This is a hypothetical Communication plan for Google as an University of Phoenix AET student.

1. Communication Plan
Carol Hesprich
Professor Nortz
AET/560
November 9, 2015

2. How to Launch Communication Plan
Communication needs to be developed for these reasons:
1-infuse change throughout the Google organization;
2-enable people to understand the impact(s) change will have on them;
3-communicate any structural and job changes that will influence how things are
done at Google; and
4-keep people informed about the process and progress at Google
(Spector, 2013, p. 319).

3. There is also timing and focus of communication in four stages
and the methods for communication will vary depending upon
the stage
1- Pre-change Approval: to create awareness of the need for change,
communication programs explaining the issues and providing clear and
compelling rationale for the change. This is when convincing top management
and others at Google that change is needed. This is the time to sell the plan.
 Using comparative data will greatly influence Google to change when
showing company how competitors are getting ahead of the company.
 Demonstrating how competitive information can overcome conflicting
views between management levels.
(Spector, 2013, p. 320).

4. 2-Developing Need For Change
 The vision needs to be articulate. Explain the need for the change.
 The specific steps of the plan and how they will be undertaken need to be
clarified.
 People need to be reassured they will be treated fairly and respected.
*How will change effect jobs
*Training that will prepareemployees
*Who will do what in Google

5. 3-Midstream Change
*This is to inform people of the progress made in the an thus far in
Google
*Management needs to obtain feedback of acceptance by employees
*Extensive communication among management and employees
necessary to eliminate misconceptions
*This is BEST done face-to-face
Other ways to communicate after face-to-face:
websites, electronic bulletin boards, and online surveys

6. 4- Confirming the Change
-Inform employees of success
-Celebrate the change, and
-Prepare Google for the next change and complete any unfinished
business and
-After-action Review
(Spector, 2013, p. 321)

7. Technology Needed
Computers---emails, surveys, web-conferences, etc.
Telephones
Faxes
Projectors and Screens for showing plans in face-to-face meetings
How to test effectiveness and the impact of management’s response
*Doing First Strategy-Testing an approach and wants feedback from
top-down; also unilateral strategy
How to generate feedback for continuous improvement
*Participative Change Strategy--bottom up participation supporting the
attitudes and needs of all
How to address negative responses about change
*education and communication
*participation and involvement
*facilitation and support
*negotiation and agreement
*systematic adjustments
(Spector, 2013, pgs. 322-339).

8. This communication plan can effect Google in positive ways, helping all to feel
included and informed. Knowing the jobs arenot threatened and everyoneis
needed while providing training for each employee at each level will gain support
fromall. Keeping communication open and direct and repeating the information
often during each phase, stating it is repetition and for the reason of helping all to
understand and remember the updates, will keep Google as a whole. Then,
celebrating and coming together to participate in how to improvethe change
once it has been incorporated will make the change in Google successful.
Reference
Spector, B. (2013). Implementing organizationalchange. Pearson Education, Inc.
Retrieved November 4, 2015
https://newclassroom3.phoenix.edu/Classroom/#/contextid/OSIRIS:49414
214/context/co/view/activityDetails/activity/18834aa4-f95c-4435-9deb-
3dd107c1869a/expanded/False.