Essays on Max Lionel Realty - Creation of Leading Change Team Case Study

Download full paperFile format: .doc, available for editing

The paper 'Max Lionel Realty - Creation of Leading Change Team" is a good example of a management case study. The process of implementing change in an organization entails several crucial steps and activities that must be undertaken to ensure successful adoption of the proposed change initiative. The important steps include the development of a change implementation plan or action plan, strategic budget, and establishment of an appropriate communication portfolio effective throughout the implementation process. Max Lionel Realty (MLR) intents to initiate a change initiative aimed at improving the organizational culture to ensure ethical and legal compliance of agents.

The proposed change initiative revolves around the development of an ethics charter for the business, revision of existing policies and procedures to enforce the application of the ethics charter by agents, and training of the agents and managers about the charter. This report outlines the proposed implementation plan for the change strategy and the inherent change-drivers: budget, communication plan, and a discussion of the plan with the Chief Executive Officer (CEO). IMPLEMENTATION/ ACTION PLAN Identification of the Need for the Change Max Lionel Realty (MLR) needs to implement an ethics charter as one of the strategies in improving its organizational culture and promote ethics and legal compliance among its agents.

The rationale behind this inevitable need is that the company is increasingly confronted with serious problems associated with ethical issues and legal non-compliance. Its clients have expressed several concerns about the poor services delivered by the agents, poor time management, and non-committal reservations. The agents on the other hand show ignorance about ethical and legal requirements in their operations, are unaware of the company’ s strategy and lack cultural commonality.

Other stakeholders such as the tenants and the general community express fears of discrimination propagated through the company based on various social parameters and failures of residential agents to observe legal provisions appropriately. Creation of Leading Change Team A change lead team will comprise of representatives from all the department, agents, clients, experts, tenants. The team will be expected to coordinate and oversee the implementation of the proposed change initiatives (Brown 98). Among the team members, a team leader will be selected from within the group to steer its activities towards the achievement of the specified goals and report to the operational manager of the company. Inventory on the Possible Effects of the Change The change leadership team will be expected to conduct a conclusive investigation to determine the possible effects of the ethics charter on the company’ s operations, agents, clients and the wider community or tenants.

The team will also determine whether the impetus precipitated by the change initiative encourages transformational practices for better performance. Development of a Preliminary Vision for the Change and Definition of the Ideal State The establishment of the vision is based on the definition of what the outcomes of the change will be and the expected impacts, what is actually being changed, and the ways of measuring the success or failure of the change initiative to elicit desired results. Identification of Change Benefits The anticipated change benefits will be outlined based on the operational units affected by the change including the organization, agents, clients and the tenants.

Any losers following the change initiative will be identified per se if any as well as any disadvantages of implementing the change initiative (Russell and Russell 137). Assessment of Organizational Readiness and Training The organization’ s resources available to support the change strategy will be determined ad hoc and other sources of support identified.

The perception of change by all people at all levels will be ascertained and cultural support for the change (Brown 97). Training will be undertaken by different trainers to fill in knowledge gaps and enable effective application of the charter. Development of the Ethics Charter External experts from identified established firms will work together with the selected lead change team in developing the charter.

The principal contents of the company’ s guide on ethical behaviour will churn from vigorous and critical deliberations about the extant and new practices and procedures. To contend the personal nature of change initiatives, the charter development will revolve around open discussions with all stakeholders. Unanimously agreed ethical principles will form the basis of the charter. Communication Strategy The change lead team leader will communicate to the operations manager who in turn will brief the CEO on the change implementation progress. In addition, the leadership team through the selected representative will constantly communicate with all other stakeholders. Monitoring and Evaluation After the implementation of the charter, the team leader in collaboration with other team members will gather views on the prevailing state in terms of services, the existence of past complaints and feedbacks from stakeholders to ascertain its success or failure.

Work Cited

Boonstra, Jaap. Dynamics of Organizational Change and Learning. Hoboken, NJ: John Wiley & Sons, 2008. Print.

Brown, Kerry. Managing Change and Innovation in Public Service Organizations. London: Routledge, 2005. Print.

Dickson, Donna. Fostering Employee Engagement: Practical Tools and Best Practice Techniques. New York, NY: Human Resource Development, 2010. Print.

Russell, Jeffrey and Linda, Russell. Change Basics. American Society for Training and Development, 2006. Print.

Download full paperFile format: .doc, available for editing
Contact Us