Change Strategy Worksheet

change Strategy Worksheet

Version 2

ChangeStrategy Worksheet

Completethe provided matrix listing five change and five communicationstrategies that would help to lead your practicum change.

  • Identify if each strategy would work best for short-term or long-term change and why.

  • Discuss what transformational strategies would be most effective for this change.


Would the strategy best facilitate change for the short or long term and why?

Change Strategy 1: Adoption of new technology

New technology will promote long-term change given the fact that it will fasten the different processes that take place in the organization and reduce the costs realized. The people in power will, therefore, have no need to stop its use after some time. They are also able to share information with others in a bid to motivate them to take actions that will be of benefit to the organization or country (Gaschler, Marewski, &amp Frensch, 2015).

Change Strategy 2: Change in management

A change in the organization is bound to have better results and will be for the long term. The new personnel will require time to be well conversant with operations of the organization to be in a position to bring about the growth that is desirable for the organization. (Altamony, Al-Salti, Gharaibeh, &amp Elyas, 2016).

Change Strategy 3: Employee structure

The change shall be short-term as the organization will need to establish whether the newly-formed structure has the potential of bringing about the desirable outcomes and if it will result in high levels of motivation on the part of employees (Gaschler et al., 2015).

Change Strategy 4: Supplier relationships

The change shall be long-term in a bid to foster the quality of association that the organization has with suppliers in an effort to enable them to provide high-quality results that are bound to be of great benefit to the given country or organization. The suppliers shall also be able to understand the specific needs of the organization and aim to meet them (Altamony et al., 2016).

Change Strategy 5: Credit management

The change shall be long-term in that the firm will be in a position to maximize its earnings through the prevention of losses that may be brought about by bad debts. The strategy could include the creation of better systems to address the problem adequately (Altamony et al., 2016).

Communication Strategy 1: Open-door policy

The change may be long-term to motivate junior personnel to share information that they may have with the management to facilitate the better provision of services on both parts and attain high levels of results in the long run (Miritello, Moro, Lara, Martínez-López, Belchamber, Roberts, &amp Dunbar, 2013).

Communication Strategy 2: Top-down and down-top communication

The strategy shall be short-term to assess the effectiveness of the said communication approaches in a bid to choose one that has the likelihood of creating high levels of benefits on the country or organization in terms of the flow of information among different departments (Rasche &amp Seidl, 2016).

Communication Strategy 3: Social media communication

The strategy shall be long term, given the fact that many people are now using various social media platforms and the firm will, therefore, be able to reach such a vast number of individuals and create a large client base, as a result (Miritello et al., 2013).

Communication Strategy 4: Bonding sessions

The strategy shall be long-term in that it shall improve the level of associations among employees. This will increase the likelihood of sharing of information with one another so as to bring about better performance for the organization (Rasche &amp Seidl, 2016).

Communication Strategy 5: Open forums

The strategy shall be short-term as the management will be interested in evaluating the effectiveness of the use of the method on the performance of the firm (Rasche &amp Seidl, 2016).

Transformational strategy: I would change the organization restructures to make it more efficient in having better associations among employees and the management, thereby, attaining high levels of performance in the end. Such a change will be of long-term benefits to the given country or organization. It will rely on the influence of the politician to share ideas that are bound to be of benefit to other people (Altamony et al., 2016).


Completethe SWOTT table for your proposed change project

Providetwo for each category.

Preparea 525-word paper describing how power and politics could be astrength/opportunity or a weakness/threat. How can leadershipfacilitate the change using the SWOTT information?

Proposed change: (Change in management structure)

Assessment findings

Competent leadership

Current organization leadership is applying strategies that are bound to benefit the organization


  • The organization is currently using lots of resources to provide training to various personnel who work in it to enable them to have the skills desirable to take actions that are bound to be of great benefit in the end. It is also able to promote appropriate innovations and inventions in the organization.

  • The organization has leaders who have immense experience in management and politics and are, therefore, able to handle different circumstances and problems that the firm may get into. For instance, the management could be quite efficient at offering the protection required for the organization where it is clear that some entities are out to interfere with its performance, such as through tainting its image in the outside market. The leadership team could be well connected in the market and, therefore, bear the ability to gather information, enough to propel the organization to the right direction. This will, therefore, ensure that it has some level of sustainability, an element that is quite crucial for the continual growth of a given entity (Morgan, 2015).


  • The management is so much concerned with in-house wrangles and fightings that the leadership forgets to provide the much-needed direction where other members need to go. As such, a lot of time is wasted and the organization loses the much-needed vision that is supposed to drive it towards the desired area (Goetschm&amp Davis, 2014).

  • Given the politicking nature of the leaders, there is a reduction in the level of problem-solving and decision-making that are usually quite critical towards the survival of a given organization. The management spends a lot of time on issues that are less important, thereby, failing to stick to the issues that are of due importance, and, therefore, subject the organization to cases that could lead to its failure in the end (Morgan, 2015).


  • The business environment is filled with political sentiments and, therefore, require people who are well versed in the political arena of business. The external environment has a good influence on either survival or failure of the organization and the current state of the external environment is quite supportive to current trends. The business leadership is, therefore, able to gather information from people who it may consider its allies in the outside environment for developing strategies that are bound to push it to greater heights and influence its survival.

  • The organization can benefit from current tranquility that is observed around its environment and, therefore, comes up with proper measures that are bound to increase its profitability in the end (Hollensen, 2015).


  • The versatile nature of the external environment, which means that it could turn out to be hostile any moment and, therefore, prove to jeopardize the survival of the organization.

  • There may be people in the regulatory organizations overseeing operations of the organization that may get out to frustrate the functioning of the organization (Goetschm&amp Davis, 2014).


  • Alliances among different leaders as they come up with various strategies that may see them continue to hold power in the organization.

  • The leaders sustain their presence in the organization and can influence different policies that they may be interested in furthering inside the organization (Hollensen, 2015).


Goetsch,D. L., &amp Davis, S. B. (2014).&nbspQualitymanagement for organizational excellence.Pearson Education.

Hollensen,S. (2015).&nbspMarketingmanagement: A relationship approach.Pearson Education.

Morgan,K. (2015). Smart specialisation: Opportunities and challenges forregional innovation policy.&nbspRegionalStudies,&nbsp49(3),480-482.

Altamony,H., Al-Salti, Z., Gharaibeh, A., &amp Elyas, T. (2016). Therelationship between Change Management Strategy and SuccessfulEnterprise Resource Planning (ERP) Implementations: A TheoreticalPerspective.&nbspInternationalJournal of Business Management and Economic Research,&nbsp7(4),690-703.

Gaschler,R., Marewski, J. N., &amp Frensch, P. A. (2015). Once and forall—How people change strategy to ignore irrelevant information invisual tasks.&nbspTheQuarterly Journal of Experimental Psychology,&nbsp68(3),543-567.

Miritello,G., Moro, E., Lara, R., Martínez-López, R., Belchamber, J.,Roberts, S. G., &amp Dunbar, R. I. (2013). Time as a limitedresource: Communication strategy in mobile phone networks.&nbspSocialNetworks,&nbsp35(1),89-95.

Rasche,A., &amp Seidl, D. (2016). A Luhmannian Perspective on Strategy:Strategy as Paradox and Meta-Communication.&nbspCriticalPerspectives on Accounting, Forthcoming.