Signature Assignment

1. Apple INC
Presented by Change Leader
Vivian Torvik
10/03/2016
http://www.slideshare.net/buddahgurl27/communication-plan-66698466
Communication Plan for
Organizational Change

2. Following the passing of Apple INC CEO Steve Jobs, Apple INC has been going through a
transitional period to keep up with meeting both consumer demands and the rapid changes
in the economy.
A communication plan has been created, made a priority, will be made effective
immediately, and will address the following changes that are occurring and future changes
that may occur within the Apple INC organization:
• Meeting the high demands for producing newer, faster and better technology
• New CEO will have to become accustomed and newly acquainted with the organizations
culture
• Employees behaviors towards accepting the changes that will occur during the transition
stage of the hiring of a new CEO and the technology changes
Scenario

3. Launching the Communication Plan
The launching of the communication plan will occur immediately following
Tim Cook’s acceptance of the CEO position. Communication of the change
plan must be delivered to every department of the corporation and will
include the following goals of the change plan for the employees:
Goal 1: Employees will have acquired information about the changes that will
occur following Tim Cook’s acceptance as CEO
Goal 2: Employees will transition and adapt to the changes with little to no
resistance.
Goal 3: Employees will be able to adapt and transition to any future changes
that may occur

4. Communication in regards to the changes that are being made will flow from
the Apple stores all the way up to the CEO of the Apple company. The change
plan will be delivered using the methods that are considered to be
appropriate to the recipients. The technology that will be used are:
• Apple INC Stores: Change blogs, emails, bulletin boards and online survey’s
• Corporate Employees: Change website, emails, online survey’s
• CEO Tim Cook: Copy of the presentation through a corporate email
Communication of how the changes are going to effect each employee and
their jobs will be included in the delivery method that they receive.
Delivery Method

5. Effectiveness Test Methods
Measuring the effectiveness of the change plan will be approached with
opinion survey’s directed towards the employees and management through
email and the change websites. The results that have been generated by the
opinion survey’s will be put into a bar graph that will display the comparison of
the expected behavioral outcome of the employees to the changes and the
actual behavioral outcome of the employees. An example of the graph:
0
1
2
3
4
5
Category 1 Category 2 Category 3 Category 4
Behavioral Change Comparison Bar Graph
Series 1 Series 2

6. Generating Feedback
Generating feedback will occur in the middle phase of the change plan and the
results of the feedback that is generated will help us, as change agents, to have
a better understanding of the employees own misconceptions, thoughts or
ideas regarding the changes that have occurred. All misconceptions will be
approached by reassuring management and their employees that the
effectiveness of the change plan will meet their expectations. It is important
that the employees feel that their concerns, ideas, and misconceptions are
being heard to help them to accept the change that is happening.
The tools that will be used to generate feedback from the employees are:
• Surveys
• Blogs
• Comment options on corporate change website

7. Addressing Negative Responses
Negative responses from the employees are to be expected and will be
welcomed as it gives management and change agents an insight of the
employees fears, concerns, misconceptions etc. Negative responses, in the
form of rumors and resistant behaviors will also give employees the
opportunity to provide ideas and support for how they prefer to approach the
transition of the change process and acceptance of the changes being made. To
better prepare for negative responses from the employees, change agents will
create a change plan that will increase the involvement of the employees in
every department. Negative responses will not be ignored and will be
acknowledged in an effective manner to help to better assist the employees
acceptance of the changes. This approach will give us the opportunity to
change resistance behaviors of the employees.

8. This communication plan will produce change within the organization by:
• Assisting the CEO Tim Cook to become better acquainted with the culture
of the organization, give him the opportunity to get to know the
management and employees of the organization, and the opportunity to
access the communication tools made available to connect with the
management and employees
• Providing the management teams with the tools to encourage and support
the behavioral changes of the employees and how to involve the employees
in the change process to help to prevent resistant behaviors.
• Employees will have a stronger trust in the CEO and management team of
the organization. This trust will have been built on the decision of the CEO
and management team of them involving the employees in the change
process
Producing Change

9. Cawsey, F. Tupper; Deszca, G.; Ingols, C. (2012). Organizational Change: An
Action-Oriented Toolkit. Thousand Oaks California: Sage Publications.
Resources