Organizational Change Presentation

Develop a presentation that outlines your organizational change plan. The presentation should consist of 10 slides, addressing the specific components of the organizational change plan outlined in Assignments 1 and 2, and should follow the key topics/headings from those assignments.

In your presentation, you will:

Present the information in a logical and sequential manner, with the most important information on the slides. Avoid including unnecessary details.

Include a title slide and a summary slide that reinforce the key points included in the presentation.

Incorporate a polished background and relevant images that complement the content without distracting.

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Organizational Change Plan Part 2
Student’s Name: Quanterious Stephens
Institution: Strayer University
Course: BUS 322 Organizational Behavior
Professor: Dr. Andrea Banto
Date: May 5, 2024
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Organizational Change Plan
Leadership
Actions expected from leadership will include clear communication, leading by example,
and empowerment. The leaders must keep communication among all their members transparent
during the change process. This range of tasks comprises, for example, providing information
about the intention of such a move to a hybrid model, consultation, and post-transition updates.
Furthermore, diverse leaders should clearly define the behaviors contributing to the hybrid work
environment they expect employees to demonstrate (Eldor, 2021). That is, discipline is to be
practiced in a manner that involves flexibility, appropriate communication culture, and online
collaboration tools. Finally, leaders may help the team manage the difficulties of the hybrid work
mode by emotionally supporting them and engaging them towards developing solutions. It
includes giving resources, advice, and means for self-improvement and making the staff feel
confident that the new daily routine is manageable.
Employee Engagement
Employee engagement would involve, First, interactively training staff on hybrid work,
its benefits, and remote collaboration best practices. Use simulations, case studies, and Q&A to
promote staff participation. Interactive training gives change-affected staff confidence,
awareness, and community. Next, regular employee input on hybrid work paradigm issues and
ideas will be offered (Bhute et al., 2021). Forums include town halls, focus groups, and surveys.
Requesting employee feedback shows respect and promotes change. Finally, it fosters hybrid
work and forms cross-functional task forces with staff from different departments and levels.
Task forces can share ideas, implementation issues, and solutions. Participation in decisionmaking empowers people to own change and engage, utilizing their skills and insights.
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Employee motivation
Diverse tactics are needed to keep people motivated during a shift. Rewarding and
adjusting to a hybrid work paradigm can have a positive impact on morale and desired behaviors.
Training in remote cooperation and professional growth shows a consistent dedication to
employee success (Bhute et al., 2021). Regular feedback fosters individual and team
development, and goals aligned with the aims of the hybrid work paradigm guarantee
transparency and responsibility.
Employee Feedback
Improving the data collection and utilization is one of the key factors since the following
sections particularly matter. Workers can contribute ideas about how the model improves the
company’s operations. Staff involvement in decision-making is an effective tool for developing a
feeling of responsibility and influencing the employees’ commitment to the change process (Lee
& Kim, 2021). Besides, feedback is a powerful driver for constant improvement, especially as
companies adjust and improve their clients’ outcomes and experiences based on timely and
recurrent feedback.
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References
Bhute, V. J., Inguva, P., Shah, U. V., & Brechtelsbauer, C. (2021). Transforming traditional
teaching laboratories for effective remote delivery—A review. Education for Chemical
Engineers, 35, 96–104. https://doi.org/10.1016/j.ece.2021.01.008
Eldor, L. (2021). Leading by doing: Does Leading by example impact productivity and service
quality? Academy of Management Journal/˜ the œ Academy of Management Journal,
64(2), 458–481. https://doi.org/10.5465/amj.2018.0706
Lee, Y., & Kim, J. (2021). Cultivating employee creativity through strategic internal
communication: The role of leadership, symmetry, and feedback seeking behaviors.
Public Relations Review, 47(1), 101998. https://doi.org/10.1016/j.pubrev.2020.101998
1
Organizational Change Plan: Part 1
Quanterious Stephens
Strayer University
BUS 322: Organizational Behavior
Professor Dr. Andrea Banto
April 20, 2024
2
Change Overview
Hybrid Work Model
A hybrid work model is a system that blends out-of-office and in-office working
structures. The shift from traditional working spaces to remote work was spearheaded by
COVID-19 when firms had to close down to prevent further disease spread. A hybrid work
strategy allows employees to work flexibly from any location while providing reports to the main
office (Iqbal et al., 2021). Also, employees have flexible working hours that are determined by
agreed-upon targets. Employees also work in a virtual space governed by computer-based digital
tools. Some tools that facilitate hybrid working include Microsoft Teams for collaboration
meetings, email to interact with colleagues, and Zoom to conduct conferences and exchange
ideas.
Rationale for Program Implementation
The rationale for hybrid work model implementation is pegged on the employee’s need
for work-life balance, the employer’s need to save on operation costs, and the evolving
