Question

In order to manage change and implement change strategies, it is important to avoid implementing irrelevant or random methods and try to focus on a suitable plan of action. Change management is an ongoing process that takes time, expertise, dedication and efforts to implement and run. It requires the involvement of people or staff of the company and may also result in these people being affected by the changes too. Before adopting one of the many effective and popular change management approaches and models, an organization must first figure out why it needs the changes and how will the changes benefit it.

Q.1 Demonstrate the most important major approaches, models, cost and risks of change management

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Note: Please Answer in Detail please and do not copy paste from internet

Answer 1

Change management needs collaboration as there is strong resistance seen and thus we propose Tuckman model of collaboration in teams to work towards new goals :

Forming where groups are formed and aggregated based on experience and expertise

Storming where resistance to change and conflicts are minimised and teams are normalised amd aligned to goals

Norming where individuals and groups efforts are recognised and awarded commensurately

PerForming where groups decisions making is encouraged with minimal intervention

Adjourning is dissemination where evaluation and feedback and acknowledgement is given and teams are disintegrated after tasks gets accomplished.

Staffing global organisation requires methods like Social Media Hiring, Referral Hiring, and Thid Party Consulting based Hiring which gives quality candidates.

Social media hiring is best for cultural fitments however can be skeptical which is disadvantage as it doesnt give an holistic view.

Referral hiring is another effective way because of trust and Recommendations shown. However it can be disadvantageous if referrences are unchecked and unverified.

Consulting based hiring gives top level candidates based on requirements and expectations. However disadvantages being cost of hiring is very high.

Organisinations must check for quality and skills as well as qualification like global experience, overall countries travelled, cross border cross domain management skills, Leadership skills, International relations management, Team building.

Predeparting on boarding opportunity is very critical for global success and hence candidates must b egiven training in global countries and should be given sufficient time to adapt to its culture and way of doing business and then should be expatriated. Here entire family expenses are taken care of and sufficient financial and administrative support is offered for ease if transition to new nation.

Ongoung training will incorporate learning through peers, transition counselling through past expatriates, reverse mentoring and case studies and collaborative approach like on job training with senuor leaders. Here expatriates are offered regular support to understand working culture, management style and organisation structure and systems.

Repatriation policies like attractive remuneration and total rewards package, career development plan for next 5 years, family health and insurance, children schooling and education support, long term stock options and bonsues, flatter hierarchy.

US employments laws like Equal opportunities as per Civil Rights act Article VI is most important and critical to be considered when in UsA as major emphasis is given on non discrimination policy of hiring. Other Acts being Sarbanes Oxley Act and Foreign Corrupt Practice Act which leaders must be aware of for ethical compliance and demonstrating integrity and honesty.

The costs of new ways of hirings are huge however benefits exceed costs and thus risks get mitigated to large extent.

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