Change Plans and Projects with an Organization Essay

Change Plans and Projects with an Organization - Essay ExampleThe first element that should be considered is whether the plan being explored forget bring more benefit than problems to the participation (Wands, 2001). This might bring outm a self-evident factor, but at times deviate plans take on an inertia of their own. Time should be taken to see whether the change is really worth it. The second element will be the influence that the changes will have on the employees of the company, from the lowest entry-level employee to the CEO. As already outlined, such influence is essential to consider. The third element will be to brainstorm possible problems that whitethorn occur on implementation and to have contingency plans in place to deal with them.Internal human elements that may force an organization to change are many and varied in nature. First, the retirement or new(prenominal) departure of leading personnel, such as the CEO, a long-term manager or other key personnel, may br ing about the rent for change. This forcing of change should in fact be seen as an opportunity for new ideas, systems and outlooks to be instituted within the company. Another internal element may be dissatisfaction expressed, either one after another or as a group, by a large proportion of the employees.External elements, like the internal, are many and... Other external factors may be the availability of workers, maybe locally, but perhaps on the other side of the world, that can offer outsourcing possibilities in order to reduce costs. Thus many IT operations can be handled by offshore, outsourcing options such as the numerous software companies in India. General changes in worker habits outside of the company, including Union activities, may as well as influence a company to change. As with the internal factors, the changes need should be seen as an opportunity rather than a weakness or necessity. Positive things may come out of apparently negative circumstances. The first ta sk of the leader will be to explain the change in as coherent and consonant a manner as possible. It is likely that many employees are largely technically illiterate and so a good degree of coaxing will need to be done. This explanation should not be conducted in a condescending or paternalistic manner, but rather as if the employees were equals within a team. Indeed, this is the way the leader should regard them anyway. Workers who are treated as drones have the natural tendency to act that way. Second, an excellent training program will need to be implemented that will enable all employees to become as efficient as possible on the new technology. One idea would be to have departmental leaders who are trained to train others on the technology. These should not be at the managerial level, but rather be undergo store-level employees who are trusted by the others. This way the employees can fail while learning and not feel the need to hide their failures or not explore the reasons wherefore they have failed. The training program will be developed at the corporate level, but implemented at the