Bringing about real change in an organisation requires careful planning and implementation. People need to understand what is going to happen in the change process so that they can “buy into” the changes. Without a plan, nothing concrete will happen, and the change program will fail. In this assessment, you are required to develop a change plan which addresses one of the organisational problems you identified for the case study organisation Your plan should 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. You are expected to use the Appreciative Enquiry (The Positive Model)change model to frame your plan 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 model did you select? What are its key elements? • Why did you choose a particular change model? • What are the implications of using this model for your change process? Change Interventions • Identify change elements such as structures, processes, resources, timeframes, 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 do the interventions you chose fit within the steps of the change model? • How will you evaluate the success of your interventions? Action Plan • Develop an action (implementation) plan for implementing the change and covering elements such as communication, training, systems, resources, performance measures and timeframes. • Consider also what activities will be needed to reinforce the changes, e.g. promoting any ‘wins’ and benefits provided by the change. 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? • How does the change process incorporate the dignity of work and the common good? 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.) Format of the Plan Executive Summary (200 words) Overview and restate problem/gap (200 words) Introduce change model and discuss interventions designed to resolve problem/gap (750 words) Action Plan in tabular or diagrammatic form (maximum 1 page) Ethical, social and sustainability issues/impacts associated with the implementation of the plan (300 words) Outline how stakeholders will be managed (300 words) Metrics (300 words) Conclusion (250 words) Appendices (optional) Reference List

How does Organisational change process incorporate the dignity of work and the common good? Stakeholder Analysis
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