Develop Change Management Strategy

Question: Discuss about the Develop Change Management Strategy. Answer: Introduction Change management strategy is implementing some changes in the strategy of the organization so to make the working of origination effective. It describes ways of working of organization need to be done such as changes in strategy of supply chain management, management of inventory (Monahan, Murphy, and Johnson, 2016). Cost Benefit Analysis According to strategy Katzenbach centre survey the success in change in management strategy are at 54% which is very low. If the change proves to be wrong it can lead to high cost not only in finance but also in operations, morale of the organization members and resources (Aguirre, and Alpern, 2014). Risk Analysis For minimizing the impact of risk in the implementation of organizational strategy, low risk adverse plan should be considered. The organization faces risk in case of non effective implementation of organization change in the management strategy as that can lead to high occurrence of costs on the part of employees as well as organization. The organization faces risk such as: non availability of resources, employees are not well trained; project has failed to accomplish expected results, occurrence of some an uncertainty due to which project has been abandoned (Global knowledge training LLC, 2011). Barriers to Change Barriers in change in management strategy can lead to gap in expected and actual performances. If there are more gaps between the expected and actual performances, then it can lead to negative impact on production activity of the organization. The barriers in change in management strategy can be said in: lack of involvement by employees: this is when the employees of the organization have fear of change, lack of desire to adopt new policies. Lack of effective communication strategy: in some organization, there is not any effective chain of communication followed. In such organization there are no involvements from the employees side. A bad culture: if planning team which has made planning for effective change in management strategy, fails to measure the intuition and feelings of the organizations employees. It is considered as barrier in change management because planning department considers only job responsibilities, work area responsibility, resource allocation. Hence to not consider employees views lead to non effective implementation of change management strategy. Unknown current stage: sometimes management fails to analyze the current situation of management due to which, it is very difficult for the management to form an effective change management strategy (Rick, 2016). Document mitigation Strategies Mitigation strategy is evaluation of threats, detriment and hazards that can make some negative effect in the performances of the project. Due to uncertainty in future, the affect of threats and hazards on the organization performance cannot be eliminated; hence the main objective behind forming mitigation strategy is to reduce the affect of these threats and barriers to some extent. This is done to take proper action before occurrence of any damage in the organization. In mitigation document the risk and disaster factors are categorized between most likely, likely and unlikely factors. This is done so to make according planning strategies so to mitigate the level of risk in the organization (Gundlach, 2011). Change management Project Plan Change in management project plan describes about changes that need to be processed monitored controlled and to be accepted by the management. It describes about changes that need to implement due to changes in management strategies. A change in management project plan cannot be found without proper evaluation and approval from project team, project manager, project sponsor, customer, and project stakeholders (Peiterse, Caniels, and Homan, 2012). From whom Permission need to be Taken for Change in management Process To change in project plan, management need to follow a specific procedure, that is all the evaluations and recommendations for change is send to project sponsor, executive sponsor. Besides this to change in the project plan, employees need to consult with the project manager. After doing analysis by the project managers assign a number to the change. At last the project evaluation report and recommendations are sent to control board. Hence it is said that permission need to be taken from all these members to implement management organizational change (Hornstein, 2015). Needed Resource and Gaining Information from Relevant managers For change in management plan, the management needs resources like assessing the need to change, current and future effect if the change is implemented and if not implemented. The management needs to document these changes for better analysis. After this, the management needs to develop an implementation as well as communication plan. The roles and responsibility also need to be defined for change and measures that how would be the change measured. To gain information regarding change in the management plan, stakeholders need to request for change to project manager. After this, the project manager mentions the required change in the log register. A preliminary analysis is done to find out the impact of change in terms of cost, risk, clarification from organization members. After analysis, a request is made to control board by the project manager. Then the board evaluates and decides that whether to implement such change or not in the organization. If the organization change in manag ement plan is approved then the project manager updates the baseline of project (Stare, 2010). Conclusion By analyzing the essay on change in management strategy, it can be said if management can overcome the barriers of change in strategy of management it would be easy for the management to effectively manage the change and for employees as it would be easy to implement such changes and get the desired results. References Aguirre, S and Alpern, M,. (2014) Strategy + business, 10 Principles of leading change management. Retrieved on 9th March, 2017 from https://www.strategy-business.com/article/00255?gko=9d35b Global knowledge training LLC,. (2011) Understanding and managing the risk of change. Retrieved on 9th March, 2017 from https://www.globalknowledge.nl/content/files/documents/White-Papers/Business-Skills-White-Paper-Risk-of-Change Gundlach, M,. (2011) Risk mitigation strategies and risk mitigation plan. Retrieved on 9th March, 2017 from https://www.brighthubpm.com/risk-management/47934-risk-mitigation-strategies-and-risk-mitigation-plan/ Hornstein, H, A,. (2015) The integration of project management and organizational change management is now a necessity, International journal of project management Vol 33 Monahan, K,. Murphy, T Johnson, M,. (2016) Deloitte university press, Humanizing change: Developing more effective change management strategies. Retrieved on 9th March, 2017 from https://dupress.deloitte.com/dup-us-en/deloitte-review/issue-19/developing-more-effective-change-management-strategies.html Peiterse, J, H,. Caniels, M, C, J and Homan, T,. (2012) Professional discourses and resistance to change, Journal of organizational change management emerald article: Professional discourses and resistance to change. Pp (798-818) Rick, T,. (2016) Meliorate, Barriers to organizational change. Retrieved on 9th March, 2017 from https://www.torbenrick.eu/blog/change-management/barriers-to-organizational-change/ Stare, A,. (2010) Comprehensive management of project changes, Economic and business review, Vol 12(3) pp (195-210)