Final Assignment Change Management

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HRM560, Organizational Change

Final Assignment: Change Management

Organization: Congruence Inc.

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Section I: Organization: Describe the organization and comment on the HR change that the organization should make. Utilize effective diagnostic tools to assess the organizations ability to change. Support assertions with theoretical evidence.

Describe the company in terms of industry, size, number of employees, and history.

Congruence Inc. is a smart staffing company located in Irving, Texas, US. It has 500 employees and overall management is handled as objectives which are about 90%. And there is a strategy that 25% of the employees think that the business is satisfied with the help of managers and organizers. The company has worked in a fashion that it acquired the strong position in smart staffing [Haynes, 2014]. Comparing to various other vendors, it provides the right solution for the prime vendors. It’s goal is to gain more control over the candidates and accounts. The Congruence solutions brought the hiring methodology to fulfill the recruitment needs across the various sectors and dealt with the ethical business policies as like other firms. Congruence sets up the goals, stays with the accountability of the organization changes on purpose and the results related to the business perspective.

Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.

The Congruence Inc. has set the high base on the smart staffing solutions in the business and it also describes how the business is conducted. The organization makes sure every time that the compliance process is followed properly and all the laws, regulations are followed. Employees in the Congruence Inc stick to the comply process of the organization policy, standards, procedures. All these practices capture through the technique called Business Conduct Policy Guidelines (BCPG). The policies related to the wage and benefits, timesheet, rights of the employment, health and safety, environment culture are strictly adhered to the customers. Laws and regulations include the ethical formulations in organization, IT staffing recruitments standards, are to be well trained by the employees.

Formulate three (3) valid reasons for the proposed change based on current change management theories.

The three valid reasons that the Congruence Inc. needs change are:

The two best diagnostic tools would be Seven S and Bruce–Litwin. Because, the Bruce Litwin would determine the predictive analysis on the organization business needs, it allows the fine tune strategy so as the adjustments on the outcome is possible. Whereas the Seven S works independently in the organization and that brings the strategy of the organization’s mission.

  • Almost 25% of the employees do need their managers to monitor and control in the business process. Performing employees might have certain inputs that might add value to the company. The management lacks the employee’s loyalty in this case.
  • Feedback that is received from the customers is not too satisfactory. The IT recruitments and staffing fails to provide a good fit for a requirement to the client and the resources wouldn’t perform then the customers feedback would not be as expected and may cause a bad reputation. In this case, there is a lack of the proper screening methodologies in staffing.
  • The major concern in the organization is that if the work culture is not satisfactory, then the employees output is low and unpredictable. This would infer the operational success of the organization.
    1. Appraise the diagnostic tools that you can use to determine an organization’s readiness for change. Propose two (2) diagnostic tools which you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.

    The two best diagnostic tools would be Seven S and Bruce–Litwin. Because, the Bruce Litwin would determine the predictive analysis on the organization business needs, it allows the fine tune strategy so as the adjustments on the outcome is possible. Whereas the Seven S works independently in the organization and that brings the strategy of the organization’s mission.

    Using one (1) of the diagnostic tools you selected, assess the organization’s readiness for change.

    Provide results of the diagnostic analysis

    The diagnostic analysis on the Congruence Inc. does use the models such as Seven S and the Bruce Litwin models, this does gives the model better predictive analysis of the organization behavior and it suggests on the efficient solution for the problems and identifies the abilities of the employees individually. The staffing considerations brings out the better outcome on the customer relationships, independent work culture that resolves the change in the organization structure that makes the employees not depend on the managers. [hr.utexas.edu]

    Explain the results

    The results indicate that the transition period from the indirect model to the direct model in staffing in the Congruence Inc. is periodic. Trend in the market does convey the information on the power to sustain in the market for long period. Thus, it provides the good results for the employees and also to customers

    Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.

    The shaping of the Congruence organization is well interpreted and the organization is ready for the change. [Waterman, 1980] Though there will be a drawback in every change, the adaptability and the flexibility of the change in the market is more to happen and the behaviors are adapted to the culture that they refreeze the organization structure.

