Change Management Plan Paper

3020 Words Oct 9th, 2008 13 Pages
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
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The organization also seeks to turn this adaption into organizational strength with positive group performance. Crys Tel is not the only company where employees block organizational change. Various surveys identify where “over 40 percent of executives identify employee resistance as the most important barrier to corporate restructuring or improved performance” (McShane & Von Glinow, 2005). Behavior Experts believe that employee resistance to change is a symptom not a problem so change agent needs to “investigate and remove the causes of resistance” (McShane & Von Glinow, 2005). With this information at hand, Crys Tel set out to implement activities to enhance employee behavioral parameters.
The employee satisfaction and climate survey showed that employee’s behavioral resistance is due to lack of delegation of responsibility, communication, department objectives, teamwork, customer contact, rapport, training, and creative thinking. This can further lead to “passive non-compliance, complaints, absenteeism, turnover, and collective action (e.g., strikes, walkout)” (McShane & Von Glinow, 2005).
Appropriate change model
Kurt Lewin developed a force field analysis model that explains how the change process works. Lewin’s change model consists of three stages unfreezing, changing, and refreezing. This model helps organizations tackle organizational issues of

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