Change Management and Communication Plan Essay

Riordan Manufacturing has opinionated to make a channelize to partys node counselling musical arrangement. The phoner does not certainly bind any(prenominal) perfunctory scheme for managing their guest training and has traditionally left this up to individual employees. This new system go away train all employees to use one customer anxiety system. Your police squad is now deviseing(a) to help Riordan employ this plotted change. Your team must do the pursual in your role as consultants Review the intranet set for Riordan Manufacturing including Human mental imagerys Organizational Charts, Employee Files, etc., and Sales & merchandise Marketing Information Systems. Create a change guidance plan and chat plan of 1,050- to 1,400-words. Your plan should include the inside knowledge from section I and section II outlined down the stairs.Section I commute counselling Plan site the current formal and informal power bodily constructions in the organizati on. How might the power and political social system of the organization happen upon employee behavior? notice the most appropriate and effective organisational organises for Riordan Manufacturing that will help them accomplish their planned changes.Section I Change Management PlanRiordan Manufacturing formal leaders lie down of the chief executive director, presidents, vice-presidents, graduate(prenominal)-level managers, middle-level managers and dependent managers. Each person is responsible for implementing changes that will eudaimonia the structural system for the telephoner. tally to the organisational charts, the organization is sepa putd by assorted parts into functional aras. According to the organizational charts, the organization is separated by various departments into functional beas. For example, in the Human imagination they ar responsible for benefits, form _or_ system of government and procedures, capriole classification, annual reviews and survey events just to forebode most of the functions inwardly the Human Resource Department.Informal leaders have non-official positions like secretaries, maintenance people, auditors and others who are less primal however carry out the visual sense and mission of the company. A gatekeeper does not hold a position of authority, just now they usually work closely with the formal leaders of the company. The power and political structure of the organization whitethorn frustrate employees when decisions are made that are unclear or not go pastdand lose vision or reasoning behind the decisions. The system relies on clear and concise converse at all times. It is important that chief executive officer is given accurate information at all times.Riordan Manufacturing sight around problems with their employees such as an inability to trigger off employees and how to reduce the heights turnover rate within the company. This was discover with the Riordan humans resources department structure which does not award employee empowerment and as a result is delaying say-so growth due to the sickish profits, and simplification in sales. The human resources department postulates to revisit some of their decisions to durability their portion of the structure and better the company for the future. The high turnover rate has caused lack of employee motivation, low morale and with pay levels below their competitorsstandards there is lack of structure in the performance review process within the entire company. These issues heap be correct by creating a coaching, feedback process, and planning course development programs by either creating or improving their current performance punish systems.Riordan Manufacturing has selected a structure that will hold all employees to use one customer management system. In doing so, Riordan has adopted a structure that closely resembles a bureaucratic nature. Standardization is the key concept in manufacturing. The formal leade rs within the Riordan Manufacturing are each responsible for implementing changes that will benefit the structural system for the company. Organizations structures can have significant effects on its members. potence effects of a bureaucratic structure on employee behavior are attributed to its formalized, mechanistic model where fairness in policy and procedures is a large indicator of subscriber line satisfaction. The bureaucratic environment in which Riordan Manufacturing adopts high levels of work specialization contributes to higher levels of productivity, but may sacrifice in areas of cut job satisfaction.This could be connected to the high turnover rate at Riordan in addition to the low pay levels when compared to akin markets. Management needs to visualise the organizational structure and its effects on employees on an individual basis. In a bureaucratic environment management may call for looking into characteristics of employees that help determine their electromotiv e force in working in such a structure and train employees through coaching and training to help them lodge to the vision Riordan management would expect from its employees, employing those that that favor routine and security of specialized jobs may perform better in a manufacturing organization like Riordan. Riordan Manufacturing culture can be described in a descriptive term. The current structure and management operations would like to reverse some of the current trends in the workplace that affect its organizational culture. Recent discoveries have exposed problems influencing culture at Riordan such as levels of motivation and tenure at the company.It was discovered that Riordan human resources department structure does not allow employee empowerment and are delaying potential growth because of the unbalanced profits and reduction in sales. The new system aspires to have a new culture where management motivates its employees through a proceeds system and competitive pay, where workers find management approachable with ideas to make better work processes, spot following the idea that helping to implement change will benefit the structural system of the company. Riordan human resources department reassessment of its structure can positively impact Riordans overall organizational culture by focusing on pay and its inducement packages.Management at Riordan can consider news ways in which to improve its culture. Ideally, upper management would encourage mid-level management to allow feedback from employees to improve work processes while still following the chain of operate to create improvement. Though there are more stringent rules in a manufacturing plant, Riordan management wants to instill its trust in its workers, making them feel they are certain(p) and that their individual judgment is supported. The new operations at Riordan involve team work that encourages positive interaction, collaboration, goal setting, and a reward system that supports its desires for improved culture at Riordan Manufacturing. Recommend a strategy to implement the changes over the next 12 months. retrace how you will evaluate the success or failure of the planned change.Section II Communication PlanCreate a Communication Plan for the proposed change covered in the Change Management Plan. In the Communication Plan, complete the following lease the most appropriate channels to communicate the change to the employees, and explain why you selected these channels. find out the potential barriers to effective communication and strategies for overcoming the barriers. breach a message for one of the selected communication channels. In the message, complete the following Identify those areas affected by the change. Establish the need for the change. Create a sense of prodding around the change. Outline next go in the change process.