Organizational Change

Change Management

Introduction

A need for growth in any organization to stay a viable entity must occur. Organizational change is inevitable. Just like anything in life, markets and cultures change which require constant attention and preparation. In order to be successful in any market, an organization has to be able transform itself to the needs for the market. CrysTel is no stranger to change. CrysTel is a telecommunication company with over 2500 employees and a gross income of approximately $200 million a year. Products included in there list of services include data cables, wireless solutions, and network development. The product profile is data cables, wireless solutions and network development. Because of the nature of business, CrysTel is likely to make technology and administrative changes on a regular basis. In a very competitive market like communications, there is always a necessity for change. Challenges in reorganization deal mainly with the Sales/Delivery and Marketing sections. Change is never an easy task, especially within organizations because so many people are affected. Resistance to change and lack of flexibility endanger the progress of an organization, limiting its powers. This may lead to stagnation and even decline. An organization forced to change due to internal or external circumstances, and the inherent flexibility of the organization could determine its future.

Implications of Change

Several areas of change are needed within the CrysTel communications organization. When presented with the need to develop an organization should first analyze itself to determine the area that is in most need of the change. The type of survey that should be conducted should analyze not only the job satisfaction of its employees but also how they view the company and its vision for the future. In doing this type for analysis for CrysTel, it is very apparent that there are two sections for the company that is in need for change. The Sales/Delivery and Marketing departments have shown the most need for improvement, developing a learning culture and promoting innovation can help an organization sustain change. Maintaining a learning culture by identifying possible resistance, implementing behavioral action plans, and evaluating implemented behavior is essential for smooth transitions. CrysTel has come to a point where change is needed in order to continue and maintain success. After assessing the strengths and weaknesses of the organization based on behavioral parameters, Change is constant.

Change Model

In developing an organization and preparing for the changes necessary a reliable change management plan is often required to overcome workplace resistance when employees are presented with a new way of doing things. Change management is a strategy designed to transition from the status quo to some new ideal way of doing business. CrysTel, a growing telecommunications company, finds itself in a very dynamic industry that along with frequent advances in technology will dictate that it adapt to rapid and persistent changes. Developing a successful change management plan for CrysTel will have distinct goals: optimize flexibility, promote innovation, and sustain change. Change management at CrysTel will involve identifying the strengths and weaknesses of departments within the company and applying behavioral techniques that will aid in supporting the change. After the analysis is complete it is clear that the Sales/Delivery and Market sections of the company are in most need of change. Dealing directly with these departments there are two types of change models that would work best to aid in the reorganization. The systems management change model would help the company focus on the further development of future products and the direction that the company is headed. Dealing more specifically with individuals a style of management by object may help to increase the actual performance of these sections.

Phases of Change

The change within CrysTel will take sometime. The first step of this change would relate directly to the CEO and lead management. There is a problem with the organization that involving communication. To eliminate any type of rumor about how and what type of change is going to occur within the organization, meetings will need to be held. To assist in this type of meeting the company can incorporate Town Hall meetings and teleconferences to ensure that all employees can be apart of the meeting. The next phase of organization will include the split of Sales and Delivery sections of the company. These departments have very different focuses, and it will be easier to focus on needs with separate sections. Opening the lines of communications will also be an essential for developing sustained change. Once each department is split, a conference will need to be conducted to solicit ideas of goals and performance based incentives so that each employee understand the need to grow along with what they can do to further themselves within the organization and other incentives. Some types of incentives that may be need would include sales based incentives for but the Marketing and Sales departments and a benchmark performance based incentive for the Delivery section of the company.

Once these types of changes are in place a new program with the organization will be needed to ensure a continued growth for CrysTel. A Leadership Counsel comprised of 2 to 3 members from each department will be selected to meet once a month to discuss challenges and needs within each department with each other. This type of communication will open each department to each other for ideas and suggestions. It may also help to develop an open line directly from each section to the other. This will help to cut out problems that could occur between each level of the organization. Ideas for change will