CHANGE MANAGEMENT PLANBYSTUDENT’S NAMEINSTITUTIONAL AFFILI.docx

CHANGE MANAGEMENT PLAN
BY
STUDENT’S NAME
INSTITUTIONAL AFFILIATION
TABLE OF CONTENTS
Slide 1: Cover Slide
Slide 2: Table of Contents
Slide 3: Purpose of the change management plan.
Slide 4: Change management plan member structure.

Issues Addressed
Slide 6: Outcomes to be resolved.
Slides 7–14: Possible Outcomes
Slide 15: References
PURPOSE OF CHANGE MANAGEMENT PLAN
Change management plan aids the organization to align the
It also allows the organization to conduct an assessment on the
impact of the change.
The assessment is significant because it allows for the
workability of the change
Enables the effectiveness of the organization to be maintained
over some time.
Change management refers to a sequence of activities or even
steps which the project leader or the team leading a particular
change in the organization follow intending to ensure that there
is an adequate transformation taking place. There are several
elements and directions that these processes follow. Change
management is essential to any organization, and it is through
the changes that are made that most objectives of the

organization or the Company can be achieved. The most
significant importance of change management is the fact that it
allows for conceptual preparation of the staff to implement the
particular change that the organization is intending to achieve.
CHANGE MANAGEMENT PLAN MEMNBER STRUCTURE
resources that are in existence in the organization. It also allows
the organization to conduct an assessment on the impact that the
change will bring to the organization in general. The assessment
is significant because it allows for the workability of the change
without causing any adverse effects on the daily running of the
organization (Uhl, 2016). Difference is significant because it
also enables the effectiveness of the organization to be
maintained over some time.
ISSUES TO ADDRESS
Reasons for change
Benefits of the Change
Change Processes
Possible barriers to the Change

Solution
s to the barriers
The issues listed above will be the points of focus in this
presentation. They will be addressed as a merger with the
outcomes of the change.
OUTCOMES TO BE RESOLVED
Shock
Rejection
Disbelief
Embarrassments
Tolerance
Acceptance

The following are the possible outcomes of the proposed change
to the organization. Some of these changes are negative while
others are positive. Handling these changes will depend much
on how they come.
SHOCK
Changes are not easy to accept.
Some staff and other employees prefer to maintain status quo.
Soft transition is recommended in such cases.
Patience is required by the change management team.

It is common for any change to be accepted with a shock from
the employees and KPMG is not exempted from this. The reason
for any excitement that will result from the difference could be
personal due to the fear of how this particular change could
impact the status quo of the employees.
REJECTION
It follows immediately after shock.
People in the organization will attempt to be rebellious.
This should not be the main focus of the team.
It acts as a distracter to the main objective.
This should be handled with much care.
It is necessary for the leaders and the managers to implement

the change. The person who is indicating signs of the shock
should, however, not be seen as the problem, but the reaction is
what concerns many people.
DISBELIEF
The main cause of shock in the transition process.
People will question if the whole plan will eventually work out.
Patience is needed to handle this group of people.
Feelings of dislike and rejects result from disbelief.
Denial is also possible, and it is the stage that follows shock
almost immediately and employees as well as some other staff
usually have the feeling that the change might not be
implemented successfully.
EMBARSSMENTS
A combination of disbelief and shock results into

embarrassments.
This is both on the side of the employee and the change
management team.
This should be handled with much care.
The process of change should not stop just because people are
not ready to get along.
Motivation is necessary at this point.
People will often experience because of the disbelief, and at
times, they are even angry at what is likely to happen in the
long run. Whether that is the belief or not, doubt in most cases
is the cause of feelings and expressions of denial in most
people.
TOLERANCE
It is a requirement throughout the process.
The change management team should not lose it even for once.

Not all the employees will be at the same level all the time.
Some will be lagging behind.
Accountability is key at this point but individuals ought not to
be pinned down.
The employees will be encouraged to tolerate the changes that
are proposed to ensure that their participation is worn. These
negative expectations, however, are not very difficult to deal
with, and they will be handled most appropriately.
ACCEPTANCE
The change will finally be accepted by the staff.
Incentives are required at this stage to motivate the employees
who have adjusted to the new requirements.
Rewards will play a key role in this whole stage.
It might take quite some time to get here.

