The Prosci ADKAR model of change best suits my organization. This model is applicable to my organization due to the versatility of the current technologically-powered market and the changing workforce dynamics that affect the company internally and externally on a continuous basis. The need to keep up with emerging competition and a constantly changing technological market fields demands that the organization must create and adopt a change system that is inclusive within internal and external parameters. The Prosci ADKAR change model ensures that awareness for the need and desire for change is created, knowledge regarding the change is gathered, the workforce ability/talent for such change is sought, and a change system is adopted to maintain and infuse new change options in the future. This will allow my organization to keep up with emerging challenges of the industry and marketplace while at the same time adapt to new competitions, globalization and new-age workforce.
Needed Changes
The greatest change that should be made to allow the Prosci ADKAR change model to function in my organization is that of human resource. This is because change within any organization is dependent on the Human Resource Department in its implementation. The other significant change needed is that of personnel responsible for the change process. The implementation of the change theory demands for personnel who are flexible to the change being made. Change within an organization is usually met with much resistance. The bigger part of that resistance will be from the management in-charge of implementing the change process, hence the need to change the leadership. The organization also needs to change its policies in an effort to adapt to the changes being implemented. The policies will allow for the implementation while at the same time ensure continuance and consistency in the change process.
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