You are a consultant working with a MNC (Multinational Corporation). You have been working with a division manager. The manger you are working with is frustrated that changes he tries to implement are unsuccessful. The manager has asked you to prepare a procedural document that he can use when changes need to be implemented. Prepare a procedure of 5-6 pages for implementing change. You should begin by describing the types of change an organization could experience and create procedures for dealing with each. Your procedures should include how to deal with possible resistance to change. You must support your work with a minimum of three academic sources.

 

Duplicte departments need to be eliminated.  This of course is one of the most difficult processes for it means having to reassign the management team and employees from both companies to new positions or terminating extra staff due to redundancy.  The team chosen to implement the position integration need to make the tough choices about terminating emplyees who cannot be palaced elsewhere within the newly-formulated company.  With Home Plate being the target company, the employees are showing signs of anxiety and fear.  Understandably, the target company's employees would feel quite anxious; those who had hired them are likely no longer making critical labor decisions. Beyond the obvious change of being fired or moved around, the continued performance and loyalty of surviving employees depends on the efficacy of the M&A process itself Investopedia (undated). 

New policies and procedures need to be created

Old policies need to be retired

Job functions need to be realigned to fit the new company’s structure

Creating new departments that produce whatever the market is demanding from other “product” providers (structurual change)

Strategic Change

Changes to the overall goals, purpose , strategy or mission of an organization

Must rethink its fundamental approach to conducting business

Changes to what product or services it offers

The target customer segments or markets it tries to reach

How the company distributes its products or services

Its position within the global economy

Who it will partner with – manufacturers, distributers, and other logistical needs

1. Organizational Structure

Organizational structure refers to the objectives, roles and responsibilities of departments, teams and individuals. 

Major changes such as mergers & acquisitions are considered structural changes. However, structural changes may also be relatively minor (e.g. establishment of a small new team). 

2. Culture

Changes to the principles, expectations, norms, working habits and symbols of an organization. 

Culture is important to strategic objectives such as productivity, innovation and compliance. 

3. Policies & Legal Agreements

A change as minor as a new rule or policy can have a big impact on an organization. New rules (or changes to legal agreements) aren't always popular with employees and customers — implementation and acceptance can be a change management challenge. 

4. Technology

Changes to technology infrastructure, systems, automations and tools. Some firms focus on technology change — letting it drive other change within the organization. It's common for change management to be highly focused on technology changes. 

5. Products, Marketing & Customer Relationships

Changes to products, marketing and sales are a critical focus for many organizations. For example, new product development is often key to strategy execution. 

Leadership Styles – will dictate or influence the method of change.

 

 

Baby boomers – address the changes from their perspective.  Technology, age discrimination, ADS (disability)