Change Management Simulation Case Study
CCT 355 E-Business Technologies
Change Management Simulation Assignment
Group #4:
Timur Khamitov (995666989)
Kevieon Barker (995420343)
Tarek El Saad (994959265)
Division of Labour
We have divided up the entire work load into five main stages, with the following break-down:
Analyze: For this part of the report, firstly, each group member studied the case as well as the change primer to get a detailed understanding of the problem at hand.
Secondly, each group member has spent time with the game, experimenting with the tactics and their consequences.
A key aspect of this component is conducting interviews of the Management.
The list of departments interviewed was split up based on the following break-down: …show more content…
They try to apply their same strict standards as military to commercial products.
Two more inspection centres needed.
With the current product mix her stations are over-crowded and over worked.
Important feedback loop with R&D on products and defects etc.
Rob Brown- Union Representative
· Thinks the union has done great things for the company, increased wages etc.
· Recently, he feels that job security is a problem. People are worried.
· NAFTA and other trade agreements are the problem; cause for decreased military contracts.
· The solution is to get rid of NAFTA (Politically) and within the company; be prepared to make concessions.
· Diverse workforce at GlobalTech both ethnically and skill set wise. Union covers everyone.
· Argues that Brian Johnson is rarely around. Jennifer Smith is taking up a lot of the slack.
· Personal dislike towards Maurice Gagnon, partly because Brown formed the union to get ride of Gagnon's old school tactics.
· Brown gets along with VP of HR Guy Tremblay pretty well. Upcoming round of negotiations will be tough- Brown has full support of membership and is ready to strike, if …show more content…
Implementing it as our first tactic was not very effective.
Identfy Change Agent would have been more effective if implemented immediately after stakeholder mapping. Also, choosing Jennifer Smith would have been more effective since she possesses all four characteristics of a good leader.
Quality Improvement Seminar appeared to be harmless but decreased "buy in" by 3%. The seminar appeared to confuse workers and could be left out in future approaches.
Fire an Individual also decreased "buy in" by 3%. Instead of implementing this tactic at the stage where we created a "change team", we might have benefitted more if implementing this tactic at the last stage of the change theory where we consolidate gains. Doing this would help the company in moving forward since Scott Bell proved to be a resister in the R&D department.
Positives:
Building a training system before organizing teams
Publicizing team successes at the last stage of the Change Theory
Secondary Implementation/Evaluation
Stage 1: Need for Change
1) Focus Group Interviews
Change Management Simulation Assignment
Group #4:
Timur Khamitov (995666989)
Kevieon Barker (995420343)
Tarek El Saad (994959265)
Division of Labour
We have divided up the entire work load into five main stages, with the following break-down:
Analyze: For this part of the report, firstly, each group member studied the case as well as the change primer to get a detailed understanding of the problem at hand.
Secondly, each group member has spent time with the game, experimenting with the tactics and their consequences.
A key aspect of this component is conducting interviews of the Management.
The list of departments interviewed was split up based on the following break-down: …show more content…
They try to apply their same strict standards as military to commercial products.
Two more inspection centres needed.
With the current product mix her stations are over-crowded and over worked.
Important feedback loop with R&D on products and defects etc.
Rob Brown- Union Representative
· Thinks the union has done great things for the company, increased wages etc.
· Recently, he feels that job security is a problem. People are worried.
· NAFTA and other trade agreements are the problem; cause for decreased military contracts.
· The solution is to get rid of NAFTA (Politically) and within the company; be prepared to make concessions.
· Diverse workforce at GlobalTech both ethnically and skill set wise. Union covers everyone.
· Argues that Brian Johnson is rarely around. Jennifer Smith is taking up a lot of the slack.
· Personal dislike towards Maurice Gagnon, partly because Brown formed the union to get ride of Gagnon's old school tactics.
· Brown gets along with VP of HR Guy Tremblay pretty well. Upcoming round of negotiations will be tough- Brown has full support of membership and is ready to strike, if …show more content…
Implementing it as our first tactic was not very effective.
Identfy Change Agent would have been more effective if implemented immediately after stakeholder mapping. Also, choosing Jennifer Smith would have been more effective since she possesses all four characteristics of a good leader.
Quality Improvement Seminar appeared to be harmless but decreased "buy in" by 3%. The seminar appeared to confuse workers and could be left out in future approaches.
Fire an Individual also decreased "buy in" by 3%. Instead of implementing this tactic at the stage where we created a "change team", we might have benefitted more if implementing this tactic at the last stage of the change theory where we consolidate gains. Doing this would help the company in moving forward since Scott Bell proved to be a resister in the R&D department.
Positives:
Building a training system before organizing teams
Publicizing team successes at the last stage of the Change Theory
Secondary Implementation/Evaluation
Stage 1: Need for Change
1) Focus Group Interviews