To identify the factors required to implement change in the defense sector, focus on strategies for change implementation, evaluate methods to monitor the implementation of such change, examine relationship between organization’s personnel, processes and systems, etc…
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To identify the factors required to implement change in the defense sector, focus on strategies for change implementation, evaluate methods to monitor the implementation of such change, examine relationship between organization’s personnel, processes and systems, etc. In the previous years, army life was supposed to be one of the best careers possible owing to the benefits it provided. Forget about the hardship of the soldiers, they were provided with high payments and other amenities. As time went on, and with the advent of highly paying service sector, the soldiers are comparing their lives with those of the highly paid service professionals who do not face the risk of their life. Added to this, the discomfort of parting from their family members and the work humiliation by their superiors is forcing the youngsters to rethink their career options into army. But, as the country’s security lies in the hands of these youth, it becomes imperative to bring about considerable organizational change in this sector.A comprehensive plan needs to be developed to subdue the effect of these factors. Strategies for successful implementation of proposed change: After examining abovementioned factors, the proposed change can be a welcome in the army only when the subordinates are also included in the planning process. This is called Management by Objectives. In this process, 1. The organizational objectives and their purpose are clearly defined: As for the defense sector, the main objective is to maintain peace in the country and defend an enemy when such situations arise. This should be made clear to every army personnel. 2. The key Performance Areas (KPA’s) have to be drawn down realistically by the superiors: The superiors have to give great importance to the security of their personnel to gain their confidence. Detailed plans have to be drawn about the operations to be used in the warfronts and they have to be communicated clearly. 3. Setting of objectives for sub-ordinates: The KPA’s for every individual could be to maintain peace and harmony in the department, upgrade personal skills to imbibe new warfront technologies, exhibit presence of mind at the wartime and perform what is required at that very moment. The sub-ordinates should be explained of their roles in reaching the objectives to minimize the gap between the expectations and their performance. 4. Objective matching with the resources: The superiors should foray into technology, task and structure related changes and design the best methodology for the subordinates.
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For every individual, change is always scary. Most of them time, people are afraid if change because they don’t have believe in unseen or anything new. In most of the cases, people feel incompatible with change and always try to shun it. On other hand, in today’s era, many people think that change will cause insecurity for instance if an organization attempts to implement change by adopting new technologies, then employees would be afraid of this change as new technology and software has chances to replace employees.
Organizational Change Plan
Background of the change situation
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In order to analyse if these components are indeed necessary research into the successful transformation of Leeds City Council will be discussed and evidence will be presented to demonstrate how the successful organisational change in the second largest metropolitan council in England was made possible.
By undertaking this semester’s management course, I have gained invaluable lesson on pertinent models and theories on change management in an organization. On a personal level, I have come to identify myself with Prosci’s ADKAR
The second stage is incremental adjustment and it may include various activities such as reallocating staffing, correcting defective processes within the company and changing emphasis by the business. This is mainly carried out by
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