Sanders 1 PLAN Sanders 2 PLAN Sanders 1 Running head: PLAN Developing

Sanders 1
PLAN
Sanders 2
PLAN
Sanders 1
Running head: PLAN
Developing a Change Plan- Step 5, Empower Action
Blanche Sanders
Walden University
MMSL- 6125: Initiating and Managing Change
Dr. Timothy Gandee
June 12, 2022
Identify structural barriers that could potentially prevent employees from feeling empowered to change and outline how you would remove these barriers.
The organization has for long embraced an approach that allowed employees to define their path in t workflow of the organization. The understanding was that the employees were to do their part until their duties and roles had described the need for their efforts. The system seems to have been working, but it could be bettered with the incoming vision. This, therefore, is to be battled through training and the presentation of evidence backing the image in its merit. The vision’s desirability, realistic and feasible nature is thus to be communicated and imparted through training.
Outline the training and support needed to be successful with this change.
The training will be guided to cover the workings of the old system and organizational behavior. The inefficiencies of the old system are thus to be broken down. The incumbent vision is to be discussed with details that give flesh to the view that it is feasible, realistic, and desirable for the organization. The training shall thus be conducted by facilitators that are within the organization. This will help the workforce to associate better with the facilitators as they are people that have been using the old system. The material used will be based on the latest technology’s strengths and opportunities.
Outline the tools and resources needed to empower stakeholders.
The vision being fronted for the organization is to be communicated clearly. The stakeholders are to be allowed time to interact with materials and facilitators that will be instructed with the duty of imparting knowledge about the vision. Communication platforms are to be made available for the stakeholders. The stakeholders are to be encouraged to relate their honest views about the context and applicability of the vision. The opinions gathered from the stakeholders will be analyzed to check how well the invention can be packaged and presented to the stakeholders. An understanding from either side will be welcome in forging a formidable path for the vision’s attainment.
Develop a plan that ensures all current systems align with the new vision.
The current systems are to be synchronized with the provisions of the vision. For example, the organization can organize to have medical consultants visit the premises. The consultants can have a specific location set up with resources that they can use. Therefore, the workforce can be allowed time to visit the consultants to discuss their health and tobacco addiction issues (Pickard, 2021). The consultants may work out a solution that may well be used to help the workforce reduce or quit their addictions. The organization is to have specific places for people to take up their smoking activities. A timeline for the use of alcohol may be enforced to have its use not interfere with work time.
Identify potentially troublesome stakeholders that might not buy into the change. Then, create a plan for helping potentially troublesome stakeholders get on board with the change.
The organization’s canteen runners may feel that the vision is cutting into their business. The organization’s canteen runners may feel that the vision is cutting into their business. The option to have them on board is to understand with its management how control can achieve the best for them and the organization. Therefore, the organization can maintain that it may be operational if they emphasize that the products purchased are used in designated areas and at the right time. Buying and selling of the products may be monitored but not necessarily interfered with.
Break down how your plan empowers others, and analyze the benefits of feeling favorable toward the change process and feeling empowered to participate
The organization does not only comprise people that engage in smoking and alcohol drinking. Teetotalers make up part of the population. The organization does not only comprise people that engage in smoking and alcohol drinking. Teetotalers make up part of the population as well. By enforcing the vision in the organization, the teetotalers are to benefit from being shielded from the adverse effects of either feeling pressured to indulge or being passive smokers. The vision will thus be communicated as being a way for the workforce to be mindful of the choices and preferences of their counterparts. With the workforce exercising restraint on their addictions, minding a schedule, and using designated spaces, the air in the offices will be free from accumulative toxins that may cause diseases (Malone, 2018).
References:
Malone, R. E. (2018).’Stop me before I kill again: Why Philip Morris International needs governments’ help to quit smoking, and why governments need more pressure to do so. Tobacco Control, 27(2), 121-122.
Pickard, H. (2021). Addiction and the self. Noûs, 55(4), 737-761.