Adoption of project management practices - myassignmenthelp.com

Question: Discuss about the Adoption of project management practices. Answer: The shift has left many stakeholders in problems. They are- Stakeholders Loss assessment The parents or clients The local parents who were not in good financial situation as well as do not have access to technology, cannot have the benefits that they previously used to do. The current staff at Salish Social Services They believe that this change will have negative impact on their career in compassion to the employees who have spent more years with is institution. Sylvia Stewart, the Manager of Organizational Development for GoodLife The company wants her to complete the project and accept two year secondment. She is a woman of 55 and a single mother of two children. This offer can prove to be a loss for her as she has to leave her locality where she has been living for long 24 years. Hospital nurses, day care provider, public health nurses Initially they used to make the expecting parent about the usefulness of the Baby Box. To them it was a very useful and positive social programs designed for low income parents. Now the simple process have been changed and more complicated physicians of hospitals as well as local Local physicians recommended the parents and signed the paper works for further process now they are not involved with this positive process Agency staff Previously the agency staffs were capable of prioritising the crisis driven requests now the specialized staffs in call centre would replace them. The companies responsible for shipping, distribution and supply of the boxes Initially the parents used to get delivery within 1 or 2 days. Now the technical issues are introduce for which they need to recruit more staff in shipping and distribution centre. Laura Coyne She needs to stay away from her regular work as she is responsible for sourcing a space, negotiating agreements, major installations and purchasing equipment. Communication plan: Stakeholder audience Stakeholder information Communication objectives message strategies who when Internal stakeholders Social workers they believe that this change will increase competition among them and they will have strikes for less work. They also fear that they will lose direct communication with the families they serve. Maintenance of the proper timing in accepting the applications and doing the paper works efficiently will increase their job security ( Beske, Land Seuring, 2014). The company understands all the problems but assures that it will not be reducing the number of employees rather will recruit new local workers. Properly understanding the new system and promoting acceptance of it will increase the demand of the product. Conferencing with staffs and encouraging them for accepting and more involvement with the change. Director of the change Before initiation Local parents with lower income the service aims to serve the people with lower income and crisis management, the disabled families and people with mental health. For these families, accessing the service over phone and discussing personal problems with an unknown is a challenge for them. They will be able to access the program whenever they are expecting. The call centre service will help them in getting information about the services and related charges. The individual applications will be prioritized and all the essential interactions will be available over phone. There will be no delay in paper works as they will be done over internet ( Wisner, Tan Leong, 2014). This change assures the quality enhancement, and quick processing as well as supply of the boxes. Shows and advertisement for increasing awareness and market penetration. Staffs and organisation manager Before initiation and after also Laura Coyne She is concerned with the fact that she might not be able to establish a call centre and they have no office space. The telephone and data connection will take 6 weeks of time and if she cannot make these things possible, she cannot go back to her regular task. After the new call centre is established she will be able to return to her previous job and this will increase her experience as well as motivate her in facing such challenges (Sher, Williams Northcote, 2016). There can be more scope for her when the government will fund to roll out this program in other provinces. The company understands the loss but her work will create scope for new recruitment of the local staff ( Golini, Kalchschmidt Landoni, 2015). Providing all necessary management so that she can arrange connects needed for the call centre. Organization development manager Before initiation External stakeholders Hospital nurses, day care provider, public health nurses They feel that the simple procedures of the previous service will be hampered by technological changes This change is also easy to access and much hassle free and will consume less time for delivery The company understand the concern though these stakeholders have no direct benefits but the company is benefitted by their recommendation. Conferencing with hospital staffs, nurses and encouraging them for accepting the simplicity of change and more involvement. Director of the change Before initiation The companies responsible for shipping, distribution and supply of the boxes They fear that this changes will be more complicated as entirely based on technology. The previous method where the head office in Victoria used to accept the applications then send them to these