Change Management

New consultants are hired to help Ordain Manufacturing in creating a processing for monitoring client’s Information that would Involve all workers to utilize the same client’s administration process. In part one of this project the consultants would require evaluation of the organization’s intranet site and verification of information. This process would help them in creating an improved administration plan which would consist of many components. For example, proposal of a plan to help execute changes during the upcoming year and clarification of the evaluation processes while insuring the modification plan Is completed.

In the second part of this project, the consultants will make a reference to a communication tactic for the proposed change and the effect that would potentially have on the organization. The consultants are to come up with a change management plan and a communication plan for Ordain Manufacturing. Section l: Change Management Plan Ordain Manufacturing is an organization that operates on a bureaucratic system. Separate divisions have managers who are reporting to higher up management. However, even these upper managers, eventually, would have to report to the resident and CEO of the organization, Dry.

Michael Ordain. The bureaucracy has a system in place that is similar to the matrix system. Ordain Manufacturing divisions consist of people who carry out specific Jobs and every division has its own informal systems, which are created by building working relations Jointly. Ordain Manufacturing inspires workers to report any problem or issue that they might have directly to their superior. This would encourage every worker to openly deal with the administration, work In a great environment where Interactions could be apparent and attitudes can be positive.

Worker behavior would improve greatly because of the open door policy and open interaction because they would be able to express their concerns. When workers feel encouraged to express themselves at liberty, it increases the commitment to the organization and job satisfaction. Even though Ordain Manufacturing needs to create new client administration process, it should continue to accept the matrix structure that Is currently in place. By creating a new client administration method It would enable everyone to assess the Information of all clients.

Retaining the existing matrix system would allow them to continue on improving team efforts to progress in the completion of the work that is expected of every division of the Ordain Manufacturing organization. Ordain Manufacturing is a plastics manufacturer with over 500 employees and it is headquartered San Jose (California), and has locations in Albany (Georgia), Pontiac (Michigan), and Hangout (China). Ordain Manufacturing products comprise plastic products, such as drink cans, custom-made components, as well as fan mechanisms.

Their major clientele are auto and plane component, bottle, and appliance manufacturers, as well as a Department of Defense. To ensure that Ordain Manufacturing delivers these products to their clients, they must implement outstanding and positive worker behavior. Worker’s behavior affects they work performance and their reaction to their work environment, their managers, and clients. Radian’s tradition comprises of fairness, self-confidence, commitment, Imaginative and team-work oriented vacations, day care assistance, as well as the employees compensation insurance.

Ordain appears to be a manufacturing organization that is trying to become a first choice for their customer as a plastic component provider. However, as many other organizations, Ordain Manufacturing could experience issues that would need to be addressed and modified. These issues could hinder the organization’s progress and improvement especially in today’s economy. For example, some workers are unable to deal with the changes and they could become reluctant to perform their Jobs.

Some employees are avoiding changes because of insufficient information on the changes that are being implemented, being taken out of their comfort zone, insecurity, personal views, Job security, peer pressure, as well as a lack of confidence. Even though the employees could show resistance to the change managers would help them to deal with the situation and assist them during the transition to ensure that the implemented change becomes efficient. Managers could implement the change by relying information clearly, by being open, recognizing employees concerns, and respecting the employees.

Managers should provide support by allowing them to have a face to face meeting in regards to the changes and explain the benefits of the changes by providing additional training. Also, managers must place the reluctant employees with others who are familiar with the changes that are being implemented. This would help the reluctant employees see that the changes would be worthwhile and beneficial to the organization and its advantages, as well as a possibility of their own Jobs to become easier. With any change in management systems we will be expecting some resistance as discussed earlier in our presentation.

Once the initiative to change is underway and in progress we will analyze the employees’ reaction to the interruption in their daily activates to identify areas that the employees may be having trouble integrating for the first 6 weeks. Allowing employees sufficient time to dissect and troubleshoot some of the unfamiliar process will give them the opportunity to challenge themselves for growth opportunities and additionally allowing them to develop noteworthy questions and concerns that will assist us to tailor the program to their individual needs.

Most major changes in initiatives used to improve profitability normally fail due to incorrect guidance and project mismanagement expertise, which we intend to improve with our 12 month program that we call “Rehab”. Following the first six weeks of introduction the unveiling of our 40 hours of seminars will commence, which will be used to inform employees of how the system is more beneficial to them, and how the Data Management, Business intelligence, and Data Warehousing will be significantly more applicable to the end-user, which will increase their productivity that will additionally benefit the organization’s bottom-line.

One key consideration that will be discussed with the employees is their drop in productivity during the first year of the Change Management implementation; we are fully aware that organizations don’t change – people change. Using our world renowned process takes time to fully be incorporated in the daily operations; we will be fully engaged onsite with our four member management team, who will be localized and embedded in your organization to assist all employees in-depth with this drop in performance for the duration of our contract.

With over 25 years successfully working with companies keep your business moving in a positive direction a while minimizing people risk. Prior to idea of making an improvement to our data management system we would upend on the accuracy of the employees, with the Data management system we will be able to track and monitor everything from Reconsidering, monitoring, situational monitoring, and performance monitor.

The improvements will allow us to do safe guard against violations of right by allowing access to documents externally, use data received to create lessons learned that we can use to train incoming staffers, build a better reputation for our stakeholders by giving them access to necessary information, and last but not least the ability form documents to be tampered will be drastically reduced. We are only looking at a successful change; the idea of failure is not foreseeable.

Section II: Communication Plan The form used to communicate a change to employees is Just as important as the change and message in itself. In this case, the appropriate channel of communicating the change to the employees is a meeting with a Powering presentation. The face to face communication will provide an opportunity for the employees to bring up concerns about the change and ask questions. The employees should be encouraged to be comfortable voicing their concerns. The Powering presentation can be resented in order for everyone to see the goals, plans, and details of the change.

These channels of communication will provide the employees with the information about the change while the person presenting it can offer reassurance and answers to questions. The group will have a visual to receive the message and the person who is presenting will be able to give face to face discussions regarding concerns and assurances. Potential barriers to communicating this change include the possibility of misinterpretation of some of the information presented, different point of view and expectations among the employees, and assumptions made by employees and presenter.