workplace dynamics. The pandemic changed employees’ priorities and led to a need for more
work-life balance. People realized they needed a healthy balance between personal commitments
and work obligations (Barrero et al., 2021). As a result, they sought work engagements that
allowed them to work remotely with minimal in-office work shifts. Moreover, employers have
also embraced the hybrid work system because it saves on utility bills, firm logistics, transport,
and rent. An employer can hire a few employees to fill permanent positions while outsourcing
other services remotely. The pandemic forced employees to look for alternative ways of
continuing working while honoring social distancing guidelines. The hybrid work model has
become dominant, and firms must get on board to remain competitive.
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Desired Behaviors
Implementing a hybrid work model is expected to elicit a change in employee behaviors.
First, employees will become effective communicators and must provide their employers with
progress reports (Krajcik et al., 2023). Also, employees must enhance their interactions with
colleagues to ensure they collaborate and meet set targets. Ideally, the hybrid model will force
employees and employers to develop an effective and efficient communication network. In
addition, employers must use the right communication tools to avoid time wastage and maximize
employee productivity.
Employees will also be expected to be better time managers. Unlike the traditional
working space where supervisors and leaders foresee employees’ daily activities, a hybrid work
environment requires employees to have a customized schedule. The personal schedule will
factor in the daily workload, team requirements, and deadlines. Employees will also need to
minimize distractions that negatively impact their productivity. Employees who have adopted
effective time management habits can divide their workload well to ensure they meet all their
deadlines.
Employees will also be expected to have better collaboration habits. The hybrid work
model isolates employees, hence the need for team spirit. Team meetings foster open
communication, sharing opinions on project execution, and collecting feedback on individual
projects (Krajcik et al., 2023). If an employee is stuck in a certain project, they must learn to ask
for help from colleagues to ensure that their projects are delivered before set deadlines. The
essence of better collaboration is to ensure that the firm is working towards a common goal
despite being in different locations. Employers can also hone employee’s collaboration skills to
develop new creative ideas that could grow their enterprise.
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Potential Challenges
Implementation of the hybrid work model can be affected by resource constraints for
employees and the employer. The hybrid work model will require the installation of various
office equipment to facilitate remote collaboration (Kiwert & Walecka, 2022). For instance, the
employee and employer will need a workstation, which can be an issue for people living in small
houses. Also, the system requires the installation of a wireless network connection, which is
costly depending on the required speed. In addition, firms need to provide a computer or any
other gadget that can enhance online communication during working hours. Thus, implementing
a hybrid model can be strenuous for employees and employers.
Another problem that is expected when implementing a hybrid work model is cyber risks.
The system requires employees to constantly communicate with colleagues from differing
locations, which can expose the firm to cyber-attacks (Iqbal et al., 2021). In cyber-attacks, firms
can lose important data and their credibility. Employers would need to incur an extra cost of
securing their system and training employees on secure ways of handling company information
to avoid being hacked. Therefore, a hybrid work structure can attract cyber-attacks that can be
detrimental to the firm.
Employee isolation is also common for hybrid workers. Despite efforts by the firm to
foster open communication and collaboration, social isolation in the hybrid workplace is a
common challenge that negatively impacts employees. According to Kossen & van der Berg
(2022), hybrid employees have fewer social interactions with other employees, hence feeling
isolated. Also, the hybrid work dynamic eliminates all workplace social interactions and
meetings, and communication is only done for specific work-related objectives. Again,
employees may fear that when they are out of sight, they are also out of mind; hence, they are
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never considered for promotions as compared to in-office colleagues. Therefore, the successful
implementation of a hybrid model must take into consideration how social interactions among
employees will be improved.
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References
Barrero, J. M., Bloom, N., & Davis, S. J. (2023). The Evolution of Work from Home-José María
Barrero, Nicholas Bloom, and Steven J. Davis.
Iqbal, K. M. J., Khalid, F., & Barykin, S. Y. (2021). Hybrid workplace: The future of work.
In Handbook of research on future opportunities for technology management
education (pp. 28-48). IGI Global.
Kiwert, K., & Walecka, A. (2022). Challenges and problems of hybrid work: employees’
perspective. Journal of Management and Financial Sciences, (45), 27-48.
Kossen, C., & van der Berg, A. M. (2022). When the exception becomes the norm: A
quantitative analysis of the dark side of work from home. German Journal of Human
Resource Management, 36(3), 213-237.
Krajčík, M., Schmidt, D. A., & Baráth, M. (2023). Hybrid work model: An approach to work–
life flexibility in a changing environment. Administrative Sciences, 13(6), 150.