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.
Employees in both the Sales and Delivery and Marketing departments expressed concern over the lack of communication among Crys-Tel departments and the power levels.
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.
Because this department fails to clearly define roles and responsibilities, they confront overlapping efforts. Employees surveyed also felt that managers do not lead by example, that there is little company mentoring, teams do not feel empowered, and that both departments lack a culture of risk-taking and conflict resolution.
CrysTel realizes that Companies which achieve long term success are those that are able to develop and maintain competitive advantages. This unpredictable environment has left many telecommunications firms straining to remain competitive and to retain their clients. Lewin developed a three-stage model for planned change which will conceptually form the overall vision of change for Crystel.
Kreitner and Kinicki summarize the reasons for resistance to change in th following list: Surprise and fear of the unknown 3. Such major changes have the almost certain potential to impact the entire organization. Goals set for change are not supported by resources or personnel.
Therefore, this once desirable skill of change management has clearly become an indispensable process. Employee feedback from this survey can be used to plan for training and knowledge updates to resolve people related issues. Lewin model explains, " Develop a plan that addresses human variables and potential resistance to change.
Inadequate communication and teamwork make conflict resolution difficult. 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.
In most cases, employees resist changes as they have been accustomed to doing things in a particular manner. Organizational resistance to change: In this context, effective change management should be able to help individuals evolve from negative feelings such as fear and anxiety towards positive feelings about the changes being made Zinnov.
The first step of unfreezing, the employees at Crys-Tel will have to leave behind their old behaviors and attitudes and become motivated to change. This will foster a positive and productive working climate. During the recessions of the s, the company management decided to forego annual raises and none have been offered employees since.
If change were to occur within CrysTel why would employees resist if the vision for a greater future has been conveyed?
Building on the change and institutionalizing the change must also be centered on examples in the two most strategically important areas of the company that have been plagued with exceptionally high turnover, which is slowing down new product development and revenue growth as well.
Effective change must be built on the foundation that is already in the organization" Kerfoot, Finally, the paper will analyze three future leadership challenges that CrysTel might face in the next decade.
Studies have shown that the greater the level of involvement of all employees, even those remote via teleconferencing technologies, the higher the employee satisfaction and the greater emphasis on being accountable for personal and professional growth Shabayek, 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.
According to the Simulation here are the issues that faces CrysTel: This implication of change is resistance to change by the organization. Finally, the paper will analyze three future leadership challenges that CrysTel might face in the next decade. In the sales department, an attitude and behavior modification in the areas of leadership, teamwork, communication and mentoring will be critical.
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.Change Management Plan Paper and Defense Introduction CrysTel is a telecommunications company providing products, which include data cables, wireless solutions, and network development.
Check out our top Free Essays on Change Management Plan Paper And Defense to help you write your own Essay. Change Management Plan Paper and Defense University of Phoenix MBA Human Capital Development Group: GA06MBA06 November 2, Change Management Plan Paper and Defense "Change cannot be executed by merely announcing a new program Effective change must be built on the foundation that is already in the organization" (Kerfoot, ).
In. Change Management Plan Paper University of Phoenix Change Management Plan Paper This paper will discuss CrysTel a telecommunication company that has come to the realization that they need to develop a corporate culture that can support constant change. Change Management Plan Paper and Defense.
Introduction. CrysTel is a telecommunications company providing products, which include data cables, wireless solutions, and network development. Change Management Plan Paper and Defense: Crys-Tel Rapid change pervade todayвЂ™s business environment and a companyвЂ™s success often hinges on its ability to effectively adapt to this change.Download