Change Plans and Projects with an Organization Essay

neuter Plans and Projects with an Organization - Essay ExampleThe first element that should be considered is whether the plan being explored will need more benefit than problems to the company (Wands, 2001). This might seem a self-evident detailor, except at clock change plans take on an inertia of their own. Time should be taken to see whether the change is in reality worth it. The second element will be the influence that the changes will have on the employees of the company, from the concluding entry-level employee to the CEO. As already outlined, such influence is essential to consider. The third element will be to insight possible problems that whitethorn occur on implementation and to have contingency plans in place to reckon with them.Internal human elements that may force an organization to change are many and varied in nature. First, the retirement or other departure of leading personnel, such as the CEO, a long-term coach-and-four or other key personnel, may bring about the need for change. This forcing of change should in fact be seen as an opportunity for new ideas, systems and outlooks to be instituted within the company. Another internal element may be dissatisfaction expressed, either individually or as a group, by a large rest of the employees.External elements, like the internal, are many and... Other external factors may be the availability of workers, mayhap locally, but perhaps on the other side of the world, that can offer outsourcing possibilities in order to bring down costs. Thus many IT operations can be handled by offshore, outsourcing options such as the numerous software product companies in India. General changes in worker habits outside of the company, including Union activities, may also influence a company to change. As with the internal factors, the changes need should be seen as an opportunity rather than a impuissance or necessity. Positive things may come out of apparently negative circumstances. The first task of the attractor will be to explain the change in as coherent and sympathetic a way of life as possible. It is likely that many employees are largely technically illiterate and so a hefty degree of coaxing will need to be done. This explanation should not be conducted in a condescending or paternalistic manner, but rather as if the employees were equals within a team. Indeed, this is the way the leader should regard them anyway. Workers who are treated as drones have the natural tendency to act that way. Second, an excellent tuition program will need to be implemented that will enable all employees to become as efficient as possible on the new technology. One idea would be to have departmental leaders who are trained to train others on the technology. These should not be at the managerial level, but rather be experienced store-level employees who are trusted by the others. This way the employees can fail while skill and not feel the need to hide their failures or not explore the reasons why they have failed. The facts of life program will be developed at the corporate level, but implemented at the