CHANGE MANAGEMENT-CRYSTEL TELECOMMUNICATIONS

Change Management-CrysTel Telecommunications

Table of Contents

INTRODUCTION TO COMPANY3

TASK I: BACKGROUND TO CHANGE4

TASK II: SYSTEMS FOR UNDERSTANDING AND INVOLVING OTHERS IN THE PROCESS OF CHANGE8

TASK III: CHANGE MODEL11

Recommended Measures to Monitor Change at CrysTel telecommunications14

Potential Future Leadership Challenges at CrysTel telecommunications14

CONCLUSION16

REFERENCES18

Change Management-CrysTel Telecommunications

Introduction to Company

CrysTel telecommunications, the company used in the simulation “Building a Culture for Sustaining Change,” needs to develop a change management plan in regard to the constant changes that are needed in order to compete in the telecommunications industry. This paper will cover the major implications of the change at CrysTel telecommunications to include any human behavior implications. An appropriate change model for CrysTel telecommunications will be selected. The plan that is developed will address human variables and potential resistance to change to include contingency strategies for managing any resistance. Next, an appropriate leadership style for successfully implementing the change at CrysTel telecommunications will be identified. Management and leadership practices that will contribute to the continuing success of the change will be recommended. Additionally, measures to monitor the progress of the change at CrysTel telecommunications will be given. Lastly, three future leadership challenges that CrysTel telecommunications might face in the next 5 to 10 years will be analyzed.

CrysTel telecommunications, operating in Illinois, specializes in data cables, wireless solutions and network development. CrysTel telecommunications recognizes that in order to remain competitive, the organization must recognize and be prepared to respond to forces of change. “Organizations encounter many different forces of change. These forces come from external sources outside the organization and from internal sources” (Kreitner & Kinicki, 2003, p.673). Change is a constant factor for all organizations. “With rapid and frequent advances in the telecommunications industry, CrysTel telecommunications is likely to face technological and administrative changes regularly” (University of Phoenix, 2007). “Forces of change can come from either internal sources such as human resource problems or managerial behavior and decisions or external sources such as demographic characteristics, technological advancements, market changes and social and political pressures” (Kreitner & Kinicki, 2004, p. 679). CrysTel telecommunications is dealing with both internal and external forces of change. An example of the external changes involves the technological advancements while an example of the internal changes deals with administration.

Task I: Background to Change

Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response. Managing change effectively, the need for change that can occur at any level in a business's structure, but the more levels involved in the change the more complex is the task of effectively managing the change. Change is more likely to be successful when managers categorize the need for adjusting, set achievable goals, create a culture of change and responsive to the form of change. Identifying the need for change; the most important reason for change in a business is because it is no longer compatible with its environment. Another reason change is needed is when the culture of the business is not directed at ...