Assignment 5: Change Management Plan
Running head: CHANGE MANAGEMENT 0
Change management
Eric Brown
Dr. Waldo
HRM 560
February 5, 2017
Google is the home to many popular online and internet services such as Gmail and it has managed to be the most popular search engine ever. The company that was started in 1996 by Larry Page and Sergey Brin attributes most of its success to the organizational structure, culture and HR policies of that have been installed in the organization. To be the best in business in this modern day and culture the role of human resource and management cannot be downplayed as it forms the backbone that will hold the company together (Fred, 2010).
Google has made moves in its management that been very integral in the achievement of success such as the elimination of the managerial hierarchies that existed before. What this meant for the Google’s engineers was more freedom to work that enhanced and supported creativity and innovation. In response to leaders and organizations wanting to transform the policies and organizations of their companies, Dr. Kotter came up an 8 step process of leading change.
The very first step towards bringing change in the organization is to create a sense of urgency. The urgency will bring forth innovation and participation of all other member s of the organization. Dialogues and meetings need to be held to communicate the need for change and better achievement within the organization. The conversations should be very honest and sincere where the leaders begin to motivate the employees of the possibilities of better and more success in the organization. According to Google, the organization should project and forecast the trends that are most probably going to take place within the information technology field. Information technology is a generally very competent and fat moving field of practice. Therefore, Google should identify and establish gaps that they should fill. Support should be gained from all stakeholders that inherent to the success to Google to support the initiatives to tap the new opportunities.
The second step of Dr. Kotter is the forming and powerful coalition. The employees and the team behind the execution of every project are very crucial to success or failure. Change can be hard but it is definitely rewarding. The leaders and managers have to be very effective in ensuring that all employees are on board and motivated as they begin the new tasks. Google can work on building the team in terms if training and equipping the people with necessary tool and expertise that they need to make the big difference within the company.
The third step according towards change management is the creation of vision for change. When the idea of change is brought to the table, it can spark off excitement and flows of ideas from all corners and from all employees. From the concepts that are being presented it is important to draw up a vision board by linking the ideas together to come up with a universal concept. Google Company after identification of an opportunity should be able to outline the core values that are necessary to effect the change.
Google should actually make a write up explaining the idea and share it with the necessary stakeholders so as to polish up on the idea and finalize it into action steps. The next step which is number four is the communication of the vision. The vision has to be something that is shared across the board so that everyone is one the same page and everyone is working towards the same goal. A major mistake that many organizations often make, is poor communication strategies to all the stakeholders and employees who will be affected by the change. Lack of communication brings about hesitance and friction when it comes to implication and realization of overall success of the organization (Fullan, 2011).
For Google to effectively communicate the vision they need to hold meetings and ensure that all members are on par with the new ideas and developments being made at every stage and process of the way. At this stage anxieties ad issues will be raised with the organizational and it is roper for them to be handled carefully and addressed for the benefit of all members. The leaders and mangers should ensure that they lead by example such that they are at the forefront of ensuring that everyone has grasped the ideas being communicate and they are much psyched u of the new change.
The fifth step according to Dr. Kopper is the removal of any obstacle that may hinder the realization of change within the organization. Obstacle may be in the form of resistant stakeholders, financial constraints, inadequate information and technology in the case of Google and sometimes lack of cooperation from all members of the team. Google incorporation need to identify the obstacles that are threatening their realization of success. The leaders need to take sure that all systems in lace are correct such job description, organizational structure, and compensation structures so as to prevent all manner of resistance from employees especially.
After identification and proper placement of structures, the obstacle particularly employees and leaders who are resisting change can be done away with since their contribution seems to be pulling the company away from success. Some people can be given a second chance by making them understand what really is required from them and trying to further understand their source of anxiety and fear. The sixth step towards change management by Dr. Kopper is creation of short term wins. Success is the greatest motivator ever and seeing is believing. Employees and leaders are most motivated when they see and realize that their efforts are bearing fruit even if it is in the simplest way possible. To be able to make the small wins, the company has to ensure that short term goals are set. Google Company needs to me the short term goals and ensure that an action plan has been designed on how to achieve the goals. Target will set the pace and once the goals are achieved one by one the team will be more than ecstatic to proceed with more goals.
Therefore, Goggle needs to ensure that the projects they have chosen can easily and sensibly be broken down into segments and short term goals that are achievable. The targets should be justifiable as investments within the company and pros and cons should be thoroughly thought about as part of the action place. After the short term wins have been achieved it is important that Google rewards and recognizes the teams that made the process possible. Rewarding is a source of motivation and good will is obtained from the employees once they realize that their efforts are necessary and recognized (Kumar, et al 2015).
Step 7 of the change process is to build on change. Dr. Kotter notes that early victory leads to premature excitement and celebration and some people become complacent and put no effort no more. Quick wins that have been realized in step six need to be built upon to enable the company have more achieves in the future. After the first and second win, more tracking and capacity building needs to be pursued to ensure that the final and eventual bug win has been achieved. A very common tendency is to relax and forget if the long journey ahead. Quality products and services need to be relayed is that was part of the process. Therefore, what Google needs to do is to analyze every win and establish the strengths and weaknesses if the project. Goals need to be reevaluated and build upon to ensure that success is continuous. The ideas that are flowing need to be very fresh.
The final step of change is anchoring the changing corporate culture. Due to all the new projects and ideas that have been implemented, the corporate culture must definitely be affected and therefore reinforcement is necessary to keep the change consistent. Google can do this by having talks about the progress made so far and create future plans for the company based on those plans. Integral team members and leaders to the success need to be recognized.
References
Fred C. Lunenburg. (2010) Approaches to Managing Organizational Change International Journal of Scholarly Academic Intellectual Diversity. Volume 12, Number 1.
Fullan, M. (2011). Change leader: Learning to do what matters most. New York, NY: Wiley
Kumar, S., Kumar, N., Deshmukh, V., & Adhish, V. S. (2015). Change management skills. Indian Journal of Community Medicine, 40(2), 85.