By exposing the employees to thorough training and practical
lessons, it is expected that they will be open to discoveries and
get the courage to risk in adopting the latest trends. As a result
of exploring the new possibilities, it is expected that the
employees will carry out the necessary innovations and the
organization will create the avenue through which the ideas
from various employees will be accepted as much possible and
integrated into the management process.
PRODUCTIVITY
Productivity will go up.
Team work is encouraged for this to be realized.
Effective training is also very necessary.
If some have not adjusted to the pace, they should be given
tome to do so.
The change is expected to efficiently improve the productivity
level of the organization.

The proposed changes are equally expected to boost the
efficiency of the organization. The customers will get better
service delivery, and that is intended to boost their morale and
make them look for more of the services from KPMG.
MORALE AND ATTITUDE
The morale of the employees will be boosted accordingly.
Once they appreciate the change, they will be moved to go at
the required pace.
The attitude of the employees is expected to change accordingly
to the positive such that they will appreciate the change with
time.
The performance of the organization will go up.

The morale of the employees is therefore expected to be
increased, and hence, they will like to perform the various tasks
that they will be assigned in the Company. There will be a
significant change in the organizational personnel, and that is
meant to create a relaxed working atmosphere and hence
positively influence the attitude as well as the morale of the
employees.
REFERENCES
Apostolou, A. (2019). Case study of the risk management plan
ensuring business continuity of a
private healthcare organisation, after a manager change.Booth,
S. A. (2015). Crisis management strategy: Competition and
change in modern enterprises. Routledge.
Shakokani, M., Robinson, T., Cumming, D., Lovell, R., Bhagat,
S., Powell, J., & Kaleel, S.
(2016).
Louis, R. (2016). Change Management Plan of College
Admissions Policies and Support for Ex-

Offender Students.
Uhl, A., & Gollenia, L. A. (Eds.). (2016). A handbook of
business transformation management
methodology. Routledge.

Planning for Retirement
MBA 645 – Project 2
Sample

https://money.usnews.com/money/retirement/401ks/articles/201
8-07-23/are-your-retirement-
savings-ahead-of-the-curve
Gone are the days of employer-sponsored pensions. The way
major U.S. companies
provide for retiring workers has been shifting for about three
decades, with more dropping
traditional pensions every year.
The first pension offered by a private company were those
handed out by American
Express, back when it was a stagecoach delivery service. That
was in 1875. The idea of pensions
didn’t spread with other private businesses right away, but
under union pressure in the middle of
the last century, many companies adopted a plan. By the 1980s,

the trend had profoundly reshaped
retirement for Americans, with a vast majority of full-time
workers at medium and large companies
getting traditional pension coverage, according to the Bureau of
Labor Statistics data.
However, corporate America began to change. Union
membership declined and executive
boards, under pressure from stockholders, focused more intently
on maximizing company profits
and stock prices. And Americans lived longer pension began to
become more expensive.
For example, in 1950, a 65-year-old man could be expected to
reach age 78, on average.
Today, that 65-year-old is likely to live beyond 84. The longer
life expectancy means pension
plans must pay out substantially longer than they once did.

By the early 1990s, about 60 percent of full-time workers at
medium and large companies
had pension coverage, and that number continues to decline.
Today, only about 24 percent of
workers at midsize and large companies have pension coverage,
according to the data, and that
number is expected to continue to fall as older workers exit the
workforce.
The retirement-savings system in the United States has three
pillars: Social Security,
employer-sponsored pensions or retirement savings plans, and
individual savings.
8-07-23/are-your-retirement-savings-ahead-of-the-curve
8-07-23/are-your-retirement-savings-ahead-of-the-curve
In place of pensions, companies and investment advisers urge

employees to open
retirement accounts. The basic idea is workers will manage their
retirement funds, sometimes with
a little help from their employers, sometimes not. Once they
reach retirement age, those accounts
are supposed to supplement whatever Social Security might pay.
Today, Social Security provides
about $14,000 a year on average.
Rather than “defined benefit” plans, in which people are
guaranteed a certain amount of
money every year in retirement also known as a pension, they
receive “defined contribution” plans,
which means the employer sets aside a certain amount of money
per year.
401(k), 403(b) 457 offered by employers- For the average
person, these types of plans will

be the most accessible and most convenient places to start
investing for retirement. Your financial
institution will have already been chosen, by the employer, and
the money will be taken, pre-tax,
out of the paycheck and contributed to these accounts. There
will be a list of investment options
to choose from, and you may even get an employer match. You
can contribute up to $19,000 for
2019. Individuals, 50 years of age or older, can also make an
additional $6,000 catch up
contribution.
Simple IRA - This type of plan allows smaller employers
(businesses with less than 100
employees) to set up a workplace IRA. This type of program
comes with a little less paperwork
and administration expenses employer versus setting up a proper
401(k) plan. The employer will

