Organizational Change Plan
Organizational Change Plan: CrysTel
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University of Phoenix Organizational Change Plan: CrysTel
Introduction
Change comes at a fast or slow rate it all depends on whom is watching and what they are looking for, one thing is for sure change will happen. It will happen because we make it happen or it happens because someone else forces us. Either way we have to be ready to make the change, we do this by studying and learning, the business, the business environment, the competitors, and the industry. Watching for the signs that change is in the wind and watching which way the change is blowing.
Change is described as “… something that presses us out of our comfort zone. It is destiny-filtered, heart grown, faith built. Change is inequitable; not a respecter of persons. Change is for the better or for the worst, depending on where you view it. Change has an adjustment period, which varies on the individual. It is uncomfortable, for changing from one state to the next upsets our control over outcomes… Change is awkward… Change pushes you to do your personal best… Change seeks a better place at the end and is complete when you realize you are different… Change is charged when you are dissatisfied with where you are… Change uses the power invested in the unseen to reinvent what is seen… Change is here to stay.” (iienett2.org, 2007)
As we can see change is many things and different for each company and individual. We are going to look at a company, CrysTel a telecommunications company operating in the heart of the Midwest. This company has revenues of $200 million a year and employs 2500 individuals. Their product lines include data cables, wireless solutions, and network development. This is a highly volatile industry were changed is a frequent guest among those who do business in this field.
“The telecommunications industry is at the forefront of the information age—delivering voice, data, graphics, and video at ever increasing speeds
XXXXXXXXXX
University of Phoenix Organizational Change Plan: CrysTel
Introduction
Change comes at a fast or slow rate it all depends on whom is watching and what they are looking for, one thing is for sure change will happen. It will happen because we make it happen or it happens because someone else forces us. Either way we have to be ready to make the change, we do this by studying and learning, the business, the business environment, the competitors, and the industry. Watching for the signs that change is in the wind and watching which way the change is blowing.
Change is described as “… something that presses us out of our comfort zone. It is destiny-filtered, heart grown, faith built. Change is inequitable; not a respecter of persons. Change is for the better or for the worst, depending on where you view it. Change has an adjustment period, which varies on the individual. It is uncomfortable, for changing from one state to the next upsets our control over outcomes… Change is awkward… Change pushes you to do your personal best… Change seeks a better place at the end and is complete when you realize you are different… Change is charged when you are dissatisfied with where you are… Change uses the power invested in the unseen to reinvent what is seen… Change is here to stay.” (iienett2.org, 2007)
As we can see change is many things and different for each company and individual. We are going to look at a company, CrysTel a telecommunications company operating in the heart of the Midwest. This company has revenues of $200 million a year and employs 2500 individuals. Their product lines include data cables, wireless solutions, and network development. This is a highly volatile industry were changed is a frequent guest among those who do business in this field.
“The telecommunications industry is at the forefront of the information age—delivering voice, data, graphics, and video at ever increasing speeds
References: Institute of Industrial Engineers (July 29, 2007). . Retrieved July 29, 2007 from, Web site: http://www.iienet2.org/Details.aspx? Id=3290 Kreitner, R. & Kinicki, A. (2003). Organizational Behavior (6th ed.). New York, NY: McGraw-Hill. University of Phoenix (July, 2007). SIMULATIONS: Building a Culture for Sustaining Change. Retrieved July 21, 2007 from University of Phoenix, MBA/HR Web site https://mycampus.phoenix.edu/secure/resource/resource.asp U.S. Department of Labor (December 20, 2005). Telecommunications. Retrieved July 21, 2007 from , Web site: http://www.bls.gov/oco/cg/cgs020.htm