Mba 687 (6-1)

Essay Instructions:

MBA 687 Milestone Two Guidelines and Rubric Scenario Congratulations! As an HR consultant hired to resolve issues of communication and employee disengagement at the U.S. branch of the Singaporean software solutions organization, you impressed the leadership team. You submitted a change readiness report as Milestone One and highlighted the importance of stakeholders and change implementers. The VP and the management team also appreciated your proactive presentation on employee engagement. Next, you submitted a report on the various change management models and justified your recommendation of one of those models. With each of these submissions, you prepared the VP and the leadership team for your recommended change management plan. It is now time for you to deliver the change management plan to the VP. This document is a significant component of the change management kit you are creating because it outlines individual and organizational activities that require change implementation. Through the change management plan, you will identify stakeholders of significance, outline strategic goals, and recommend steps and strategies to implement the organizational changes required. Prompt Create a report to cover the pre-implementation and implementation phases of the change management plan in the course scenario. Refer to the Case for Change Guide to ensure relevant organizational data is considered. Specifically, you must address the following rubric criteria: Identify two key stakeholders or sponsor roles for the change process from the Singapore headquarters and the U.S. branch. Refer to the Leaders’ Self-Evaluations document for additional context. Discuss the significance of each stakeholder’s role in gaining buy-in, acceptance, and support for change across departments. How can each stakeholder improve the change initiatives’ likelihood of success (for example, by acting as opinion leaders, connectors, counselors, and journalists)? Identify strategic goals that align with the change management plan and provide rationale. Consider the following in your response: Refer to the Vision, Mission, and Strategic Goals; U.S. Branch Overview; and Leaders’ Self-Evaluations. Ensure there is alignment with the change management plan and the strategic goals of the organization (Singaporean headquarters and U.S. branch). Research emerging trends that could influence employees of the U.S. branch. Explain how improvements to organizational systems can ensure successful and sustained behavioral change. Refer to the Exit Interviews to identify the areas of change. What are the processes, procedures, or policies that need improvement? How will these improvements impact the behavioral change of employees at the U.S. branch? Recommend at least two enhancement strategies for team collaboration. Refer to the Exit Interviews and Leaders’ Self Evaluations to identify the problems of team collaboration. What are the reasons for lack of collaboration between team members across both locations of the organization? How can an individual performer become a team player to improve team collaboration? How should leadership behavior change to build trust? Determine a change management model that can be used at the U.S. branch and provide justification. Based on your evaluation of the challenges that the U.S. branch is currently facing, choose from the following change management models: Kotter’s change management model, Lewin’s change management model, or ADKAR change management model How would you use this model at the U.S. branch? Describe the steps needed to implement the change management model at the U.S. branch. Support your response with research. How would you mitigate and remove any roadblocks in the change management process? What are your plans to deal with the impact of planned and/or unplanned changes and any contingencies? What milestones need to be accomplished for change implementation to succeed? How would you measure the success of your change management plan? What to Submit Submit your report as a 7- to 9-page Word document with 12-point Times New Roman font, double spacing, and one-inch margins. Sources should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information on citations.

Essay Sample Content Preview:

MBA 687 Milestone Two Guidelines and Rubric Name Institutional Affiliation Instructor Course Date MBA 687 Milestone Two Guidelines and Rubric Introduction Change is inevitable in the present-day, ever-changing business environment. Metz (2021) notes the need for organizations to understand trends that influence their operations and determine how to plan for change management. In the US branch, getting the stakeholders to buy in is critical as they support different operations that will take place. In addition, there should be a contingency plan to manage expected and unexpected changes. During the changes, team management is essential. Due to the time difference between the US and Singaporean branches, planning on time and effective communication would be necessary to reduce any issues that may demotivate the team and cause change resistance. Kotter's Change Management will oversee the change process by providing a systematic guide within the US branch. The pre-implementation and implementation phases require understanding different stakeholders and their roles, aligning the change process with the organizational goals, mission, and vision, and determining the processes needed to change to oversee successful change. Key Stakeholders or Sponsor Roles for the Change Process The Singapore department's CEO and human resources (HR) manager will be the key stakeholders to facilitate the change. The CEO of the Singapore headquarters heavily influences the organization's aims and direction. Getting their support is essential to coordinating the US branch's efforts with the organization's overarching objectives. The HR Head is crucial in promoting change initiatives and guaranteeing appropriate communication and assistance for staff members throughout the shift (Khaw et al., 2023). The key stakeholders in the US branch will be the general manager and department manager. The general manager heads the US branch and plays a significant role in effecting the change in the local area. The department managers' involvement and active contribution are critical for the project's successful completion. These managers supervise the groups and activities in their departments (Griffin et al., 2020). They can catalyse change in their sphere of influence and broker communication between management and workers. The Significance of Each Stakeholder’s Role in Gaining Buy-In Each stakeholder’s role is vital when garnering buy-in, acceptance, and support for change across departments. The CEO and general manager can positively affect their employees’ perceptions about the needed change. The Head of Human Resources and Department Managers serve as connectors, promoting contact between leadership and frontline staff, which in turn helps to develop acceptance and support (Errida & Lotfi, 2021). These stakeholders ensure that the correct information is delivered to the employees so that they understand the importance of the change. Each stakeholder significantly influences the outcome of the projects. The significant functions linked to a successful change process are encouraging smooth communication lines and ensuring that stakeholders are always provided with up-to-date information. These two improvement measures keep stakeholders up-to-date and involved. Metz (2021) asserts that involving stakeholders in decision-making processes and soliciting feedback can ensure the development of a spirit of ownership and commitment among them. Furthermore, providing employees with training and support improves their abilities and knowledge to successfully lead the change, in addition to actively participating and contributing during the implementation phase of change management. Strategic Goals That Align with the Change Management Plan Aligning the suggested changes with the Singaporean headquarters’ and US office’s significant organizational objectives is crucial to developing a comprehensive change management plan. These objectives will be to raise employee satisfaction and engagement levels, establish clear lines of communication and openness, support cooperation and teamwork between departments and locations, and promote innovation to keep up with the changing market trends (Khaw et al., 2023). The other objective is to effectively utilize available resources to achieve the change. Strategic Goal Alignment To effectively support the change management strategy, the planned initiatives should match the mission, vision, and strategic goals of the Singaporean headquarters and US branch. According to Griffin et al. (2020), aligning the plan with the needs and challenges of the US Office allows for the creation of a consistent and coordinated approach that addresses the US branch's demands and problems while contributing to organizational goals. Whether through increasing employee engagement, improving communication, cross-departmental collaboration, or considering the industry's offerings, every initiative will be evaluated to accomplish the organizational objectives. Alignment is critical for change initiatives and indicates the organization's focus on overall success and sustained development. Emerging Trends That Could Influence Employees of the U.S. Branch According to Errida and Lotfi (2021), technology and work-life balance changes bring greater prominence to remote work and flexible work arrangements. These trends will include how US branch employees prefer to complete their work and their work satisfaction levels. The workplace diversity, equity, and inclusion (DEI) initiatives gaining momentum are transforming employee expectations and the company's culture...

Updated on June 30, 2024

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