My goodness, the finish line is in sight! Your change efforts have paid off and you can see and feel your vision coming true. Now what? Can we sit back, relax, and just bask in the glory of an accompl

Running head: CHANGE MANAGEMENT

BUS Week 2

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Introduction

In order to experience the success of any change, it is good to establish the urgency, establishing the urgency makes individuals come up with the right personnel, right resources and scheduling to treat the change as a matter of urgency. This event refers to changing both the perception and general attribution of the change and makes all the team members except and see the need to adapt the new change. To realize this in McDonalds Company, the organization management team needs to establish a thorough team engagements' framework that gives the exact details of the change. A training plan must be put in place to ensure that the team players can operate as per the new requirement and adapt to the new technology. Additionally, it is very important to create a forum where all parties raise their concerns and gives back any necessary feedback (Hayes 2018).

In many occasion organizations fail to meet the urgency of any change largely because they don’t have the right team in place and fail to employ all necessary tactics towards achieving the expected results. With poor communication, poor personnel and lack of understanding the change will always be there to be challenged and face many of oppositions. So as to achieve the intended results therefore the change manager and initiating group will have to ensure that; There is effective communication By ensuring that there is effective communication all team members and stakeholders will be opened up to the reality. Detailed information about what will be expected out of the change will be shared between the members, members seeking clarification will be handled, and a change management framework discussed enhancing effectiveness. There is involvement (Small, Gist, Souza, Dalton, Magny-Normilus, & David, 2016).

All members must be in the whole process, by doing so each person will feel a part of the change, something which will help in shaping the mood and attitude towards the change. Change training and management mechanisms Upon making sure that all affected members understand what to expect and the importance of allowing the change to happen the change management team will be tasked with a responsibility to ensure that they educate the team players on how to work with the new system, how to update transaction records and how to search orders and geographical location of different customers, after establishing the training program it will also be necessary to come up with a follow up and management ways so as to ensure that the system functions as it is purposed to function (Ansoff, Kipley, Lewis, Helm-Stevens, & Ansoff 2018).

While accessing the need for change and how to initiate the change it is very important to establish the necessity of the change and the influence it will bring to the organization. In most cases a basic analysis is very critical in establishing the urgency of the change. If the determinants for the expected change remain to be the customers then the aspired change remains critical and must be treated as a priority. When considering changing technology system the need to establish the necessity and importance barely lays between the influences the technology will bring in changing and creating effectiveness and convenience during service delivery. McDonalds need such a change. The influence of the proposed technology system is to see increased productivity and effectiveness during service delivery, budget preparation and payroll management. Out of the need for change analysis conducted last week it was clear that the current system used by McDonalds was not effective and some point leads to order cancellation or delayed delivery (Doppelt 2017).Out of concerned consumers the issue has been raised in almost all the online sharing platforms requesting the company to come up with an alternative way to ensure that customers get what they expect on the right time (Hornstein, 2015). While referring to the concerns raised by some customers therefore it becomes important to adapt a technology which must ensure that all systems are effective and deliver the expected results. In an estimation the loss experience when one order is cancelled is valued at $20 this being because the system might have failed when the order was ready. Due to this very reason adapting new technology becomes a matter of urgency in this company. Observing customer complaints online and their reaction it is important to create a system that will accommodate and bridge the gap between the customers and the company. it is very important to realize that customers make a business and anything affecting them must be treated in urgency. For this one reason implementing the proposed change will help McDonalds in managing the customers and drawing them closer (Fernandez, & Rainey 2017).

The main focus for the proposed change is to improve effectiveness in service delivery, Increase time management and increase reliability. The system is intended to influence all aspects of the business something which will build the customer relationship. Likewise many organizations using the technology have been able to tap new opportunities and increase productivity and reliability. Investing in this technology therefore will be very important towards ensuring that all components of the business are well taken care of and are able to meet the accountability threshold. When introducing change it is very important to identify the introduction techniques which will be used in order to make the change effective and assimilate it to team members (Swinburn, Kraak, Rutter, Vandevijvere, Lobstein, Sacks, & Magnusson, R. 2015).

To make sure that the change is taken with high importance and as a priority it is therefore very critical to have the necessary persuasion design, create a change frame work and set the mood of all the team members. In order to grab the minds and attitude of key players. In the case of MacDonald it is clear that several orders have been cancelled or delayed due to power outrage which automatically made the current information system to lose all the information and customer details. Bringing up these challenges to the light of the management makes them see the need to shift to the proposed system which will be integrated with all the necessary control mechanisms to ensure effectiveness and efficiency. This will be possible if the change management team opts to be flexible, listening, and assertive, build trust within team members, and work for reliability through consistency and focusing on the results and actions. It is very important to appreciate the fact that change is inevitable and the management team needs to come up with ways to manage the right attitude towards any proposed change and avoid negativity and low participation throughout the process. Change is good and introduces new opportunities accepting it reduces some of the challenges we face daily and eliminates some risks (Putra, Ramdani, & Rokhmawati 2017, November).

References

Ansoff, Kipley, Lewis, Helm-Stevens, & Ansoff, (2018). Implanting strategic management. Springer.

Doppelt, (2017). Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.

Hayes (2018). The theory and practice of change management. Palgrave.

Hornstein, (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.

Fernandez, & Rainey, (2017). Managing successful organizational change in the public sector. In Debating Public Administration (pp. 7-26). Routledge.

Putra, Ramdani, & Rokhmawati, (2017, November). Development of WEB-GIS based customer complaint management information system (Case study: McDonald's outlet of Watu Gong branch, Malang). In 2017 International Symposium on Geoinformatics (ISyG) (pp. 48-54). IEEE.

Swinburn, Kraak, Rutter, Vandevijvere, Lobstein, Sacks, & Magnusson, R. (2015). Strengthening of accountability systems to create healthy food environments and reduce global obesity. The Lancet, 385(9986), 2534-2545.

Small, Gist, Souza, Dalton, Magny-Normilus, & David, (2016). Using Kotter's change model for implementing bedside handoff: a quality improvement project. Journal of nursing care quality, 31(4), 304-309.