write some more information about the company in the background of the organisation

hi the attached picture is having the assignment requirements and the assignment i finish is attached there is some small point to be added to it 1-write some more information about the company in the background of the organisation 2-in the scope of change why & what& how the change happened in the organization 3-who executed the change & add the 6 images thats used by a manager while making the change 4- in factors that lead to change write the 8 steps 5-who are affected by the change add more details to it
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MUSCAT COLLEGE
Al Hajiry Trading LLC
Subject Name : Change Management
Subject Code: BPP3113
Student’s Name : Mohammed / Waleed
Lecturer: Mr. Issa
Date Of Submission : 24/12/2017
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Table of Contents
Part A: SUMMARY OF THE ISSUE
3
Background of the organization
3
Scope of the change
4
Who executed the change?
5
Who are affected by the change?
5
Part B: Comments and Critics
Factors that lead to the change
6
Change being implemented
7
Steps involved in managing change
Barriers occurred during the transition to change
Was the change successful
9
10
The best way to sustain the implemented change
9
How to improve the change management executive by the organization
9
References
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2
Part A: SUMMARY OF THE ISSUE
Background of the organization:
Al Hajiry Trading Company was established in 2004 as a part of the Oman-based conglomerate.
Havin worked and carried out numerous projects across the nation, the ISO certified company is
considered as among the foremost construction companies in Oman. Since its inception, the
company has been pro-actively-engaged in making numerous investments in order to improving
the infrastructural facilities in the region and hence helps to increasing and enhancing client
satisfaction in the region. Through specializing in various commercial projects, residential and
industrial buildings, the company has company has been working in both government as well as
private sectors. It provides a wide spectrum of services that pertain to the construction industry
right from building to designing services, electro mechanical works, firefighting and data system
installation.
In addition, the company’s core expertise includes warehousing, material management,
inspection, maintenance of operations, and field administration. Having a core mission and
vision to providing best products at the most competitive price, the company has a team of
skilled technicians, engineers and workers who are supported by its effectiveness infrastructure
of machinery, plants and transportation.
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Scope of the change:
In essence, it is important to note that establishing scope for change and work definition in
organization management helps to enable the practitioners to be more successful and work
effectively with other staffs in the organization. Scope of change is crucial for its helps to ensure
certain activities fall under certain change management umbrella and that every activity in the
organization parallel with the change management (Hallgarten, 2016).
There are various benefits of establishing scope of change including:
a) It ensures that all key elements are fully addressed
b) Helps to divide works and avoid overlap between disciplines
c) It shows relationships between existing approaches and techniques
d) It defines the competencies and skills to performing work with effectiveness
Furthermore, with the scope of change, it becomes easy for the workers to performing their work
for they believe that they are responsible for their job performance. Understanding the
boundaries and scope of change helps to enable both functions to working effectively together
and hence avoid overlaps of activities that may cause conflicts. In addition, scope of change
enables separation of solution designs, development and implementation from actions require to
managing the people side and technical side of the solution’s deployment (Hallgarten, 2016).
Recognizing that change is needed:
The aim of change reorganization is to identify the external and internal stimulus that results in
need for change. Examples include:
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a) Customer inputs
b) Internal performance
c) Competitive threats
d) Regulatory change
e) New business opportunities
f) Strategic planning
Solution design and development
The aim of the solution design and development is to establish a solution to help in improving
the organization performance basin on the recognition that change is required (Hallgarten, 2016).
Who executed the change?
In essence, it takes a strategic and thoughtful planning and ideas to do the changes in the
management the CEO is the one who’s trying to make change management for the organization
to stay relevant and vital over time. The organization management is charge of executing the
change in the organization (Hallgarten, 2016).
Who are affected by the change?
The change in the organization mostly affects the employees and the stakeholders. However,
organization must change and adapt consistently in order to maintaining pace with its
competitors in the construction industry in the faster business changing environment. Change can
happen in the organization because of different external and internal factors over which the
organizational leadership may not have control over (Hallgarten, 2016). For instance, the
company may be forced to change its business practices because of changed regulations and
rules of business or due to technological advancement.
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Fortunately, there are considerable numbers of steps the organization leadership can take to
lessen the impact of change to the employees.
