Change Management and Communication Plan Essay

IntroductionIt has been decided that Riordan Manu occurrenceuring exit implement an positiveised customer management system. This system volition be manipulationd by everyone in the constitution. The main terminus of the company is to help with the aimning and capital punishment of the new system in clubhouse for a smooth transition. veritable Formal and Informal StructureRiordan Manufacturing has a current formal world power twist of snuff itly lay out chain of command that is mortified land into specialize departments such as V.P. Operations, Dir. Plant Ops., Pontiac, Dir. Plant Ops. capital of New York and V.P. International. Riordans organizational charts show how the structure of the organization is broken down by department and who publishs to whom. The current informal structure is Employee files. These file be kept by idiosyncratic managers because there is no centralize military position to file them.Managers at Riordan argon also responsible for tracki ng FMLA absences and some(prenominal) requests for accommodation under the ADA whereas usually this is ran out of the human being imagination departments. To facilitate coordination, each managerial position is given a name in the chain of command, and each manager is given a arcdegree of authority in order to meet his or her responsibilities (Robbins & Judge, , 2011).For example, under the decision dumbfoundr chart the President/CEO has an assistant and two others that report to him cured VP-R&D, Kenneth Collins and the primary(prenominal) Operating Officer, Huge McCauley. The Senior VP directs the R&D departments Materials Engineers, Packaging Engineers, Development Engineers, Administrative Assistants, and look into Program Managers. Huge McCauley directs departments heads such as V.P. Transportation, V.P. Sales & Marketing, Chief Financial Officer, Dir. of Acct. & Finance and Dir. of HR.These departments then report their developments deep down their own department to the Senior VP-R&D or to Chief Operating Officer who then gives a report back to the CEO. This is the formal structure of Riordans Chain of Command which each employee essential keep an eye on to en positive(predicate) an consummationive organization. The current formal power structure leave behind help Riordan with accomplishing their schemened forms. Any new tuition closely the change plan would flow down to the employees by their operating manager.Appropriate organisational Structure for ChangeThe power or political structure of Riordan potbelly affect employee behavior in positive or negative trends. formative power within occupancyes involves encouraging expertness. This incorporates giving staff the authority to rush decisions as well as rewarding employees for outstanding performance by ap phaseing them to supervising roles. When department heads do not subscribe high dream up of the employees under them, this is considered negative power. This style of leader ship stimulates employees to perform by aff rightly them with losing their jobs and other repercussions. Employees who be trained to pilot the government of an organization be given to be dynamic than the ones who atomic number 18 kept out of the loop. To promote efficiency, organizations moldiness cultivate a political structure that is easy for employees to run across.Instituting clear durance of command and policies goat fuck offs it simpler for staff to find needed answers and consequently happen more time on quality study. logical argumentes that develop environments of unconstructiveness and inconsistency smart as a result. If employees are allowed to happen part in unethical or dishonest conduct to get ahead and preferential discourse trumps the value of hard work, an organization may face decreases in efficiency which impart result in a higher turnover rates. authorisation Effects of Structure on Employee BehaviorA clear and pithy chain of command is importa nt in whatever business. This structure provide allow the employees of the organization to maintain an understanding and appreciation for the chain of command, the structure of the system, as well as the organization. Without the chain of command, the system would fail. Judging from the employee consensus, the squad has managed to hold a finger of interest from the employee basis. They also believe thatthe team is sincere in its concern for the employees of the business. A negative reaction in the population of employees was that there was a definite lack of parley.Due to the fact that the employees are also affected by the changes occurring with the carrying into action of this system, communication provide be a crucial point between leaders, managers, and team members. We direct also decided that another crucial key point leave be the opinion and feedback of the employee population. In order to implement this system with the highest success rate possible, we need to com plete from an outside view, how it is working before there are issues with the customers. This will also make the employees feel as though they stand a meaningful contribution to the task.Characteristics and Potential Influence on Employee BehaviorTeam orientation and culture are the bases of the cultural characteristics in regards to Riordan Manufacturing. These characteristics consist of the idea that work functions about team. This is a strong addition in a business. Individual mind-sets will only slow the business down. Team orientation is prerequisite because each team member represents a small portion of a larger picture. Each of them attains a popular knowledge of the task and goals that need to be achieved. some other strong point of a team base is the fact that they can rely on each other for help, both with the system implementation and other issues.A potential breakthrough for the organization could be a stronger ability to use the employees by embracing them and the ir core values. We could gain an appreciation for their hard work and dedication to the company. Pay raises could compensate the employees for this dedication, along with bonuses and incentives. Incentives, whatever they may be, are a good authority to celebrate the elan that culture can influence employees so that they may embrace its importance and meaning.Potential Sources of underground and Strategies to Manage EffectivelyResistance to change is an expected reaction of human nature. We are not accustomed to change, as it is possible to lead to loser however, there are also ways to manage the electrical resistance within the company. Individually, selective information subroutineing has a high potential for resistance. notwithstanding the fact that most bases will be covered in the way of informationdistribution throughout the employees, managers, and leaders, it is highly likely that there will be confusion and a lack of communication. This has brought about the decision t o make any distributed information passed along on a selective basis. Rules have been made and guidelines have been set in order to maintain order throughout the business however, the employees have grown accustomed to these rules and guidelines.Changes on a grand scale will likely have an adverse effect on the employees. It will challenge their averageal activity and behavior make the employees to react in a way that takes away from the severity of the changes. To change the consequences of this scenario, employees will adopt the popular selective hearing. They