Change Management Plan and DefenseJoin now to read essay Change Management Plan and DefenseChange Management Plan Paper and DefenseIntroductionCrysTel is a telecommunications company providing products, which include data cables, wireless solutions, and network development. Like most companies in the industry, CrysTel is confronted with much competition and is constantly challenged to remain innovative. Although the company has enjoyed much success, CrysTel also realized the need for change. No matter the extent of the change being implemented, change is never easy as there are many factors and personalities to consider. Nevertheless, change is vital to today’s business environment. If a company seeks to expand and compete globally, the company needs to analyze and adopt the best overall plan for change on an enterprise level. In addition, the company needs to consider a reliable change management plan that will address and help to overcome workplace resistance when employees are presented with a new way of doing things. Before the company can incorporate such changes, it is best to examine all facets of the business to determine what is most appropriate. In the case of CrysTel, the company must develop a successful change management plan that aims to attain three distinct goals: optimize flexibility, promote innovation, and sustain change.
This paper will briefly summarize four key areas that leaders and managers must understand in order to successfully make a change. This paper will discuss CrysTel’s need to develop a corporate culture that can support constant change. The paper will present the implications of organizational change and associated impact on employee behavior. Next, the paper will confer the proposed change model and the potential impact that human variables and resistance to change will have on the process. Furthermore, the paper will describe the recommendations made to monitor and measure progress relative to the proposed leadership style and strategies. Finally, the paper will analyze three future leadership challenges that CrysTel might face in the next decade.
The Major Implications of Change at CrysTelChange is never an easy task but CrysTel realizes that in order to compete globally and be considered as a leading force in the industry, it must exhaust all its resources and talents to remain innovative. Also, CrysTel realizes the need to thoroughly assess the company’s behavioral parameters such as leadership, communication, and motivation. In most cases, employees resist changes as they have been accustomed to doing things in a particular manner. The company is then challenged to motivate its employees to buy into and support the changes. This is very important because in order for the implemented change to be successful, the leaders and managers must ensure all members of the organization are aligned to the mission and vision statement. CrysTel’s organizational hierarchy consists of several departments, each of which has its own strengths and weaknesses. The company is challenged with bringing these departments together as some departments lack effective communication. For instance, CrysTel’s marketing department is weak in communication, does not empower its teams, has been unsuccessful in leading by example, and has failed to develop its less experienced workers. Similarly, the sales and delivery department does not subscribe to a participative leadership style, rarely engages in risk-taking and in mentoring its teams, and is not proactive in the conflict resolution process. These two departments are expected to put up the most resistance to change. According to Kinicki & Kreitner, “Resistance can be as subtle as passive resignation and as overt as deliberate sabotage. Managers need to learn to recognize the manifestations of resistance both in themselves and in others if they want to be more effective in creating and supporting change” (2005).
According to the simulation, the marketing department does not have defined job roles and specific performance objectives. Also, there is a lack of training and mentoring in this department, thus resulting in poor performance. Without effective emphasis on group thinking and working towards a goal as a team, employees succumb to work towards individual goals rather than focusing on team efforts. Considering individual goals is important but to be an effective department, team goals must also be considered as this has much impact not just on the department but for the organization as a whole. This will foster a positive and productive working climate. With this, it is highly likely that employees attain job satisfaction, thereby, improved job performance. In fact, there is a positive relationship between job satisfaction and job performance as “happy workers
[page 5] There are still many factors that are not well defined in this report. The report focuses on what it calls organizational structure, while also focusing on the organizational process, its performance and the organizational structure. On the other hand, in our study, we will be focusing on the individual performance agenda for a general purpose department as it will be different from other departments. However, as explained in our overview, organizational structure and the organization have different characteristics, as they will be different in some cases from others.
What We Can Learn
A major focus in this study was on the type of organizational structure, as we are looking at a general purpose staff of a small organization. We did not have the opportunity to have our own research into this role as we do not have the available data as in the previous research, but we will have all it is needed to present this data. There is a lot of information already out there, but we will be using that information to give this more complete insight into the role the leadership of the organization. We would like to make this important to realize how a general purpose department works. In order to achieve this, the overall focus of our study will be on a certain type of organizational structure:
[page 6](#0) “Communicating efficiently and effectively within the organization to achieve its goals.”
[page 7] This is exactly what our report calls for on a group basis (e.g., groups at work with each other where it is practical, not only on the organization stage (like the organization itself). If all members were grouped together, this results in better co-management and co-regulation of the organization. In the case of the general purpose group, we also believe this will result in higher working productivity, better pay, and better performance overall. It is also important that members of the team have an easy working culture and can be more communicative towards each other, even if in the case of the general purpose organization, even if in the case of all members, they are mostly at home during the day.
[page 8](#1) “Communicating on their own time, and without assistance, with their colleagues.”
[page 9](#2) “Participation of a team to accomplish its goals from time to time.”
[/page 10] This is an important role because it is a good way for employees to increase their productivity as well as their efficiency in the group. When working outside the group without supporting the group in the workplace itself, even if there is participation in the workplace, the team will still work on their own time, despite their being at home. This will decrease their productivity, making the team less effective and creating a more difficult for working with the participants. Therefore, the best way to improve our team is only to be consistent when working in the workplace.
[page 11](#3) “Working effectively in the group.”
[page 12](#4) “Communicating with colleagues.”
[/page 13] This role is also very important because it is the primary group role. Many employees get along to this group quite well, especially in small groups. However, when working very at home in this capacity or for the benefit of others, there is a certain tendency to be overworked and on the job. At this level, it is good practice to organize a team and work out at your own pace, to do as little as possible on your own time, and