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Mgt 435 Organizational Change Paper

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Novo 1 Call Solutions Francine Moreno MGT 435: Organizational Change Instructor: Sherry Phelan November 17, 2014 The purpose of this paper is to give a practical understanding of the organization NOVO 1 and how organizational change can be implemented to make the company more successful for both employees and customers using Kotter’s eight-step approach. NOVO 1 is a call center that provides inbound and outbound tele services, interactive voice response, and Web-based services in a multi-lingual environment. NOVO 1 was founded in 1984 with 1200 employees employed in 3 years. “In 2006 their revenue was $31 million and $40.3 million in 2009 with a third year growth of 30% and ranking at 4089 in 2010” (Inc.com). NOVO 1 has more …show more content…

(Weiss, 2012). Communicating the vision for Buy-In The company must always spread the new vision throughout the company in order to win buy-in from the employees. “The best way to achieve buy-in is by capturing people’s attention and while they are paying attention win over their minds and hearts” (Staebler, 2012). Successful leaders use every communication possible to provide the new vision on a daily basis to their employees as they should also inspire and motivate them. Empowering Board-based Action As soon as the new vision is accepted by the employees, I will empower them to act upon the vision since it is the responsibility of the guiding coalition to remove any barriers and make sure people have the right skills and tools to make the change. “Successful change often remains elusive. Mangers have grown increasingly comfortable with planned changes, as organizational leaders rather than external specialist have taken increasingly active roles in bringing change about” (Buono & Kerber, …show more content…

You should involve other groups into the change process and promote the key roles. The leadership coalition needs to make sure that level of urgency and focus are always kept current. Incorporation change into the culture. There are always new approaches needed in the corporate culture in order to continue growth, otherwise failure may take place sooner than later as the pressure for change subsides. To achieve sustained change, you must communicate frequently how the new approaches have improved performance and to create leadership development and succession plan consistent with the new norms and values. In conclusion, building and strengthening leadership within an organization will support positive staff experiences. It helps reduce dysfunctional and malignant cultures. Everyone that is a part of the organization needs to understand the business, culture while there has to be a strategy, leadership, training and development to run smoothly and be successful. Keeping morale alive in the organization so people are treated like people and they don’t forget the core values of the company and their

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