Project Management : Change Management

1. 1.1 1.2 1.3 2. 2.1 2.2 2.3 2.4 2.5 3. 3.1 3.2 3.2.1 3.2.2 3.2.3 3.2.4 4. 4.1 Change Management Introduction Reasons for Change Origins of Change Management Concepts of Change Management Lewin´s Change Theory Chin & Benne´s “Effecting Changes in Human System” Bullock and Batten’s Phases of Planned Change Beckhard and Harris change formula 7-S Model The Change Process Initiating a Top-Down Change Initiating a Bottom-Up Change Responsibility for managing change Change management process Dealing with

With any change there are many factors involved within the process itself however communication has to be the key factor involved in the change process. Without this you cannot expect line managers or employees to support the change. With communication you need to ensure employees feel positive. It is also good practice the company adapts its style of communication depending on their audience and where they are in the change. Where one style might suit senior management, this might not be appropriate for administrators or cleaners. Communication can have a huge impact on the end result, it can also help to ensure targets are met, everything is kept in control and no employee disregards the change. Lack of communication could lead to frustration and lack of trust with employees.

Communication – Talk about the change vision, if people have anxieties then address these openly and honestly. Tie in the vision to all areas of the business from training to performance reviews

Gaining feedback from consumers is also important because updating consumers about their opinions and revising the changes in plan can be considered. The change for the organisation is not always found to be good for the consumers.

Appropriate communication to staff may decrease the fear and anxiety staff may have about the unknowns anticipated with the change implementation. Management should address the personal reasons staff have to resist change, such as the disruption of their routine workflows, or loss of security (Rosenberg & Mosca, 2011). The single most critical factor that may influence the proposed change are the people involved with the change implementation. If the staff are not engaged and do not support the change effort, the implementation will not be successful.

Education is vital to introduce a new way of thinking, and overcoming resistance. Effectively communicating the intention of the project and the plan of action staff will feel less wary of change. Clearly communicating the logic behind the observation, interviews and analysis, the staff will embrace the inclusion. Involvement, will encourage the staff by actively participating in implanting changes. Encouraging email feedback from staff is an excellent way to monitor concerns and understanding of the protocols being implemented. This practice will add value to the staff and their opinion. The emails will allow the consultant to understand the questions and concerns the staff has, and address them either in a company-wide

Unit VI Project Part 1 Dependencies A Gain an understanding of the marketplace A1 Assess Supply Chain Management A2 Analyze Competitor trends A1 A3 Analyze investment timing A1 B Analyze your business A B1 Analyze Consumer trends

Leadership will be at the forefront of the transition and therefore in charge of effectively communicating the expectations. “The opportunities for success are increased when we tell people what they want to know rather than what we want to say” (Pennington, 2003). Whenever a large change comes down employees have a series of questions. First, they want to know “what is the change?” Be descriptive about the new system and try to avoid being vague. If an employee asks a question about the system but leadership is unsure of the answer they will need to research it and get back to them. The second question will be “why is the change needed?” The new system is needed in order to effectively forecast usage in the least complex and efficient manner. The third question will be “how will the change impact them?” This will be a large change that will require re-training for many different employees and job series.

Change is an important part of the company life. Changes are done to have a better process and meet the clients expectations. I am in full support of change if the change is taking the company in the right direction. Any changes in the company process or direction are always communicated to employees in a meeting and their feedback is taken into consideration. Employees are motivated to fulfill their duties and responsibilities without being felt left out.

A _______________ is a temporary endeavor undertaken to create a unique product, service, or result.

Promoting engagement, taking employees’ opinions into account and revising the plans to better meet their wants will help to overcome their dislikes and develop satisfaction towards the new changes.

Now, it is time to pass along that enthusiasm to other members. The idea is for others to become motivated and excited about the possibilities of change as well. The authors were able to clearly express this by encouraging others to become involved in the changes that were going to impact everyone on

Question 1. What project selection method described in the chapter will ABI probably employ for this proposal? Answer According to the description, the project selection method is profitability of numeric model. We might see the points from the business strategy 1) Bid only on good margin products that have the potential for maintaining their margins over a long term. 2) Pursue only new products. 3) Utilize the most advanced technology in new projects. “ project champion” approach to innovation and creativity. no more than 480 employees. 4) Foster the

People resist change because they fear its unknown consequences. How will the change affect them, their job performance, their relationships with other employees or with customers? How will it affect their earnings? One of the most effective steps in reducing resistance to change is to establish throughout the organization a shared understanding that a change is needed. Thus, before launching a new set of tools or a new method of working, managers should communicate clearly why the change is needed.

I will also make sure that all the ideas of the change are well communicated and that a common understanding is reached before applying the change. This is what creates the energy that empowers the team members to make a change and embrace the change as it is implemented.