    Section II: Kotter Change PlanUtilizing the Kotter eight (8) step method of change, create a solid change management plan for the HR initiative you identified as requiring improvement.

    Ascertain how each of the steps applies to your specific organization.

    By the size of the challenge, it is natural to feel unsettled as well as threatened, regardless of whether there is a little change to a procedure or a hierarchical change. Congruence Inc. Human Resource management has an ultimate goal for positive impact on organizational structure. As stated by HR theory, comprehensive support is needed by the staffs from the HR function. It is known to the organization that there is something to be changed, but how and when to start is another change disappointment measurement. Motivating employees for preparing and adopting changes is involved in activities of change in Congruence Inc. organizational readiness.

    John Kotter is the professor of Harvard University and has provided a theory about managing the change, despite the fact that there are numerous speculations

    Develop a strategy that illustrates how you would address each of the eight (8) stages of change:

    The eight steps of change have been discussed below for the Congruence Inc. approved by the professor Kotter.

    a. Establishing a sense of urgency: if change is demanded by every member of Congruence Inc. than it will be easy. It is less demanding if the entire organization truly needs it. As recommended by Kotter – for change being effective, approximately 2/3 of the organization management needs to purchase into the change; Congruence Inc. is one of them. To build a feeling of criticalness around the requirement for change will get things moving and makes reason. Congruence Inc. needs to do following for change:

    b. Creating coalition: Support, commitment and strong leadership is very much essential apart from managing change. Those people should be searched to form a group within organization, who has power that comes from expertise, status, connection, or political significance. To assemble direness and force around the requirement for change, this change coalition needs to function as a group.

    c. Developing vision and strategy: Ideas should be filtered through the thoughts for those that stand the trial of coalition talks. These ideas should be linked to very high level of vision so that individuals will grasp them easily and recollect. Stakeholders should react for a reason and they must know the reason for reaction. To create a system that is reasonable for execution of the vision of the organization. Change leaders and coalition are easy to explain the vision easily in short interval of not more than 5 minutes.

    d. Communicating the vision: Success depends upon the manner in which the vision is created. Inside the organization, message should rival other day to day communications. It is essential to over communicate within the organization. As investigated, each message should be repeated at least 6-10 times before it is really heard among the other “critical” message. No single chance should be missed to share the vision. To settle on choices and taking care of issues, the vision should be utilized day by day. To exhibit the conduct, it is fundamental for your initiative that organization requires for making the vision a reality.

    e: Empowering broad-based action: By finding and overseeing imperiousness to the change, expelling deterrents to the change, deterrents to the change can be expelled by HRM in Congruence Inc. Procedures or structures that are hindering the change should be looked; ceaselessly checking for boundaries to forward development. Perceive and compensate the individuals who bring up impediments and thought of inventive strategies to conquer these deterrents.

    f: Generating short-term wins: Separate the change into little lumps which permit some “brisk wins” that can be seen by the organization. To create and bolster force, success should be praised. Pessimism and negative masterminds will obstruct advance without success. Ventures en route that show advance not only one long haul objective, here and now targets to be settled. To make each progression achievable, without any place for disappointment. Outlining these little stride objectives can challenge, however each “success” that will be won you will create spur the whole association.

    g: Consolidating gains and producing more change: As recommended by Kotter, to be mindful, so that victory is not declared at early stage. This activity may undo the achievements. Significant investment and necessities is needed for genuine change to wind up some portion of the way of life. The way things are done here “to be enduring. It is simple for the organization to slide once again into agreeable old practices, on the off chance that change is not inserted into the way of life that fix the progressions.

    h. Anchoring new approaches into the culture: For any change to truly stick it needs to wind up some portion of the way of life of organization. How the things are done here is considered. Leaders should experience the qualities and vision consistently to make it a player in way of life and remunerate and perceive those practices in others. The basic corporate culture figures out what really completes or what gets stood up to. The vision and practices must turn out to be a piece of the day by day discussion and activity in the organization. The improvement that is noticeable in each part of organization should be roll out. It must be shown through activities and discussions that leaders in the organization support the change.

