, I have an enormous responsibility to guide and advice on the best change model approach to employ. A more recent report indicates that the Verizon electronic revenue has been dwindling at an alarming rate due to severe competition in the market (Brown, 2016). The entry of many electronic dealers has led to a serious decline in profitability and thus the need to initiate change process. However, despite the overt demerits in the current gadgets and electronic hardware, employees, as expected,

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

My friend owns a used automobile dealership one year ago. I got a part-time job as a sales man for his dealership because of our common interest and the passions on vehicles. Last Sunday I have a long negotiation about salary with him. Actually, I paid more attention on the working experience and I did not focusing on the salary before. However, because the virtual hire experience in class I am going to talk about my salary and the range of my working responsibilities with him. Currently, my income is fifteen percent commission of profit for selling a car from me. I asked for higher commission and a thousand dollars monthly salary. My friend said he could offer me five hundred dollars monthly salary with twenty percent commission. He looks

Change has become necessary for every organisation there is. World is moving rapidly towards better technologies, efficient systems, new techniques, compact profits, different friendlier environments and organisations are always in the race to reach new heights by thriving effectively in this competitive environment (Kotter, 1996).

The change from spontaneous change from providing PC based services to providing mobile based services was also equally wanting to the employees. For one, the employees had to begin working from scratch to address these new needs.

Implementing Organizational Change: Theory into Practice, Third Edition, by Bert Spector. Published by Prentice Hall. Copyright © 2013 by Pearson Education Inc.

The case deals with two major transformational organisational changes that take place within a span of 5 years in Marconi PLC. The first change process was under the leadership of Lord Simpson who took over this large diversified conglomerate in 1996 when the company was in a mature phase, already in decline. The company was under performing, had a rigid structure, lacked a clear vision and the employees had become change averse and complacent. To recharge the company Lord Simpson lead a change process with a clear vision with a growth oriented strategy, acquisition and a cultural change process for the employees. To motivate the employers to embrace the cultural change he introduced an attractive stock option plan.

In the review of the book, “Making Change Work: Practical Tools for Overcoming Human Resistance to Change,” I decided to summarize the major steps the book establishes. It discusses how to begin the change process by understanding your need for change, to the final step of the change process where an organization needs to implement changes. After summarizing the steps, I am going to show how the book relates to the textbook, Organizational Change: An Action-Oriented Toolkit, as well as giving a managerial implication.

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

In developing an organization and preparing for the changes necessary a reliable change management plan is often required to overcome workplace resistance when employees are presented with a new way of doing things. Change management is a strategy designed to transition from the status quo to some new ideal way of doing business. CrysTel, a growing telecommunications company, finds itself in a very dynamic industry that along with frequent advances in technology will dictate that it adapt to rapid and persistent changes. Developing a successful change management plan for CrysTel will have distinct goals: optimize flexibility, promote innovation, and sustain change. Change management at CrysTel will involve identifying the strengths and weaknesses of departments within the