Change management refers to the approach through which an organization can undergo a systematic transitioning to reshape an organization resources use, organization processes, employee’s management and modes of operations with the aim of improving organizational efficiency and overall employee engagement (Hayes, 2014). Poor performing organizations require changes to retain, develop and increase employee engagement by developing their talents and also ensuring that an organization meets its employee expectations (Richardson, 2014). Change management is a useful tool that can be used to improve the efficiency of the employees through continuous assessment of their challenges and to implement corrective measures (Swarnalatha & Prasanna, 2005). Change management assesses how new practice and technology can be implemented in an organization without affecting the overall organization performance. Change management is essential to mold the organization culture to be in line with the new organization goals and orientation (Richardson, 2014). To initiate new change in practice such as the introduction of changes to improve the employee experience and productivity it is essential to consider all the stakeholders that will be necessary for the implementation of the change in the organization (Swarnalatha & Prasanna, 2005).

Change management places the stakeholders as the most critical people in the project in which the project manager should educate the stakeholders of their role in the implementation and planning of the plan (Richardson, 2014). The organization leaders, owners, and investors are the primary stakeholders. In every project, there is a significant possibility that some people in the organization will be opposed to the implementation of change, hence, the need for an organization to communicate change well to all stakeholders (Richardson, 2014). In this case, educating the resisters of the importance of change and how to maximize its benefits is a practical approach to dealing with resisters. Buy-in for the change process refers to the ability to motivate and convince influential people such as the managers and high ranking executives to support the new changes aimed at improving overall employee performance (Swarnalatha & Prasanna, 2005). Buy-in for the change process can be achieved through the establishment of a good vision and communicating the vision to the executives. This essay seeks to establish the appropriate change management approach for ABC Manufacturing that can improve the company overall performance sustainability by changing the employees four employee experience pillars.

Identification of the Problem

ABC Manufacturing Company is a new automotive organization that is based in Japan with a significant market standing and performance. The organization has been experiencing considerable employee turnover which has affected the organization bottom line and productivity. ABC Manufacturing Company failure to develop proper employee management and motivation systems is the primary cause of the current organization negative performance and high employee turnover. For ABC Manufacturing to overcome the current employee challenges, it is essential to set up an organizational change process.

Change as an Organization Competitive Tool

Organization change functions as a source of an organization competitive dynamic that helps an organization to identify and address challenges that threaten the overall success of ABC Manufacturing Company. Due to the high competition between organizations and the high cost of training new employees, it is essential for an organization to carry out a continuous assessment of the productivity of the employees.

Communication and Evaluation in Change Management

Communication is critical in any change in management; communication helps the new management team to communicate their management ideals and strategy. Communication also establishes coordination of different activities and departments to achieve a common organization goal (Distanont & Khongmalai, 2018). To communicate with various stakeholders in an organization that is undergoing management change, it is crucial to establish a clear written communication plan that will enable the information to flow across different people in the organization set up. Evaluation refers to the systematic approach through which value in change management is reflected and assessed. Evaluation helps assess the achievements of the project and can take place in phases or at the end of the projects. Evaluations can take place in the form of observation in which quality outcomes can be observed such as improved innovation and the reduction of overall automotive parts recall due to defections.

Foundation for Change

An organization vision and mission plays a significant role in establishing the desired change to improve employee performance. An organization mission and vision statement sets a clear direction for the desired change and it is a point of reference for all of the organization stakeholders in regard to the upcoming change within the organization personnel management to improve retention, employee development and the engagement within the organization as it braces for change to improve the overall organization productivity (Tariq, Anwar, & Aslam, 2011).

ABC Manufacturing Company Mission and Vision Values

ABC Manufacturing Company primary mission is to provide high quality and anticipating the needs of the market to become a global automotive parts leader. The organization vision is to be an innovative organization with the ability to promote sustainable mobility with quality and innovative products that exceed the expectations of the global consumers.

