Implementing organizational change plan Assignment

Implementing organizational change plan - Assignment Example To identify the factors required to implement change in the defense sector, focus on strategies for change implementation, evaluate methods to monitor the implementation of such change, examine relationship between organization’s personnel, processes and systems, etc. In the previous years, army life was supposed to be one of the best careers possible owing to the benefits it provided. Forget about the hardship of the soldiers, they were provided with high payments and other amenities. As time went on, and with the advent of highly paying service sector, the soldiers are comparing their lives with those of the highly paid service professionals who do not face the risk of their life. Added to this, the discomfort of parting from their family members and the work humiliation by their superiors is forcing the youngsters to rethink their career options into army. But, as the country’s security lies in the hands of these youth, it becomes imperative to bring about considerab le organizational change in this sector.A comprehensive plan needs to be developed to subdue the effect of these factors. Strategies for successful implementation of proposed change: After examining abovementioned factors, the proposed change can be a welcome in the army only when the subordinates are also included in the planning process. This is called Management by Objectives. In this process, 1. The organizational objectives and their purpose are clearly defined: As for the defense sector, the main objective is to maintain peace in the country and defend an enemy when such situations arise. This should be made clear to every army personnel. 2. The key Performance Areas (KPA’s) have to be drawn down realistically by the superiors: The superiors have to give great importance to the security of their personnel to gain their confidence. Detailed plans have to be drawn about the operations to be used in the warfronts and they have to be communicated clearly. 3. Setting of obje ctives for sub-ordinates: The KPA’s for every individual could be to maintain peace and harmony in the department, upgrade personal skills to imbibe new warfront technologies, exhibit presence of mind at the wartime and perform what is required at that very moment. The sub-ordinates should be explained of their roles in reaching the objectives to minimize the gap between the expectations and their performance. 4. Objective matching with the resources: The superiors should foray into technology, task and structure related changes and design the best methodology for the subordinates.