companies for distribution, shipping and supply the baby boxes. After this change they need to employ more workers to serve in the peak time that is in the spring and September. The problematic aspect is that they have limited ability for hiring for peak demand periods. This change will help them in increasing market penetration thus profit gaining (Stadtler, 2015). The local community worker will be getting opportunity of employment in these companies (Arasu et al., 2016). Updating of status with videos and pictures in internet communication for more involvement. Director of the change Before initiation The provincial government The government has no direct loss in this change but need to avoid the problem associate with the companies to local politicians and government officials. The provincial government will start taking such measures more inclusive wellbeing of the citizen. Child welfare programs can be including such services. It will increase scope for human resource and child care department for working more involvement (Alfes et al., 2013). Advertising about the childcare system and involvement of government on social and local media ( Pilkington et al., 2017). Director of the change Before initiation Transition plan: Ending: The transition from one service to the other is a critical stage for everyone. For a manager of a social service organization Ms Stewart needs to communicate with the stakeholder who were dependent on her for a long time. She must. Personal communication with the employees is very much important while leaving for a new project. This helps in recalling, highlighting and reinforcing the values of the company. They must be encouraged to realise the importance of such transition and she must ask for their continuous support. The parents who have already become a part of this company, along with the new parents who are going to join are needed to be welcomed in the success celebration. There can be a farewell party to keep the experience memorable. Neutral zone: This stage is a gap between the previous job and a new one. Here the manager will be preparing herself for her new responsibilities. First of all, the individual must know the roles and responsibilities she is going to play in the new service. She must know the pros and cons of her responsibilities. The needs to have sound knowledge about the place as well as the culture of people and who are going to be her new colleagues and stakeholders The learning of the cultural differences is mandatory before entering a new place. This stage requires extra planning and goal setting for accomplishing the new task. The manager needs to psychologically prepared for all the challenges she will suffer in new job. The rituals are like hidden discipline because they give tremendous freedom in order to focus attention. The individual can learn a lot from shifting or alteration of responsibility. New beginning: Celebrating birthdays of employees highlight that the company care for them and help in solving many problematic issues. Identification of small details can help in speeding up the progress. Good communication with the employees has a far reaching effect where the individuals adopt the companys rituals and support them. Rewarding and celebrating different rituals with the employees and the supply chain will ease the process of psychological change and increase acceptance on the other hand it will help in mitigating unexpected problems. The celebration and ceremonies in a company will care for the new employees and stakeholder and they will share responsibilities and provide assistance to face new challenges. As a Manager of Organizational Development for GoodLife I have to complete my job efficiently. It is responsibility to hire, train, and manage staff but I have personal responsibilities also towards my children. This project is vital for my future prospect for which I need to leave all the establishments. In that case I shall ask for proper accommodation and setting that I am compelled to leave and successfully execute the project so that I can get a permanent secured job there. References: Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Arasu, A., Babcock, B., Babu, S., Cieslewicz, J., Datar, M., Ito, K., ... Widom, J. (2016). Stream: The stanford data stream management system. InData Stream Management(pp. 317-336). Springer Berlin Heidelberg. Beske, P., Land, A., Seuring, S. (2014). Sustainable supply chain management practices and dynamic capabilities in the food industry: A critical analysis of the literature.International Journal of Production Economics,152, 131-143. Golini, R., Kalchschmidt, M., Landoni, P. (2015). Adoption of project management practices: the impact on international development projects of non-governmental organizations.International Journal of Project Management,33(3), 650-663. Pilkington, P. D., Rominov, H., Milne, L. C., Giallo, R., Whelan, T. A. (2017). Partners to Parents: development of an online intervention for enhancing partner support and preventing perinatal depression and anxiety.Advances in Mental Health,15(1), 42-57. Sher, W., Williams, A., Northcote, M. T. (2016). Supporting Construction Management Education: Examining the Impact of Leadership, Management and Staff Development. Stadtler, H. (2015). Supply chain management: An overview. InSupply chain management and advanced planning(pp. 3-28). Springer Berlin Heidelberg. Wisner, J. D., Tan, K. C., Leong, G. K. (2014).Principles of supply chain management: A balanced approach. Cengage Learning.