BUS FPX 4802 Assessment 1

Change Management

Change management is a procedural approach to planning and executing fresh modes of functioning within an organization (Miranda & Bottorff, 2021). Social psychologist Kurt Lewin built the change management model in the year 1950. Manager and employee levels may be differently impacted by the changes in an organization. At times, though, change could be unpredictable and can have optimistic effects. Organizational change encompasses lots of things, such as company culture, internal practices, technology, corporate structure, etc. The change management process is typically five-step: getting the organization ready for change, developing a vision and change plan, implementing changes, embedding changes into company culture and practices, and monitoring progress and evaluating results (Miller, 2020).

BUS FPX 4802 Assessment 1:Organization Summary

I selected the organization where I work, PCSO, a county jail that detains adult offenders up to a term of a maximum of two years, according to the sentencing time for the crime. Most of the time, this building is occupied on a temporary basis by prisoners on their way to be sentenced, and their stay typically ranges from 30 days up to six months. Inmates with extended stay times awaiting sentencing are more likely to transfer into treatment facilities or prisons. PCSO holds eighty inmates, which is largely a male inmate population. Our corrections officers are in training programs, some of which are not difficult enough and are merely continuing education classes. Our staff will be transferring into a new training program soon, which demands effective communication of the transition.

Project Summary

The key goal of this project is to prepare a communication plan for the new training program. In order to implement positive change in the company, it is necessary that all employees are change-adapted and highly supported by the management, generate commitment among employees, and enable efficient communication. Because the new training program is still in its final phase, efficient communication about the details is not present at the moment. Effective managers are being transformed in a long-term process that requires innovative and sustainable implementation in the university (IE University, 2019). To be successful in the new training program, the commitment of the management, workers, and other stakeholders is necessary. The success in our previous programs is attributed to the mass involvement of all stakeholders. It’s needed for our team to understand the value proposition and justification of close changes.

Stakeholders

Major key stakeholders to the success of this project include human resources, the chief operating officer, the operating supervisor, and front-line staff. Individual meetings were held with one representative from each team to introduce the project and results expected. The objectives, objectives, and objectives for the project were demonstrated, and it was agreed that the first group should have a meeting on 8 January.

Timeline

As we start a new year, our aim is to make new training adjustments in the last quarter of the first quarter, ideally May, so we can discuss them at the beginning of the second quarter. We will hold weekly meetings on Monday to listen to proposals or proposed changes. Since our convenience works under a trade union, thirty-day notice is required for the project. The final deadline for the training program to be completed is April 30.

Conclusion

We eagerly await the implementation of effective and positive training programs for our personnel. We are convinced that this program is crucial to the further effective and efficient operation of the prison. Changes must be made for the security of all prisoners and the existing as well as future prisoners.