ABC Manufacturing Company mission and vision play a significant role in setting the direction for its employees who have to stay fully engaged towards meeting consumer expectations. However, there has been a decline in employee engagement and teamwork within the organization which has affected the overall organization productivity in the long term. There is a need for a change in how the organization manages its human resources to improve the whole organization competitive advantage in the market.

Employee Experience Pillars

The four pillars of employee experience play a significant role in employee engagement and productivity within an organization (Maylett & Wride, 2017). To improve ABC Manufacturing Company overall employee productivity, the organization should be able to meet all the four pillars of employee experience. Firstly, ABC Manufacturing Company should ensure that the employees feel connected to the organization which is crucial in creating a team environment. The connection is important because it improves the overall communication and relationships between an individual employee and other colleagues, manager, company goals and the community at large. Secondly, the organization should create meaning by ensuring that the employees are aware of the organization values which are created through the organization mission and vision statements (Maylett & Wride, 2017). Thirdly, ABC Manufacturing Company should ensure that the individual employee is aware of their value by identifying how their work impacts the organization and their colleagues which is crucial in creating the team spirit and interdependence between employees (Maylett & Wride, 2017).  Lastly in the employee experience pillars is the appreciation of the employee contribution to the organization by acknowledging and appreciating their efforts. As such, behavioral science has established that employees perform best when they have a positive motivation which makes their work more pleasurable and increases their engagement with the organization goals (Maylett & Wride, 2017).

Change Management Model

Every organization should approach change systematically to ensure that all the necessary organization aspects are met and the organization remains on course towards achieving its overall objectives in the market. A change management model will ensure that ABC Manufacturing Company achieves its desired results more sustainably. To improve the overall organization employee retention, development, and engagement the organization will use Prosci ADKAR Model to enhance its employee’s experience and productivity which is good for the organization by increasing the employees overall productivity as well as the employee satisfaction.

Prosci ADKAR Model

The Prosci ADKAR Model is a goal-oriented change management model that is tailored to help an organization to navigate the complex and challenging change process especially when it comes to improving employee experience due to the diverse employee needs and preferences (Hiatt, 2006). The model seeks to initiate and facilitate change at an individual employee level which helps to join the organization change solution with the individual needs. Therefore, the Prosci ADKAR Model seeks to assist in promoting change and understanding change at an individual level which is the foundation of the entire organization and sustainable change (Osei & Chen, 2018). The model is based on five key milestones that the organization should facilitate at an individual employee level which include; awareness, knowledge, ability, desire, and reinforcement. ABC Manufacturing can implement the Prosci ADKAR Model in its employee change process to change the management teams which will focus more at an individual level and also derive positive results in the organization productivity (Hiatt, 2006).

References

Distanont, A., & Khongmalai, O. (2018). The role of innovation in creating a competitive advantage. Kasetsart Journal of Social Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S2452315118300080

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Hiatt, J. M. (2006). ADKAR: A model for change in business, government and our community ; [Awareness desire knowledgeability reinforcement]. Loveland, Colo: Prosci Learning Center.

Maylett, T., & Wride, M. (2017). The employee experience: How to attract talent, retain top performers, and drive results. Hoboken, New Jersey: Wiley, [2017]

Osei, W. A., & Chen, C. (2018). Implementing Change In Organisations: A Study on Limiting Factors for Managers in the Service industry. Retrieved from http://lup.lub.lu.se/luur/download?func=downloadFile&recordOId=8945940&fileOId=8952360

Richardson, F. W. (2014). Enhancing strategies to improve workplace performance. The University of Walden. Retrieved from https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=1105&context=dissertations

Swarnalatha, C., & Prasanna, T. S. (2005). Employee engagement and change management. Int J Bus Manage Invent, 2, 1-6. Retrieved from https://pdfs.semanticscholar.org/2743/c1f3adc13be20a79da40c7acca15b24ae9e6.pdf

Tariq, M. R., Anwar, M. S., & Aslam, M. (2011). Impact of employee adaptability to change towards organizational competitive advantage. Global Journal of Management and Business Research, 11(7). Retrieved from https://globaljournals.org/GJMBR_Volume11/2-Impact-of-Employee-Adaptability-to-Change.pdf