Change Management Plan Paper Case Study Example | Topics and Well Written Essays - 3000 words

Change Management Plan Paper - issue Study ExampleTechnology and innovative approaches to business argon the main priorities of this company. In order to bear on competitive and sustain its strong market position, CrysTel needs effective multifariousness models and leadership styles to buy at certain improvements and innovations.At the heart of the Management of Change as a subject is a series of claims more or less what causes change and what are the solutions for managing this change effectively. The claims of those who know what these solutions are can be simply and directly put, unless are sometimes more prevalent than they are specific about the definitions on which these claims rely (Eneroth and Larsson 5). organizational objectives devolving into departmental goals and then finally embodied in individual key tasks that assumes hierarchy and a imperious world governed by targeted work for individuals who contri preciselye to departmental targets. These departments wor k together to support the organizational objectives. pursuance Grant et al (2002) Effective change management is non just about the hard structural aspects of organizations, but also requires actions based on an in-depth appreciation of their cultural and human aspects (238).In CrysTel, Marketing and Sales departments engender from low productiveness and absenteeism, poor communication and lack of employee mentoring. Low motivation results in low productivity and high errors rates, poor morale and organizational culture. The difference lies in the active encouragement, which facilitates frankness about suspicions, attitudes and expectancies - not all of them positive. Beliefs that managers do not care are not exceptional in the organization. Opinions about tensity and workloads having increased and the belief that terms and conditions are applied inconsistently are the beginnings of an agenda change that managers leave alone need to address (Segriovanni and Glickman 98).CrysTe ls Marketing and Sales Departments need a strong leadership, effective conflict result and negotiation techniques. Goal orientation is measured as priority ratings on the organizations growth, yield, societal value, independence, and prestige. To assess values, managers are asked to identify the values in the corporate mission statement that they believe are brought into practice. If the department lacks communication and unity, it fails to perform effectively. The focal points of the organizational change are strategy and human resource management. The virgin strategy, designate vision, should be aimed to bring together expertise and improve the exchange of knowledge and expertise. This will imply brand-new working processes and a new organizational structure. Key players in the vision process are the general management, the management of the departments and the appointed manager. During the ensuing change process, every staff member should be involved in the definition of the core values and purposes (Wright and Kitay 271). The change can be defined as a change in core values and culture of the department. The new emphasis will be translated into desired new behavior. A central theme will be on positive and supportive atmosphere, mutual support and conflict management. Furthermore, as the organizational