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M7a2 LTABC - Essay Example

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Education and communication strategy The first thing in this strategy is planning for change. When planning for change in the organization, it is crucial to understand the organization and the need to initiate change. This involves understanding, studying and accessing the culture of the organization, analyzing and identifying stakeholders within; as these are the few people who can resist change and make sure that it nothing is changed. Planning also involves having an effective communication plan and strategy. It also involves deciding the change strategy and charter that enables easier implementation of change. Finally, planning involves constituting change management in order to achieve a successful outcome (Stewart & Furlan, 2004). Communication The best way to make all employees agree with new ideas is to communicate with them on a personal level. This means that leaders should develop and deliver communications. While talking to employees, leaders should take time to listen to what the employee has to say about organizational change and why they do not appreciate it. ...
The disadvantage is that it may take a lot of time especially where the process involves many people. This approach applies where the organization lacks information and analysis. Facilitation and support strategy Leadership is the next step after the planning process. This strategy is essential because employees and stakeholders need some direction to the right path into achieving key objectives in the organization.

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It involves factors in leadership buy-in that include conducting change contract workshops for employees and stakeholders. The new managing director and operations manager of the organization should develop a connection with all employees. The other factor is the development of leadership engagement and the orientation of change management to employees on the tasks required for a successful change and incredible outcomes. As leaders, the operations managers should try to connect with their employees as a team in order to achieve what the board requires as successful outcomes. Stone (2005) describes that leadership strategy also include assessing risks involved in the process and developing them, for example, avoiding people who refuse to adapt to change. This is crucial to the company because change means a new challenge in the organization and employees’ duties. Competency Building According to Lewis (2011), competency building is also necessary in giving the change participants and helping them perform required tasks according to the set key objectives in the organization. This involves establishing a training strategy and tools need to communicate change. The change initiators also need to assess both managerial and
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Summary

Strategies for Organizational Change The strategies for organizational change only occur after both employees and the Board in the organization change their attitude towards the new approach and system. Kerzner (2001) shows this is because organizational change can only occur after people’s attitudes have changed and new systems implemented, this also means that there is a need to eliminate or add some operations in the organization…
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