The purpose of this assignment is to finalize an internal business proposal that outlines how you will implement the solution to the problem you have identified in your organization. Throughout the co

Module Six Assignment 1

According to the proposed strategies for the teamwork management strategies and establishment of clear norms for the accountability of the managers, the best change model for this will be Kotter's Change Management Model. For employees in the organization, they do not take change to be positive though staffs are important during the implementation of change within an organization. Following Kotter’s Change Management model, it is important in assisting the organization to implement change. For the first 3 steps of this model, they are on the creation of the right environment for the change, from step four to six links change to organization while the remaining two steps aim towards implementing as well as consolidating change. By using the model, you will have to: creating the sense of urgency, then have a controlling coalition, come up with the vision, communicating a vision, removing the obstacles, creating the short term win, consolidate improvement as well as anchoring change(Kotter,1995). Through the adoption of this model, it will assist the employees to adopt the change and embrace it since they will be aware of what is required of them.

Employees who are engaged have got a sense of energy as well as some effective connections with the work undertakings together with seeing themselves as being in a positon of dealing with the demands for their jobs (Schaufeli and Bakker, 2004). Ensuring this takes place then employee buy-in is important. For the managers, they do love the change but employees fear it hence in this case for them to buy in one will consider the following: laying out a clear vision, making sure the tasks one assigns to them are concerning their strengths, staying connected to make sure everyone is aware of the mission that they are working towards, being aggressive in addressing cases where one encounters resistance and being prepared to change the change. Through these steps, one will be able to address the problem by using the solution which has been provided.

To be able to implement the solution within the organization some resources are vital in this case where there will be a requirement for funds for paying the trainers and others experts involved. There will also be a need to purchase laptops and projectors that will be used during the training exercises. To encourage the employees who are taking part in the exercise they will have to receive a stipend for their lunch and transport.

When you are implementing change in the organization, you should always be expectant of resistance. The employees might resist due to the fear of losing their jobs among other issues within the organization. In addressing the resistance to change the following steps can be adapted: First is creating a personal rapport where you ask individuals open-ended questions to be able to understand where the resistance emanates from; Limit your time for speaking for not more than 25% of the conversation which will allow you time to listen; Establish what is expected from the employees and how they are going to be evaluated; realize where the resistance is coming from and acknowledge it; explain the change from targets point of reference, after agreeing on the why focus on what can be done to work it out; identify the nonsupporters and involve them in the key roles and finally create win-win situations which will make everybody involved satisfied.

References

Kotter, P. (1995). Leading Change: Why Transformation Efforts Fail. Harvard Business Review OnPoint (March-April), 1-10.

Kotter, P. and Cohen, S. (2002). The Heart of Change: Real-life Stories of How People Change Their Organizations. Harvard Business Press.

Schaufeli, B., & Bakker, A., (2004). Utrecht work engagement scale: Preliminary

manual. Utrecht university, 3-60.