Selected Change Model and Rationale
The problem that the organization is currently struggling with is the lack of innovative behavior among the employees. The change management model can be organizational, dealing with changes in the company’s structure, procedures, and culture, or individual, focusing on motivating and engaging people. Therefore, the Prosci ADKAR Model is the most appropriate tool.
The model is based on the notion that organizational change can only be implemented through individual changes (The Prosci ADKAR Model, n.d). It describes the change process as developing awareness, desire, knowledge, ability, and reinforcement (The Prosci ADKAR Model, n.d). The model is most helpful in addressing the current problem as it helps engage employees and motivate them to work together toward the desired outcomes.
It is critical to engage all employees in the creative process to improve the company’s innovative capacities. The model can help develop their skills and apply them to achieve organizational goals. Additionally, it works best for small and medium-sized companies, which is highly relevant.
Creating Employee Buy-In
The model can create employee buy-in through awareness of the need for change. It is required to articulate all the negative consequences of the problem that each individual may experience. Personal values and the benefits of addressing the issue should be outlined and presented to employees.
They should understand how the change will affect them, especially their career prospects and financial opportunities. Communication should be built on trust between employees and management. Employees should receive all the information related to the problem and proposed solution, including the tasks it involves and the outcomes it is aimed to achieve.
Required Resources for Implementation
The solution requires many resources, including intellectual, human, training, and technology. First, appropriate strategy planning should be conducted to develop innovation goals that can be a part of the overall organizational strategy. Additionally, an employee development and growth program should be created. Human resources professionals must engage in the research and training development process.
Finally, employees should be introduced to new creative tools, which include various technological resources for idea creation and presentation. The availability of communication tools is also crucial as people need to communicate and collaborate efficiently.
Strategies for Addressing Employee Resistance
Employee resistance to change can be a significant problem when implementing an organizational change. Employees should be aware of the personal benefits of the change. It is critical to obtain detailed information about employees’ perceptions of the problem and how it affects them. It will help identify possible incentives that can be introduced to create a desire for change.
Apart from articulating possible benefits each employee will get when the problem is addressed, supporting and promoting employees’ engagement in the process is essential. Therefore, the strategy should be developed based on their needs and requests to make goals valuable and meaningful for individuals. Employees should understand that they are heard and that their opinions are considered.
They should also receive monetary incentives for participating in and making progress in change initiatives. Constant communication is key in addressing reluctance, as employees should be informed of the change process’s aims, milestones, and expected outcomes. They should also be able to share their ideas on the planning and implementation process, which will help promote their engagement.
Reference
The Prosci ADKAR Model. (n.d). The Prosci. Web.