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Change management plan for a media organization with new management.
The company has undergone various management changes in the past 9 years, this year it merged under a holding company, and the change is positive but employees have their fears and insecurity issues, etc.
Please structure the presentation in an organized thought sequence, background, what are the common challenges, solutions, roadmap, etc
Tools or components of change management include:
1. Background….(Here write about the company and the current situation) NO ACTUAL COMPANY (200 words, 2par.).
2. Who is affected by change (segments). Indicate the problem and the segments. (200 words, 1par.).
3. Challenges per segment. How each segment will suffer? (300 words, 3par.).
4. Solutions. What solutions can you recommend? (500 words, 5 par.).
5. Readiness assessments. How ready are the stakeholder willing to adopt the recommendation…Here look at any possibility of resistance from segments (400 words, 4par.).
6. Roadmaps. How should your solutions be implemented? (E.g. coaching and manager training for change, changing company policies etc…) (300 words, 2par.).
7. Resistance management. How will you manage resistance? (200 words, 2par.).
8. Feedback analysis and corrective action. How would you measure the outcomes of your change management plan? (200 words, 2par.).
9. Conclusion (150 words, 1 par.)
For the background of the company, extend the following information
“The company has undergone various management changes in the past 9 years, this year it merged under a holding company, and the change is positive but employees have their fears and insecurity issues, etc.”
Change Management Plan for a Media Organization
Student’s Name
Institutional Affiliation
Change Management Plan for a Media Organization
Background
The company has undergone various management changes in the past nine years, this year it merged under a holding corporation, and the alteration is positive, but employees have their fears and insecurity issues. As a result, implementation of change policy faces the challenge of internal resistance, high opportunity costs, as well as mistaking alteration of organizational culture for progress. However, the management can successfully modify its operations if it adopts right amount and approaches through a change management strategy. A change management plan will allow the business to cope with transformation process, by identifying affected segments, organizational challenges, proposed solutions, readiness assessment, road maps, resistance management, and feedback analysis.
Since management changes are constant, its undesirable impacts cannot be ignored, and the company continually faces high costs of operation and low employee morale. Work teams feel the effects of change, resulting from poorly managed modification initiatives and communication uncertainties. For example, ineffective information flows have created rumors that indicate there will be layoffs, leading to employees losing motivation. Besides, despite being unavoidable, change is costly due to low levels of workforce productivity and a negative work environment. All of these underline the significance of the company leadership to create a management strategy that will enable it to handle varying degrees of multifaceted change.
Who is Affected by Change?
Managers are among the predominant individuals affected by the alteration of organizational structure since they handle the modification of workplace landscape. According to Laurentiu (2016), adjustment and management of company culture are common issues among managers; nonetheless, only a few people consider the effects or difficulty of handling change on top executives. Butt, Naaranoja, and Savolainen (2016) revealed that the impact of change on senior executives is one of the least discussed topics of alteration of organizational culture. All evidence states that managing change processes subject supervisors to strains and resistances. Transformation of firm operations, especially through downsizing or restructuring, affects managers as well as employees.
Implementation of change affects work teams since they are required to accept and adapt to adjustment of company operations. The media industry is highly multifaceted as a result change occurs due to internal and external factors that demand the attention of employees (Butt et al., 2016). According to Laurentiu (2016), transforming organizational conduct requires the involvement of workers, increasing its impact on their job description. Employees experience both positive and negative change that makes it easy or difficult for them to adapt to a new organizational culture. Integration of change affects not only employees conduct, productivity, and independent decisions but also customer satisfaction.
Profound new changes within the business may result in a mass exodus of employees, leading to reduced output that minimizes customer satisfaction. According to Noe, Hollenbeck, Gerhart, and Wright (2017), organizational modification may disrupt the normal operations of a firm, making it difficult for employees to satisfy end-user needs. Butt et al. (2016) concluded that poor implementation of change models affects company reputation, resulting in customers questioning corporate leadership. For that reason, unless the alteration of firm operations is correctly communicated by management to clients, effects can be detrimental. All forms of organizational transformation strategies expose a business to tangible costs that may affect production levels.