    Section III: Resistance and Communication: Research methods of minimizing resistance to change and create plan to address resistance within your change management initiative.

    Diagnose the reasons for resistance to change.

    Resistance to change for employees is very complex issue. It confronts administration in complex and ever developing organization of today. The procedure of change is omnipresent and employee resistance is a fundamentally critical supporter of the disappointment of some well-expect and well-conceived thought to start change inside the company. Leaders can’t generally roll out individuals feel good with improvement but they can limit uneasiness. Diagnosing the wellsprings of resistance is the initial move toward great planning. Feedback from resistors can even be useful in enhancing the way toward picking up acknowledgment for change.

    Interpret the potential causes of resistance in the organization.

    Utilizing an organized change administration come closer from the start of the venture

    •Engaging senior leaders as dynamic sponsors of the change

    •Including centre administrators and cutting edge directors, as backers of the change, recruiting the support of administration

    •The effect on representatives and the advantages to the worker, replying “What’s in it for me?” or WIIFM, communicating the requirement for change.

    Identify and describe three (3) potential causes of resistance to your change plan.

    In each of the three periods of Prosci’s 3 Phase Change Management Process, there is tendency of resistance:

    Stage 1: Preparing for change

    Create foreseen purposes of resistance and extraordinary strategies to oversee them in view of status evaluations, amid the making of the change administration methodology.

    Stage 2: Managing change

    Alongside the sponsorship guide, correspondence arrange, preparing arrangement and instructing arrangement, the resistance administration plan is one of the five change administration arranges we can make in this stage. These change administration arranges all emphasis on moving people through their own particular change handle and tending to the reasonable boundaries for rolling out the improvement effective. The resistance administration arranges gives particular activity ventures to comprehension and tending to resistance.

    Stage 3: Reinforcing change

    We should gather criticism to comprehend representative consistence and reception with the new work processes and procedures in the last period of the procedure, recommended by the change. Assessing this criticism will enables us to distinguish crevices and deal with the resistance that may even now be happening.

    Identify and describe three (3) potential sources of resistance to your change plan.

    1.Is change management correct for the first time: Much resistance to change can be kept away from powerful change administration, which is connected on the venture from the earliest starting point? Great change management can moderate quite a bit of this resistance, while resistance is the ordinary human response in times of progress. Change management is not only an instrument for overseeing resistance when it happens; for initiating and drawing in representatives in a change, it is best as an apparatus. Utilizing and catching the enthusiasm and positive feeling encompassing a change can commonly keep resistance from happening; this is the energy of using organized change administration from the start of a venture.

    On the portion of resistance, a member in Prosci’s 2013 benchmarking study was remarked and they encountered from representatives and chiefs. Change could have been maintained a strategic distance from powerful change administration. Members referred to a significant part of the resistance they experienced could have been maintained a strategic distance from on the off chance that they connected strong change administration practices and standards. The good here is: whether we do change management right the first occasion when, we can keep a significant part of the resistance from steadily happening.

    Create a plan for minimizing possible resistance to your change management plan.

    The side effects of resistance are discernible and regularly obvious. Overseeing resistance is inadequate when it basically concentrates on the side effects. Congruence Inc. should look further into what is at last bringing on the resistance, to be viable at overseeing resistance. To understand about somebody safety, successful resistance administration requires distinguishing proof of the main drivers of resistance, not just how that resistance is showing itself.

    Change management best practices examine gives a pleasant beginning stage to understand the main drivers of resistance.

    Elaborate on the relationship between resistance to change and communication.

    Business leaders, as of now need to set up the messages that characterize the composed standards and qualities of Congruence Inc. Leaders, in doing such will set the phase for behavioral and execution desires. These center messages must recognize the accompanying:

    • The way of the transformation change itself

    • The way toward transforming from the present state to the future state

    • What part will be played by me in the change procedure of Congruence Inc.

