CHANGE MANAGEMENT PLAN

Change Management Plan

Change Management Plan

Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response (French, Bell & Zawacki, 2006). Managing change effectively, the need for change that can occur at any level in a business's structure, but the more levels involved in the change the more complex is the task of effectively managing the change. Change is more likely to be successful when managers categorize the need for adjusting, set achievable goals, create a culture of change and responsive to the form of change. Identifying the need for change; the most important reason for change in a business is because it is no longer compatible with its environment. Another reason change is needed is when the culture of the business is not directed at performance. Many businesses need to change because they have no clear strategy or direction for the future. Staying still & doing the same thing each year is a dangerous course of action when the environment is constantly changing. A business will decline as it gets out of sync with the environment. Sometimes there is a need to change because the business's managers redefine the relevant environment for the business. It is not only just changes in the external environment that can create the need to change what is done in the business. Redefining their environment, and the need to make changes compatible with the new environment, will become increasingly important for the many Australian businesses intending to move into international markets and become globally competitive.

One of the OD models that stand out as exemplars in the change management literature is the Kotter's eight-step model for transforming organization (Mento, Jones & Dirndorfer, 2002). Kotter developed the model after a study of over one hundred organizations that very in size and type (Mento et al). Kotter's model is best viewed as a vision for the change process and for avoiding major errors in the change process (Mento et al). The model calls attention to the key phases in change process. The Kotter's eight-phase model proposed as followed.

Establish a sense of urgency because opportunities or crisis demand a change now

Create a guiding team to form change agents with credibility, authority and skill to assist in the change process

Develop a change's vision and strategy

Clearly communicate the change vision

Empower the individuals involved in the change process by ...