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Change Management Plan Paper and Defense
Introduction
CrysTel is a telecommunications company providing products, which include data cables,
wireless solutions, and network development. Like most companies in the industry,
CrysTel is confronted with much competition and is constantly challenged to remain
innovative. Although the company has enjoyed much success, CrysTel also realized the
need for change. No matter the extent of the change being implemented, change is never
easy as there are many factors and personalities to consider. Nevertheless, change is vital
to today business environment. If a company seeks to expand and compete globally, the
company needs to analyze and adopt the best overall plan for change on an enterprise
level. In addition, the company needs to consider a reliable change management plan that
will address and help to overcome workplace resistance when employees are presented
with a new way of doing things. Before the company can incorporate such changes, it is
best to examine all facets of the business to determine what is most appropriate. In the case
of CrysTel, the company must develop a successful change management plan that aims to
attain three distinct goals: optimize flexibility, promote innovation, and sustain change.
This paper will briefly summarize four key areas that leaders and managers must
understand in order to successfully make a change. This paper will discuss CrysTel need to
develop a corporate culture that can support constant change. The paper will present the
implications of organizational change and associated impact on employee behavior. Next,
the paper will confer the proposed change model and the potential impact that human
variables and resistance to change will have on the process. Furthermore, the paper will
describe the recommendations made to monitor and measure progress relative to the
proposed leadership style and strategies. Finally, the paper will analyze three future
leadership challenges that CrysTel might face in the next decade.
The Major Implications of Change at CrysTel
Change is never an easy task but CrysTel realizes that in order to compete globally and be
considered as a leading force in the industry, it must exhaust all its resources and talents to
remain innovative. Also, CrysTel realizes the need to thoroughly assess the company
behavioral parameters such as leadership, communication, and motivation. In most cases,
employees resist changes as they have been accustomed to doing things in a particular
manner. The company is then challenged to motivate its employees to buy into and support
the changes. This is very important because in order for the implemented change to be
successful, the leaders and managers must ensure all members of the organization are
aligned to the mission and vision statement. CrysTel organizational hierarchy consists of
several departments, each of which has its own strengths and weaknesses. The company is
challenged with bringing these departments together as some departments lack effective
communication. For instance, CrysTel marketing department is weak in communication,
does not empower its teams, has been unsuccessful in leading by example, and has failed
to develop its less experienced workers. Similarly, the sales and delivery department does
not subscribe to a participative leadership style, rarely engages in risk-taking and in
mentoring its teams, and is not proactive in the conflict resolution process. These two
departments are expected to put up the most resistance to change. According to Kinicki &
Kreitner, "Resistance can be as subtle as passive resignation and as overt as deliberate
sabotage. Managers need to learn to recognize the manifestations of resistance both in
themselves and in others if they want to be more effective in creating and supporting
change"“ (2005).
According to the simulation, the marketing department does not have defined job roles and
specific performance objectives. Also, there is a lack of training and mentoring in this
department, thus resulting in poor performance. Without effective emphasis on group
thinking and working towards a goal as a team, employees succumb to work towards
individual goals rather than focusing on team efforts. Considering individual goals is
important but to be an effective department, team goals must also be considered as this has
much impact not just on the department but for the organization as a whole. This will
foster a positive and productive working climate. With this, it is highly likely that
employees attain job satisfaction, thereby, improved job performance. In fact, there is a
positive relationship between job satisfaction and job performance as "happy workers
make more productive workers"“ (McShane & Von Glinow, 2004). Additionally, along
with the job satisfaction-performance relationship, there is a strong correlation between job
satisfaction and customer satisfaction"“ (McShane, 2004).
Although the human resources department displays effective communication, establishing
open communication and providing a continuous feedback system, the marketing
department however, suffers most from performance feedback at CrysTel. They do not
have a strong mentoring process in place and there is an issue with delegating
responsibilities. "Because feedback is intimately related to the goal-setting process, it
involves the same behavioral outcomes: direction, effort, and persistence"“ (Kinicki &
Kreitner, 2005).
While the technology development personnel are encouraged to approach a conflict
resolution committee to address unresolved conflicts, the sales and delivery department are
only allowed to address conflicts or issues during the semi-annual performance review.
Hence, this results in a lower score than the other departments in this area on the climate
survey. Because this department fails to clearly define roles and responsibilities, they
confront overlapping efforts. Inadequate communication and teamwork make conflict
resolution difficult. This is an integral part of any business as "Problem solving is the only
style that represents a purely win*ƒ²*ƒ"€šwin orientation"“ (McShane & Von Glinow,
