Change Management Plan Paper

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Change Management Plan Paper
University of Phoenix
August 4, 2008

Change Management Plan Paper
Change has a considerable psychological impact on the human mind. To the fearful it is threatening because it means that things may get worse. To the hopeful it is encouraging because things may get better. To the confident it is inspiring because the challenge exists to make things better. - King Whitney Jr. In order for all organizations to survive they must adapt to their surroundings. Individuals term this saying as the ‘survival of the fittest’. Crys Tel is a telecommunication company with 2500 employees and annual revenue of 200 million. Its services include the production of cables, network development, and wireless solutions. As the telecommunication advance, so must Crys Tel who is now force to adapt both internally and externally by building a culture for sustaining change. In this paper, I will identify the major implications and human behavior of change at Crys Tel. Selecting the right change model will help develop a plan to address human variables, potential resistance to change, and contingency strategies for this resistance. The appropriate leadership style to implement change will be selected. I will also recommend management and leadership practices that will contribute to the success of change. I will recommend measures to monitor progress of these changes and analyze three leaderships that Crys Tel could face within 5 to 10 years. The telecommunication is continuously changing and Crys Tel needs to keep in pace to ensure it success. To keep up with the market demands Crys Tel plans to increase its market product offering in the market by implementing emerging telecommunications such as cooper connectivity, code division multiple access, and other real-time solutions in a bid. Offering these new products in the market a new portfolio might need to be change. This change could impact the whole organization. Therefore, the company must be evaluated. In the mist of change Crys Tel wants to maintain its organizational vision, mission and values. Crys Tel vision is to be the customer “first choice for telephony, data, and voice service in Illinois” (University of Phoenix, 2008). The mission is to provide its customers with not only the most reliable telecommunication service statewide but the best service. The value for Crys Tel is to maintain its integrity, community development, and shareholder value. Major Implication of change

The purpose for Crys Tel is to develop and create a more productive, viable, and profitable organization. Organizational develop is not a quick fix. The process is comprehensive and systematic. With a budget of only 65,000, crystal will analyzes its departments by surveying it for weakness and strengths. Employee satisfaction survey and climate survey is used to analyze technology, technology operations, human resources, marketing, sales and delivery department to determine if they are ready for change and if the transition of change will be smooth. Crys Tel strategic plan is to survey the “organization’s long-term direction and actions necessary to achieve planned results. The survey was use to base its organizational strengths and “weakness relative to its environmental opportunities” (Keinter & Kinaki, 2004). Identifying the strongest and weakness departments allowed Crys Tel to focus more on the weak departments. The strong departments were Technology Development department, Human Resources, and Technology Operations. Technology Development department can lead by example, are risk-takers, and resolve conflicts. Human Resource has employee and senior communication and strong mentoring skills. Technology Operations are good at empowering teams. Sales and Delivery and Marketing were found to be the weakest departments. The Sales and Delivery were weak in leading by example, risk-taking, and revolving conflicts. Marketing was found weakest at...
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