6-1 Milestone Two- Change Management Plan

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Feb 20, 2024

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6-1 Milestone Two: Change Management Plan

Stakeholders’ analysis is the range of techniques such as tools that are used to figure out what a project needs and is expected. As well as finding out the major interested inside and out of the project. We must understand the attributes, environment, interfaces amount advocates and opponents. The identities of a stakeholder can vary depending on their background, religion, beliefs and values. All of that can result in stakeholders reacting a different way than someone else who has different views in organizations. Stakeholders can have an organization be happy about the change or they can make the whole company not want the change. The way a stakeholder approaches the change it can make a big difference to the rest of the company. Figuring out what stakeholders’ beliefs, needs and interest can be better for everyone so that way the stakeholders can understand be there for anyone. If a stakeholder feels as if he is being understood, they will feel as they belong, and it will reduce the risk of anything that can go wrong with a change or the organization. Stakeholders can be anyone from the VP, any managers such as Accounting, Sales, Customer, and success coordinator. All these positions in a company have a big impact any change. The vice president takes accountability for the United States Branch. The Chief Operating Officer is the 2 nd vice president and is the person who oversees the entire project of Singapore. The Sales and Marketing team are the ones that communicate more than others. They are th ones to make sure the job is getting completed at a timely manner. The stakeholders that take change more critical and to the heart are the ones that make the company keep on moving, such as the employees board of directors, customers, and the

suppliers. When a big change is coming to an organization everyone has a role in it even if they think they don’t. The company has four goals. They are called the strategic goals. These goals are in growth, customer, marketing, and talent. These goals are always align with the company’s values to be able to implement change and create a great environment to grow, Each change management model has its benefits and disadvantages for organizations depending on where they are in the change. All three models provide the U.S. branch with solutions and plans to implement the change process and see it through. ADKAR model would allow the U.S. branch to evaluate everyone individually before implementing change models into the organization. This method can have great successful changes to employees and everyone that is involved. Lewin's approach is best when an organization is unsure or resistant to change. Lewin's model of change is the simples test and best way to introduce a method of implementing change and adapting it to the organization. This model emphasizes addressing the resistance to change before beginning the change process to increase employee buy-in. Lewin's model provides a variety of methods to have the workflow go accordantly Kotter's change management model has the tools that are needed amongst the leadership teams to implement the changes. This eight-step model covers many areas of concern for the branch by creating a coalition to help build that strategic plan for change and address communication and barriers to the process. The areas that need more attention on is advancement and acknowledgment of the workers at the company. When looking at the employee engagement survey, it stated that

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about 90% of employees neither received an increase in the last 2 years nor haven’t received a promotion either. Received a Promotions Received a Merit 0.00% 20.00% and so on. T company vision, values, and mission had questions that the employees were asked to. The company needs to focus on this area more because the company needs to help employees understand why! Employees do not know what the vision or what the direction is. When they don’t know that they will not be happy to go to work, nor want to make sure they do the job correctly. This is very important when running a company. Employees are what keeps the company open and keep the revenue coming in. While looking at the employee engagement survey, it states that 50%. This is relation to employees not having trust in managers, and mostly importantly senior leaders that the company wants to ensure that it will be a change in this area. The last area that the company needs to focus on and change to better the company is having a positive attitude towards employers and being optimistic.

Based off the survey, 18% of workers agree with the climate at the organization that upholds the outflow of various sort of styles and sentiments. Then, 41% of employees agreed that the company is trying to create a work place with no harassments and discrimination. The survey showed he main areas of focus that the company had discussed all showed under a rate of 40%. There is a trust problem with the people in charge and the employees. Then, at that point, the organization vision, qualities, and mission area, just around 24% of employees stated that the company has increased the percentage with higher percentage than last. This would be a result of a lack of confidence for the company. Only a little bit more than half of employees agreed that their managers are honest and transparent with them. Senor employees need to be open with other employees and create great communication between one another. When it comes to training new employees you have to be able to have cross-training within the company so everyone understand other peoples roles. Life happens along the way and sometimes they can miss work because of unexpected thing occurred. Cross training is also great because if you every want to grow in the company you are able to do so as you have been trained and can be an asset to the company.

Reference: Smith, Larry W. 7 September 2000. Stakeholder analysis https://www.pmi.org/learning/library/stakeholder-analysis-pivotal-practice-projects-8905# Kotter. (n.d.). THE 8-STEP PROCESS FOR LEADING CHANGE. Retrieved from Kotter: https://www.kotterinc.com/8-step-process-for-leading-change/

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6-1 Milestone Two- Change Management Plan

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