Fear – improperly and poorly conducted change can cause fear among the employees, which can
have magnitude impact on job performance, job satisfaction and productivity. The employees
may lose confidence, fearing losing their job. There may be fear that change will increase and
multiply their workloads and that they will be learn the usage of new technology. It is important
for the organization to combat this fear and hence lessen its impact on the workers.
Change management
Effective change management is crucial to help in streamlining change processes and reduce
negative impact on the employees. If the organizational change is properly managed, the
employees can perceive the benefits of said changes and hence accept the changes.
Part B: Comments and Critics
Factors that lead to the change:
As organizations continue to grow and changing demands create the need for the new services
and products, the company is forced to make numerous changes in order to stay competitive in
the market.
There are various factors that can lead to change in the organization. They include:
Completion
Entrance of new business competitors in the market can cause the company to changing its
marketing strategy.
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Technology
Technological innovations may force the company to change in order to keep up with the pace.
Employees who have never operated a computer should be training the basic skills of computer
system. Desire for business growth
The company may implement changes in the organization in order to attain growth. This can be
done through changing methods of its operations.
Need to improve business processes
Change might be needed in order to implementing new production processes, which can help the
organization to become more effective and hence eliminate wastage.
Change being implemented:
The implemented change is the first-order change. This is because the change deals with the
existing business structures. It also involves restoration of balance in its business management.
Steps involved in managing change:
Creating urgency – for any change to happen in the organization, the company should consider
developing a sense of urgency around the needs for the change (Aladwani, 2011). This can
greatly help to spark initial motivation to get things moving in the right direction. However, this
is not merely a matter of showing people dropped in sales statistics or arguing about increased
market competition. It is important to open a convincing and honest dialogue about what is
happening in the market and within your business competitors. The company can involve in
identifying potential business threats and developing scenarios that show and predict what could
occur in the future (Todnem By, 2015). The company can also involve in examining business
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opportunities that need to be exploited. Consider starting an honest discussion and give
convincing and dynamic reasons to get the customers talking.
Establishment of a powerful coalition
The company management should make every attempt to convincing people that change is
necessarily important in the organization. This need for strong leadership and support from the
key individuals in the organization (Todnem By, 2015). Nevertheless, in order to bring change in
the organization you need to bring together a team, coalition or the influential individuals whose
power emanate from different sources including job status, title, expertise and political
importance. Once the team has been formed, your change coalition should work collaboratively
as a team and continue to establish urgency and momentum for the change to happen.
Creating vision for the change
When the organization leadership starts thinking and planning about the business change, there
will be many greater solutions and ideas floating around. It is important to link these business
concepts to the organization’s vision such that the people can easily grasp and remember. The
organization should involve in determining values that are key to the business change. A short
summary need to be developed that capture what is perceived as the future of the organization.
The organization management should consider creating a strategy to executing the vision
(Todnem By, 2015).
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Barriers occurred during the transition to change:
Poor planning – this has caused more problems in change management than its benefits.
Lack of consensus – a failure to get everyone on board during the change implementation can
lead to barriers in the change adoption. Decision to change implementation has to come from the
top management level.
Communication – a failure to have a positive communication with the employees tend to invite
rumors and fears into the organization. The employees should be involved about the change
process in the organization.
Was the change successful?
Yes, the change was successful in the organization. The rationale behind my assertion is that the
company is performing excellently well in the market and it is maintaining a competitive edge
with its competitors (Todnem By, 2015).
The best way to sustain the implemented change:
In order to sustain the implemented change, the organization should have a best and well-laid
plan in place. In other words, the company should focus on considering how the proposed and
implemented change will be integrated into the employees’ daily work.
How to improve the change management executive by the organization:
As a change manager, I will ensure that I have communicated the need for change to the
employees and that necessarily steps have been taken to ensure its continuous implementation.
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References
Hallgarten, J. (2016). SCOPE FOR CHANGE. RSA Journal, 162(5565), 10-15.
Todnem By, R. (2015). Organisational change management: A critical review. Journal of change
management, 5(4), 369-380.
Aladwani, A. M. (2011). Change management strategies for successful ERP implementation.
Business Process management journal, 7(3), 266-275.
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