    Evaluate three (3) communication strategies.

    a.Set the correspondence objective and destinations: In a few crusades for conduct change, correspondence objectives and targets might be indistinguishable to the general battle objectives and goals for Congruence Inc. This is standard in support crusades as essential and auxiliary target gatherings of people should be come to distinctively.

    b.Develop key messages that successfully address target groups of onlookers: Messages ought to be customized to resound with the objective audience(s). It should be balanced, while keeping up the substance of the significance to be better caught on. Conduct change messages reverberate better from Congruence Inc. intended interest group. Yet mindfulness and promotion messages may resound better from famous people and government officials.

    c.Write up a correspondence technique record: This is basic to obviously characterize, design and track all the key strides specified previously. A composed report can likewise be imparted effortlessly to all campaigners to guarantee that everybody is ‘in agreement’, regarding informing and how correspondences exercises will be led.

    Recommend one (1) communication strategy that would be applicable to your organization. Diagnose why this communication strategy is best for your organization.

    Step by step instructions to convey adequately inside the change procedure

    Less individuals are setting aside, with the developing accommodations of current innovation, the opportunity to converse with individuals up close and personal, and when they destroy, it’s mass group of onlookers gatherings which are characteristically intended to just go along data – one-way correspondence. Understanding the requirement for change is the initial phase in making new practices inside Congruence Inc., practices that will speak to business esteems later on state. To drive behavioral change, Congruence Inc. should convey the requirement for change as it relates first to the general business, and second to you and me. Correspondence is foremost when attempting to raise the level of comprehension in that organization. Numerous advertising advisers will disclose to them that the way to imparting is to utilize various stages or media to convey a similar message.

    Create a solid communication plan for your change initiative.

    Every now and again Communicate reliably, and through various channels, including composing, talking, preparing, video, release sheets, centre gatherings, Intranets, and more about the change.

    •Recognizing that genuine correspondence is a discussion. It is two-way and genuine dialog must outcome. It can’t be only an introduction.

    •The change pioneers or patrons need to invest energy speaking one-on-one or in little gatherings with the general population who are required to roll out the improvements.

    •Leaders need to tune in. Keep away from preventives, pardon making, and answers that are given too rapidly. Act with mindfulness.

    •Make pioneers and change supports accessible, day by day when conceivable, to blend with others in the work environment.

    Section IV: Sustaining ChangeResearch methods of sustaining change in organizations and create a plan for sustaining proposed change.

    Recommend two (2) strategies for sustaining change:

    To affectively accomplish development we have concluded that it is relevant that appropriate proposals for expanding the likelihood of progress are built up in Congruence Inc. To support change and secure future development and greatest benefit, we have settled on two essential techniques for managing that change and development at Potter’s Peanuts for quite a long time to come.

    1. Fortify the execution framework by putting resources into ‘easy wins’. Despite, which change as well as development system is chosen, a company’s framework must be up to a standard that backings effective official. A continuous responsibility regarding making such a foundation is a ‘sure thing’. Accomplishing this requires wiping out departmental or local stops, using driving pointers and execution driver that line up with the technique and developing pioneers at all levels: administrative and non-administrative. The primary concern in all business is to make benefit, in light of the fact that without benefit your vision will most beyond words.

    2. To do this we will start three client change/development systems as displayed underneath: we will develop the center business, we will develop by sub-portioning clients and we will develop extra nearby preparing and advancement openings. It will be prescribed that our senior pioneers start the procedure by considering the development potential inside the making creative incentive offers for undeserved clients gathering. In rundown it is our business practice and dreams to broadcast, remain and maintain with thriving that is unmeasured. This is the path ahead for our organization! On the off chance that we live, rest, eat and inhale these systems for maintaining the change then the organization will survive and we will give quality peanuts to the world for quite a while!




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