In this research paper, I am portraying the role of newly hired Change Consultant for the merger of Directv and AT&T. As a Change Consultant, I am formulating changes that will affect the two merged companies. The change that will be applied to these merged companies is the campaign of how culture influences respond to change. Subsequently, I will outline the change while developing a plan that uses the Iceberg Model of communications and why this method is valuable to use to communicate the proposed change.
Contextual Analysis Directv is the premier pay TV provider in the United States and Latin America with a first-rate customer base and comprehensive programming, unsurpassed technology for delivering and viewing high-quality video on …show more content…
247).” During a merger, all employees in the company are affected by the change in one form or another. Management will be affected mostly by this change as a result of the correct support and structure they must provide to their employees; therefore, providing employees with focus, purpose, and motivation during the cultural change (p. 81). Moreover, it is expected that non-management employees will be affected equally due to their employment status. It is anticipated that both groups will effectively impart the culture to provide for an effective cultural change. As a result of the management team providing support and structure, they will be introduced to the cultural change plan in an open meeting. At this meeting, the management personnel will have an opportunity to voice their concerns and opinions regarding the cultural change. I expect that their concerns will include how the change plan will be put into effect, who will introduce the change plan, and when will the plan be implemented. Now that the audience is defined, the strategic design is next in the plan to promote effective cultural change in the …show more content…
Additional channels, such as e-mail, newsletter, and departmental meetings, will also be used to communicate the cultural change. In order to discuss the upside and downside of the change, leaders will be encouraged to speak to the employees honestly, by giving them the benefits and losses of the cultural change. After the meeting there will be an e-mail as well as section in the newsletter regarding “Frequently Asked Questions” to document the cultural change while providing answers to each question. According to Clampitt, “management must harvest dissent, or others will. Due to possible dissent, safety valves will be put in place and will include: (1) employees encouraged to voice opinions in a meeting; (2) record the concerns in a non-evaluative fashion on a flipchart; (3) when all issues have been recorded, lead a discussion or debate on the most important ones; (4) transform the list and discussion into a Q&A document; (5) distribute the Q&A document to all employees in a timely manner (p.
Contextual Analysis Directv is the premier pay TV provider in the United States and Latin America with a first-rate customer base and comprehensive programming, unsurpassed technology for delivering and viewing high-quality video on …show more content…
247).” During a merger, all employees in the company are affected by the change in one form or another. Management will be affected mostly by this change as a result of the correct support and structure they must provide to their employees; therefore, providing employees with focus, purpose, and motivation during the cultural change (p. 81). Moreover, it is expected that non-management employees will be affected equally due to their employment status. It is anticipated that both groups will effectively impart the culture to provide for an effective cultural change. As a result of the management team providing support and structure, they will be introduced to the cultural change plan in an open meeting. At this meeting, the management personnel will have an opportunity to voice their concerns and opinions regarding the cultural change. I expect that their concerns will include how the change plan will be put into effect, who will introduce the change plan, and when will the plan be implemented. Now that the audience is defined, the strategic design is next in the plan to promote effective cultural change in the …show more content…
Additional channels, such as e-mail, newsletter, and departmental meetings, will also be used to communicate the cultural change. In order to discuss the upside and downside of the change, leaders will be encouraged to speak to the employees honestly, by giving them the benefits and losses of the cultural change. After the meeting there will be an e-mail as well as section in the newsletter regarding “Frequently Asked Questions” to document the cultural change while providing answers to each question. According to Clampitt, “management must harvest dissent, or others will. Due to possible dissent, safety valves will be put in place and will include: (1) employees encouraged to voice opinions in a meeting; (2) record the concerns in a non-evaluative fashion on a flipchart; (3) when all issues have been recorded, lead a discussion or debate on the most important ones; (4) transform the list and discussion into a Q&A document; (5) distribute the Q&A document to all employees in a timely manner (p.