1. Think about your time as a supermarket employee. Reflecting on the organisation, or hypothetical scenario, you are required to develop a change plan
which addresses how the organisation would response to a sudden lockdown in early 2021 or any
future lockdown that may be needed.
2. You may have a great change idea, ranging from a small system change request, to reorganising a
flow of work, or even creating some templates for all to use as part of adopting to the external forces
for change that are mainly caused by COVID-19 and its consequences. You are sure it is going to
yield great benefits for the organisation in the new normal post pandemic and you are ready to make
it happen. But how challenging will the change management process be?
3. Your proposed change plan should be based on a Change Processes model and consider the various
issues and potential barriers that you (as a change manager) would face when planning and
implementing your proposed change/s. Importantly, your change intervention strategies should
acknowledge the factors which are critical for successful implementation of organisational change for
sustainability.
4. You need to incorporate at least 5 current resources post 2015 includand at least one periodocals. Other
sources can be used once you satisfied the 5 current resources. In total, 10 references are required.
5. In developing the Change Plan proposal for the chosen organisation, you need to consider the
following from the Change Agents perspective:
Problem/Gap
What is the context for the change?
Specifically, what problem needs to be resolved.
What are the implications of not resolving the problem?
Change Model
What Process model did you select? What are its key elements?
Why did you choose a Process change model?
What are the implications of using this model for your change process?
Change Interventions
Identify change elements such as structures, processes, resources, time frames, and
performance measures
What type of change is planned and what are the key elements in your change plan (e.g.
specific work groups, technology, structure, downsizing, culture, and learning and
development)?
What support structures are needed (e.g. change champions and trained users who can
support staff in the workplace)?
How will you evaluate the success of your interventions?
Stakeholder Analysis
Identify the key stakeholders and their needs, e.g. management, unions, staff, and other
work units.
What gains and losses apply to each of the key stakeholders/groups as part of the change
process and how might they respond?
Analyse their expected resistance to the change (who, when, why, how, etc.)
Discuss the global implications for your organisation.
Ethical, social and sustainability issues/impacts
Identify any ethical dilemmas.
How does the change contribute to the profitability and longevity of the organisation?
Are there environmental issues that need to be addressed as a result of the change implementation?
Please place in the strucutre as attached 🙂
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