Sampson Television Company: Change Management

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Table of Contents

Introduction
The Proposed Plan of Action
Conclusion
Reference List

Introduction

Sampson Television has always focused on its business goals. The company has worked hard to address the changing needs of its customers, stakeholders, and employees. The company’s former HR manager did not support the changing needs of every employee. The situation calls for new changes and strategies in order to support the company’s goals and objectives.

I will work with my HR staff members to improve the current situation. My staff of four HR professionals will make the proposed change successful. Every employee disrespects the HR department. My staff members are also unhappy with the situation. My goal is to change this situation. I am planning to make my HR department successful. I will ensure every employee supports its functions and activities. This obligation is necessary towards dealing with the current problem.

The Proposed Plan of Action

Organizational change is essential towards improving the performance of every department. Business leaders and HR managers should use the best concepts in order to support every organizational change. The proposed change will establish better relationships between the HR department and the company’s employees. The current challenge in my organization does not intimidate me. My duty is to ensure the HR department regains its reputation. The approach will ensure every employee supports the functions and policies of our HR department. The department “will begin to support the needs and expectations of every employee and stakeholder” (Krell, 2011, p. 47). I am planning to use the plan of action presented below.

Period	Action/Step	Implementing and Managing the Targeted Change
June-July 2014	Create Urgency	My first step is creating a sense of urgency in the organization. I will liaise with the company’s Accounting Manager and Business Leader. I will also encourage different organizational teams to support this new change. I will also gather feedbacks from different stakeholders and explain to them why the change is necessary (Spaho, 2013). I will also request our manager to support the change. I will take two months to get the required support from different employees. Preparation “is critical towards supporting a successful organizational change” (Meinert, 2013, p. 71).
July-Sep 2014	Forming a Powerful Coalition	This step will succeed because every person is ready for the change. I will form a new team to support the proposed change. The team will mentor and encourage our employees to appreciate the change. Most of the “organizational leaders will definitely support the change because they understand its benefits” (Weberg, 2010, p. 254). My new team will encourage every stakeholder to support this new move. My duty is to address every challenge or problem that might affect the organization. I will also “bring together the best mix of competent individuals” (Weberg, 2010, p. 253). My team of four HR professionals will also support this new change.
Sep – Nov 2014	Establishing a New Vision of the Change	The first thing is to identify the best values for this change. I will execute the change using the best strategy. I will prepare several flyers and memos to inform every person about this change (Leavy, 2011). I will also encourage my team to address every challenge affecting the proposed change. I will also look for better suggestions from different employees. The approach will ensure every person supports this change. Every employee in the company will be part of this change.
Nov-Dec 2014	Communicating the Vision	I will inform my employees and teammates about the targeted vision. I will mentor our stakeholders, employees, and leaders in order to support the change. I will also “support our employees, address their challenges, and formulate new policies” (Meinert, 2013, p. 72). I will also use my leadership skills to address the above problems. I will also be the role model in the organization. I will achieve these goals by responding to every issue or challenge. My obligation is “to portray the best behaviors expected from the employees” (Maurer, 2012, p. 2). I will always address every issue affecting my team. The practice “will be critical towards supporting the success of the proposed organizational change” (Maurer, 2012, p. 2).
Dec – Feb 2015	Removing Every Obstacles	The current situation explains why this organization might not realize its future goals. I will remove the existing obstacles using various strategies. I will also identify every person who is against the initiated change. This change will change the working conditions of our HR department. The HR department will implement new policies and frameworks to support the needs of every employee (Meinert, 2013). I will also improve the level of motivation and empowerment. I will reward every person who focuses on the targeted goals or supports this change. I will also be ready to remove every barrier in my department. This approach will ensure my company is on the right track towards realizing its potentials and goals.
Feb – Apr 2015	Create Short-Term Goals	The proposed change will make my organization a leading provider of quality products and services to its customers. I will create achievable short-term goals. I will reward every person who supports such goals. Some of the short-term goals include improved interaction with employees and involvement in decision-making processes. I will also “embrace better relationships between the HR department and every worker in the organization” (Maurer, 2012, p. 2). The other goal is collaborating with different teams in the firm. Different companies such as Google and Apple Incorporation have always used similar short-term goals to achieve their potentials.
April- June 2015	Anchoring the Changes into the Firm’s Culture	These small changes and goals will play a major role towards supporting the targeted objective. I will also make these changes part of the organization’s culture. I will always support the best efforts to make the change successful. I will also encourage my employees to continue supporting every new practice within the firm. The approach will encourage every worker to present his or her concerns. We will also make new policies to support the expectations of our employees. I will also appoint new leaders from different departments to support the change. I will also “communicate with different employees and stakeholders about the advantages of this change” (Maurer, 2012, p. 2). The views, suggestions, and recommendations from such employees will become part of Sampson Television’s future practice.

Conclusion

Change management is a useful concept because it helps businesses achieve their goals. Sampson Television will benefit from this change management plan (CMP). I will constantly communicate with my team members and employees in order to support the above change. I will also “support new practices such as problem solving and decision-making in order to make the change successful” (Weberg, 2010, p. 249). This discussion explains why our company will achieve its objectives.

Reference List

Krell, E. (2011). Change Within. HR Magazine, 56(8), 42-50.

Leavy, B. (2011). Leading adaptive change by harnessing the power of positive deviance. Strategy & Leadership, 39(2), 18-27.

Maurer, R. (2012). Change Without Migraines in HR. Web.

Meinert, D. (2013). Positive momentum: The appreciative inquiry process can help a company build on its strengths. HR Magazine, 58(6), 68-74.

Spaho, K. (2013). Organizational Communication and Conflict Management. Management, 18(1), 103-118.

Weberg, D. (2010). Transformational leadership and staff retention: An evidence review with implications for healthcare systems. Nursing Administration Quarterly, 34(3), 246-258.

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Sampson Television Company: Change Management

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