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Organizational Change Paper

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In order to identify the changes that are needed within your organization you have to look at the goals that are on the roadmap. By creating this alignment within the company the changes that are identified are holistic. When changes are needed for the company to continue to be successful the use of unique techniques will allow for change to stick. Throughout this plan we will identify needed changes within the organization structure, culture and value. With these needed changes the company will be able to unstill change into the organization for the profitable future.

The first need for the company to employ change in is the culture aspect. In order to create this change they will need to look into the mirror and understand their identity. The passion and commitment to the outdoors is very important to customers that want to support. The current culture within the building is not …show more content…

This will be an overall organization change that needs to happen in order to increased visibility and accountability. By establishing ongoing employee induction training and skill-based training to improve job satisfaction and performance. As the company looks at training to be increased they will need to develop a plan to inform multiple departments. The increased amount of education allows for different department to work together. The company has identified a plan to roll out training to the priority list of departments to include sales, customer service, dealer service and also the retail locations. There departments were identified as primary targets for customer interaction and the most impactful for success. The second group of departments included accounting, trade marketing, sales and compliance. In order to determine is there training was impactful each of the needed department will be analyzed to see if production and also quality of service

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Maintaining staff training schedules weekly and monthly and maintaining the quality of work needed that service levels will be reached as defined. Performing checks among those areas involved weekly will ensure that service levels are being met, and the compliance system is being maintained with the proper training. It should be done monthly for the corporate offices and employees. It will be imperative that all legal, contractual and regulatory goals are met by the employees involved in the new compliance system and policies. If all people involved do not attend training sessions then, it will greatly impact the measurable organizational value of the overall

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If your crew doesn't have the basics of your products and services under their belts, now is the time to implement a more thorough training program. Begin by exploring the areas where your employees seem to be least informed so you can plan your training sessions accordingly. Prioritize Customer Requests Some customer requests may be able to wait a little longer for a response than other. Begin today to create a priority system that ensures urgent customer needs are handled first.

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The transformational change project (TCP) for this project will be the implementation of project-based learning in an alternative education site, which is part of Riverside County Office of Education. The purpose of this academic paper is to gather various sources of information for the creation and implementation of project-based learning for the 2017-2017 academic year. A TCP a leadership team was created to guide this process. The TCP leadership team analyzed and prioritized key issues for project implementation and designing an implementations plan.

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Changes are inevitable. Whether we like them or not, we should learn to embrace them. Organizational changes can have a large impact on whether a company can make it or not. When do companies really need change? That is usually the million-dollar question.

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The teams processing the information for the customers for the service provided were contacted by the customers to assist them in making payments. Knowledge The knowledge about the buying criteria of the consumer and that there was greater opportunity for the differentiation strategy implemented based on the quality and the services offered for customers. Mike was also able to establish the fact that his relationship was not too smooth with the managers of the

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This should be supplemented by a proper streamlined training process, addressing the skill gaps of the employees, for using the new

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Hard Change As a young boy I believed that change in my life would gradually happen, but I never believed it could happen because of a single event. I never thought that becoming employed at a car wash, to detail cars, could become such an important factor on the man I am today. I used to be immature, antisocial, and lazy but now I feel like a mature, social, and a hard workingman. As an eighteen-year-old boy getting towards the end of my senior year of high school, I was very immature.

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Change should occur with initial assessment of the organization structure. The organization structure must exist, it points to the path that an organization should travel towards, provide strength and bounds for the members of the team. Organization structure is the framework, and also the foundation for the coalition functioning (University of Kansas, 2016). The teams are built upon these elements. The organization structure is the hand book that informs the members of the team how the organization works.

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With this approach, skills do not build upon each other as with the stair-step model, and employees do not progress to jobs that are increasingly more complex. The expected outcome is to emphasize the development of the depth of skills of employees, as well as their horizontal and vertical knowledge. Equally important, cross-departmental, promotes staffing flexibility by training employees in one department, with the necessary critical skills to be able to perform at the same or higher level in another department, if needed. Now, some key benefits

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There are different stages of change are person goes thought before they are ready to make a change in their life. The first stage is precontemplation (Miller, Forcehimes, & Zweben, 2011). During this the person does not know if they want to change or not. They wonder if change is really needed and if change will help them. The second stage of change is contemplation (Miller, Forcehimes, & Zweben, 2011).

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Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

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Employees with current skills and expertise are generally more potential for the growth of business. To satisfy the actual demands of diverse customers within a freshly opened up store on completely new area demands apparent perception of the consumer user profile for the reason that spot to pick the actual share. The training practice facilitates staff to use their occupations efficiently according to correct information, skill, comprehending and sources. Workers distinguish spaces among their information and ability prior to starting training and advancement practice. Q.3

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Their employees are given the opportunity to work in a nurturing and thriving environment. The leaders of CarMax have put their words into actions for their employees to benefit from. Their efforts have earned respect from the employees as seen in feedback from employees on their website. The employee development and training initiatives are one of the biggest impacts they can have on their employees. “Training and development play a vital role in the effectiveness of an organization” (Falola, Osibanjo, & Ojo 2014).

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Purpose Various studies have shown that induction training directly affects employee attrition rate. It is a well-known fact that more than 25% of new employees decide to stay with or quit an organization in the first week of their stint. Employee training is very important for the organization, and delivering an effective induction training program to new employees who join the company should be its first priority. The main purpose of induction training is to integrate new employees into the company and make them understand the systems and procedures followed by the organization.

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