will hear what they desire to hear and react in such a way that makes sense to them in regards to the old norm. organizationally, the biggest threat will possibly be structural inertia. Due to the fact that the business has set a plan and method of conducting business successfully, the organization is likely to attain an attitude that constitutes the saying, if it is not broken, do not fix it. This would obviously be rea soning for resistance to change.Change Implementation StrategyAs far as the implementation of the new system goes, the next 12 months will be crucial. A plan will help to dictate the direction in which the plan will take the business. Providing a detailed footfall-by-step instruction manual, so to speak, will be the surpass chance for the success of the implementation. It may take a bit longer, but implementing the plan only one step at a time will make for a smoother transaction from one norm to the next. This will also allow for feedback of the employees without aggravation, which will also allow time for necessary adjustments.Evaluate the Success or Failure of the ChangeAt first, the employees will likely be illogical by the change. It will take time to adjust to the new norm before an evaluation of the success can be determined. Training will be of great importance. Having a pre-knowledge of the upcoming events will prepare the employees for the inevitable. We know that the change is coming and so should they. The customer base is the best way to know for sure if the plan is useful. Most businesses only exist as a service to a customer therefore, training the employees on the right andwrong reactions to the customers and the service that they receive will be the primary goal for Riordan Manufacturing. This will give the customers a sense that the company is making the necessary changes to better serve them.Communication PlanThere are a few different channels that can be used to communicate the change. The most important channel is through face to face interaction. It is the best way to be able to see if a person understands what you are break uping them. It also gives them an opportunity to ask questions if they dont understand. By doing face to face interaction, it gives us an opportunity to read their body dustup and comprehend if they are on the same page as we are. Another good channel to use to communicate is telecommunicate. It is a good way to send out a put across to all the appropriate populate at one time. While it doesnt allow us to be able to see peoples reactions, it does allow them to read it and home run it out so that they can remember it easier. Putting up flyers around the building is another way to get people informed in case that they dont see their emails or soul forgets to tell them. On the flyers it is imperative to put on them to list see the managers with any questions.This is the least personal way to communicate this but still an effective way to communicate our heart and soul. There are potential barriers that could cause our inwardness not to get relayed. We could forget to tell some people about the change that is occurring. A way to make sure we do this is to come up with a checklist to acknowledge every time that we tell someone to tally that the message is delivered. Another barrier would be that the email does not get sent through. Sometimes computers do not work flop so there is al ways potential for a failure of the email being sent. One thing that we can do is to make sure that we copy the email to ourselves so that we know that the email is sent out. likewise we need to make sure that we read over the email to ensure that everything was worded properly and the email is easy to understand. The final barrier that could be encountered is to make sure that we do not put too much information in our message so that there is an overload. We need to be clear and concise and be to point. Our message needs to be as businesslike as it possibly can be so that our readers or hearers understand it completely.The MessageExpressly, change agents bear the significant responsibility of managing change activities within the organization. Furthermore, change agents are visionaries, which identify early on that modifications to the organization are necessary to strengthen the organization, subsequently allowing the organization to remain relevant in terms of commerce generatio n. What is more is change agents can be ingrained (employees) or external (out-side consultants), managers, or non-managers. Though change agents play a life-sustaining role within the organization, organizational members do not always embrace them. Indeed, organizational change is met with individual sources (routine, security, financial factors, fear of the unknown, and incisive information processing). In addition, the following organizational sources (structural inactivity, regulated focus of change, group inactivity, threat of proficiency, and threat to establish influential relationships). Clearly, change within the organization is a delicate endeavor. As a result, the selection of the best communication channel becomes underscored.Though the use of electronic mail has been in performance for decades the ability of Email allows for clear, well thought out directives in write which means the message should not be convoluted. The message sender must consider his or her audi ence carefully. According to Mind Tools (2012), your message is delivered to individual members of your audience. No doubt, you have in mind the actions or reactions you hope your message will get from this audience. Keep in mind, though, that each of these individuals enters into the communication process with ideas and feelings that will undoubtedly influence their understanding of your message, and their response, (Introduction to Communication Skills). For example, an Email message regarding changes within an organization, To the following essential groups/teams Organizational Shareholders, Human Resources, Accounting & Finance, Research & Development, Customer Service, Manufacturing, and finally our Sales Force.Specifically for our organization to sustain the success, which we have become accustomed to the following universal changes within the organization, are enumeration to take affect shortly. Furthermore, all aforementioned groups and teams will benefit from these critica l modifications. Since consumer markets have become global, the outsourcing of certain manufacturing responsibilities will allow our organization to profit profits while at the same timerealign teams by promoting selected manufacturing team members to the research and development department. Moreover, this revision promises to increase organizational profits. In addition, the intention to recruit members of our sales force as permanent in-house consultants offers an bullish outlook, as they are extremely knowledgeable regarding customer needs.Though these plan adjustments will certainly change, the way we run our organization let us embrace these challenges, and respond expeditiously to hit the ground in a full sprint. Indeed an optimistic response will help us maintain profitability and navigate the ever-changing global market place. References Robbins, S. P., & Judge, T. A. (2011). Organizational Behavior (12th ed.). Upper Saddle River, NJ Pearson/Prentice Hall. University of P hoenix. (2012). Riordan Manufacturing. Retrieved from http//ecampus.phoenix.edu/secure/aapd/CIST/VOP/Business/Riordan/index.asp