Change Simulation
Change Management Simulation - Executive Report
Change & Crisis Management
Executive Summary The following executive report is a result of what our change plan achieved throughout the simulation. Our results of this simulation were positive. Although we did not reach the adoption process, we had a number of people in the aware, interested, and appraisal/trial stage ending in a total of 63.5 points.The tactics that we utilized were effective, although with 17.5 weeks left we were not able to get a potential 22 adopters at the rate we were going. We realized early on what processes were needed for each tactic which ultimately lead to going back and forth from obtaining background information as well as arranging one on one interviews with those in charge of the operations we planned to take. Once we realized this we were well on our way in stipulating the change plans were originally devised beforehand on the basis of the stages as opposed to constructing our plans on the directors/managers that we wanted to influence.
Executive Report
As change specialists in the Organizational Change Simulation, my team was responsible for acting as consultants to the management level personnel in The High-Tech Products Division and persuading as many Directors and Managers as possible to adopt to Total Quality Management (TQM). Total Quality Management is used as a management approach to achieve a company’s long-term success through customer satisfaction. Given two years and 17 change tactics options, we were required to develop an effective strategy to successfully convince 24 personnel to adopt in order to make necessary organizational changes. Prior to the simulation, we made a change plan based on the adoption process which is made up of four individual, well-defined stages consisting of awareness, interest, appraisal/trial, and adoption. Our actual simulation followed the original plan with a few alterations in between. Without much knowledge of
Change & Crisis Management
Executive Summary The following executive report is a result of what our change plan achieved throughout the simulation. Our results of this simulation were positive. Although we did not reach the adoption process, we had a number of people in the aware, interested, and appraisal/trial stage ending in a total of 63.5 points.The tactics that we utilized were effective, although with 17.5 weeks left we were not able to get a potential 22 adopters at the rate we were going. We realized early on what processes were needed for each tactic which ultimately lead to going back and forth from obtaining background information as well as arranging one on one interviews with those in charge of the operations we planned to take. Once we realized this we were well on our way in stipulating the change plans were originally devised beforehand on the basis of the stages as opposed to constructing our plans on the directors/managers that we wanted to influence.
Executive Report
As change specialists in the Organizational Change Simulation, my team was responsible for acting as consultants to the management level personnel in The High-Tech Products Division and persuading as many Directors and Managers as possible to adopt to Total Quality Management (TQM). Total Quality Management is used as a management approach to achieve a company’s long-term success through customer satisfaction. Given two years and 17 change tactics options, we were required to develop an effective strategy to successfully convince 24 personnel to adopt in order to make necessary organizational changes. Prior to the simulation, we made a change plan based on the adoption process which is made up of four individual, well-defined stages consisting of awareness, interest, appraisal/trial, and adoption. Our actual simulation followed the original plan with a few alterations in between. Without much knowledge of