The readiness for change questionnaire is focused on answering the question of whether the organization is ready for assimilating these changes. As such, the formulated questions for this exercise are:
Has the organization clearly defined its drive to adapt changes, particularly what it needs to consider in the overall implementation process?
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Do the suggested changes need specific strategies that will address the organization’s needs?
What is there to prove that this is the right time for the organization to assimilate these changes, and how will this affect other major transitions in the business?
Is the organization well-prepared to make sure that it provides sufficient staff and resources to support the active participation of everybody?
Does the leadership team have the right group of individuals that will help make these changes happen?
Does the organization understand what these changes mean to its processes, and is it prepared to support and adapt to the transitions?
How effective is the organization’s communication process that will help make sure that everybody is involved in the implementation process?
Brief Discussion
Basically, an organization change readiness assessment refers to a specific set of tasks, which are necessary for determining whether an organization has all that is needed in assimilating particular changes (Cawsey, Deszca, & Ingols, 2015). The level of readiness is usually evaluated based on the severity of impacts and the changes itself. On this note, the readiness for change assessment could be improved by making sure that there is a clear outline of the period and resources necessary for the overall adoption of these changes. For example, the assessment can be increased by making sure it focuses on the organization’s time to prepare as well as its continued ability to achieve specific project deliverables.
References
Cawsey, T. F., Deszca, G., & Ingols, C. (2015). Organizational change: An action-oriented toolkit . Los Angeles: SAGE Publications.
