Change Management

This presentation discusses the concept of change management and its significance in organizations. It explores a case study of a company implementing a change management model and provides insights into the strategies and approaches used. The presentation also highlights the role of leaders in managing change and suggests metrics to determine the success or failure of change initiatives. Overall, it offers valuable information and guidance on effectively managing change in organizations.

CHANGE MANAGEMENT
Name of the Student
Name of the University
Author Note

Introduction
 Change is an inevitable aspect of each and every
organization. It is not possible for an organization to
carry on with the process of accomplishing their
goals and objectives.
 As part of my assignment I contacted the XYZ
company which has got a new change management
model
 This would help me to understand the ways I which I
can develop a rotating work schedule in my
organization
 The given scenario is talking about a company XYYZ
which is talking about a change in their ongoing
organizational culture.

Bottom line
 The change intervention that has to be
brought about is to pass through these
three steps so that the change is being
carried on in a very successful manner
 Profit
 Productivity
 expense

Contd.
 Productivity
 The change I suggested was to make the
two different groups for rotational
schedules. One group would be working
during the day shift and the other would
be working for night shift.
 Expense
 Extra expense has to be arranged for
purposes like compensations and extra
benefit.

Desired result
 The rotational shift will be initiated
properly
 Employees must be given enough
compensation as they will be asked to
work on rotational time shifts (Cameron &
Green, 2015).
 This might be tough for some employees
as they might not be willing to work at
night. However a proper communication
process has to be undertaken to make
the employees comfortable

Change management approach(es) used by the company
you interviewed in Week 5.
 XYZ is an offline retailing company who
are shifting to the digitalization platform.
 They have develop two different step of
workers as part of their change
management, One will be doing the work
of warehouses and the offline retaining
whereas the other will look after the
online hiring of employees.

Interview questions with XYZ
company
 The motive behind the change from just
an offline retailer to retailer present both
online and offline.
 The management and recruitment of staff
suited to the job.
 The challenges of the same.

Company Representative’s
 I was granted audience with Mr. X who
works as the manager of the warehouse
and handle product placement in the
supermarket and also handle shipping for
online orders Van der (Voet & Vermeeren,
2017).
 He reveals that the main motive behind
the digitization was to counter competition
by online retail giants such as Amazon and
retaining the customer base the company
had achieved over the years.

Contd.
 He informed me that the recruitment for the online
business is conducted to find people who are
technologically savvy and can handle the websites
while the offline warehouse processes is handled by
existing employees, who are being trained to
handle the same. He also reveals that Amazon and
other sites came in as a threat because of the ease
of shopping and the variety of products available
and XYZ is trying is manage this by effectively
expanding the existing product base.
 Thus, XYZ is evidently going a commendable job at
managing change and Mr. X welcomes the change
and believes in the benefit it promises.

Change management strategies from your Week 5 interview.
 Week 5 interview has been much helpful.
I would like to use some of the strategies
from this interview in my company for
develop the new rotational shift
 The strategy that will be used is to divide
the workforce into two groups so that the
work load is divided and also the right
employee is hired for the right job.

the role of the leader to
accomplish the change
 The leader has to conduct a thorough
communication sessions so that the
employees are assured about the change
 Skill development programs and
workshops are to be conducted so that
employees can fit with the new change
management model

metrics to determine success or
failure.
 Adoption rate
 The percentage of customers who will be
adopting to the new features developed.

Contd.
 Budget variance
 The budget that is approved at the
beginning of the change management
session and the budget that is actually
staying back at the end.

The timeline for the change.
Change to
be
implement
ed
Materials
needed
budget Desired
output
time
To divide the
workforce into
alternative
rotational
schedules
Attendance
tracker,
meeting and
feedback
sessions to
know the
queries from
the
employees
$20000 Employees
will be
assured about
the need for
change and
will try to
adjust to the
newly made
time schedule
2months
Developing
work from
home service
under special
cases
Arranging for
back up
employees,
arranging for
materials like
tablet, PC and
other such
things
$50000 If employees
have any
family related
issues they
can opt for
home based
work for some
days
2months
Developing Hiring trainers $38700 Increasing 2months

CONCLUSION
 Thus it can be concluded that the
managers or the leader will have to
convey the need for change among their
employees. They will have to take due
feedbacks from all their employees
regarding the doubts for the change. In
order to initiate the rotational shift
change, the company will have to
arrange for facilities like extra benefit and
compensations

REFERENCES
 Cameron, E., & Green, M. (2015). Making sense
of change management: A complete guide to
the models, tools and techniques of
organizational change. Kogan Page Publishers.
 Van der Voet, J., & Vermeeren, B. (2017). Change
management in hard times: Can change
management mitigate the negative relationship
between cutbacks and the organizational
commitment and work engagement of public
sector employees?. The American Review of
Public Administration, 47(2), 230-252.


THANKING YOU