Reference no: EM132414411
Assessment - Group Action Plan
Group Report - Change Management Proposal
Watch the Matra University case study.
You are a team of management consultants from the Bundoora Consulting Group. Your team has been hired by Bridget Byta, the new Director of Organisational Development of Matra University. Your team is to develop a new Organisational Development action plan for the University, designed to address the problems Matra University is now facing.
The Matra University Council and Professor Virtuosa have asked that your OD action plan focus on:
improving employee satisfaction and morale amongst staff
increasing the level of employee engagement in Professor Virtuosa's new vision for Matra University; and
reducing the work intensification experienced by some academic staff who are familiar with the existing policies and processes of Matra University;
addressing the issue of ‘survivor syndrome' amongst long serving academic staff of Matra University.
Your OD plan will be presented to the University Council for approval. You will need to draw upon your understanding of change management theories, processes and concepts to devise a OD action plan to address these issues. You will also need to support your proposal with evidence from academic studies, to persuade the University Council that your plan will address their concerns.
Your OD action plan is to include all of the headings provided in the OD action plan template. Use the Word template provided, and make sure you read the marking criteria closely before starting on your work. Refer to the Tips for Collaborating Online page, for links to various tools which your team can use to work together on your plan.
Support your proposal with evidence from academic studies
Evidence from the academic
organisational plan from LMS
what happened? who was involved? What happened?
Who is accountable/to make sure the plan is successful/- virtuosa( implementor) asked rigid ( vital role )
project going to achieve
change objectives and principles- what change process will achieve
what was important to engagement
ethical issues - not feeling great about organisations, depressed, unhappy, sleepless
ethical considerations: mental help and health and well being-big cost
rationale for the change- what has driven the change?
risks for the change process
change plan element - implementation and feedback, detailed
step by step plan
key stake holders- staff management and folders
analyse the response to proposal change
support for the change
read through and assess the change
language style and level for each stakeholder
better to have face to face sessions or dialogues are should there be internet website set up
assessment to readiness to change
what strategies can u employ for readiness to change
is there a high-level strategy in change
what element might support the change
innovation process
what have we achieved so far- honesty and balanced perspective
message for stakeholders perspective- most of it has been pretty negative
4 dot points to be addresses
identify key elements- you need to look at a need for a particular change- change champion in place- how we going to do that- we need multiple people- how t get people on board, strategies for recruiting people in that sense
what happened ? what went wrong?
what are the actions? who is responsible?
consolidation- policies measures and procedures reinforce the change
how you will identify and remove the barriers and how changes have provided the benefits