have to either match some level of contribution or make an
unmatched contribution even if the
employee does not contribute. An employee can contribute up to
$13,000 for 2018, and there is a
$3,000 catch up contribution allowed for workers who are 50-
years-old or older.
Individual Retirement Account (IRA) - Essentially anyone can
contribute up to $6,000 a
year to an IRA ($7,000 if you’re 50 or older). The money will
grow, tax-free, while it is in the
account. Taxes will have to be paid when you take out money.
You can contribute to both an IRA
and a 401(k).
Roth IRA – When it comes to taxes, this IRA works differently
than the other retirement accounts.

Contributions will be made post-tax meaning you will not get a
tax deduction when you put in
money. The most significant benefit of the Roth IRA is the
money will come out tax-free after you
reach the age of 59 ½.
Cash Balance Pension Plan - This is typically a personal
pension for high earners looking
to sock away large amounts of money pre-tax. Small business
owners can play catch up for
retirement and dramatically reduce their tax liability with a
Cash Balance Pension Plan combined
with a Profit Sharing 401(k) plan.
The trouble with expecting workers to save on their own is that
almost half of U.S. families
have no such retirement account, according to the Federal
Reserve's 2016 Survey of Consumer

Finances. Social Security replaces only about 40 percent of an
average wage earner’s income when
they retire, while financial advisors say that retirees need at
least 70 percent of their pre-retirement
earnings to live comfortably. Those who do have retirement
accounts, moreover, their savings are
far too scant to support a typical retirement. The median
account balance among workers at the
median income level, is about $25,000, as the average wages,
when adjusted for inflation, have
remained near where they were in the 1970s, which makes it
hard for workers to increase their
savings. Two-thirds of Americans don’t contribute any money
to a 401(k) or another retirement
account, according to Census Bureau researchers.

SOURCE: 2017 RETIREMENT CONFIDENCE SURVEY.
According to a report from the Economic Policy Institute (EPI),

the mean retirement savings
of all working-age families, which the EPI defines as those
between 32 and 61 years old, is
$95,776. As the charts show, retirement preparedness varies by
age, and younger families have
less stashed away. Below is a breakdown of the mean and
median retirement savings of U.S.
families at every age:
• Mean retirement savings of families between 32 and 37:
$31,644
• Median retirement savings of families between 32 and 37:
$480
$67,270
$4,200

$81,347
$6,200
$124,831
$8,000
$163,577
$17,000
Amount Saved for
Retirement
Percentage of

Workers
Percent of Retirees
Less than $1,000 24% 21%
$1,000 to $9,999 14% 8%
$10,000 to $24,999 9% 6%
$25,000 to $49,999 8% 3%
$50,000 to $99,999 10% 7%
$100,000 to $249,999 15% 16%
$250,000 or more 20% 38%
How large should your retirement nest egg be? The answer is
highly personal, and specific

dollar amounts can be arbitrary, but according to many financial
advisors, a good rule of thumb is
to have ten times your final salary in savings if you want to
retire by age 67. A timeline to use to
get to that magic number:
• By 30: Have the equivalent of your salary saved
• By 40: Have three times your salary saved
• By 50: Have six times your salary saved
• By 60: Have eight times your salary saved
• By 67: Have ten times your salary saved
What about if you want to have $1,000,000 or more in your
retirement account by the time

you retire? The younger you start saving, the better. If you wait
until you’re 35 to start investing
your savings in the stock market, to become a millionaire by 65
you will have to save more than
double the amount you would have needed to sock away if you
had started at 25, and the gap
between starting early and starting late only widens the older
you get.
Assuming an 8% return on stocks, a 4% return on bonds and
accounting for an
inflation rate of 2%, the least that someone could save to
become a millionaire is $306 a
month if they start when they are 20 and plan to retire at 65. If
$444 saved every month
beginning at 25, they will hit your seven-figure goal within 40
years. The longer one stays
in the market, the better, even when there are significant drops.

However, many young
people today who feel burdened by student debt and rising costs
of living may be tempted
to put off saving, feeling like they should erase their debts first.
Saving early eases the
financial burden that may arise when trying to save later in life.
For example, one would
need to save $1,396 every month beginning at 40, or $2,126
every month moving forward
from age 45 to break the six-figure ceiling.
Putting away enough to get the maximum match is pretty much
the minimum you should
save. An excellent way to keep increasing your retirement
savings is to automatically increase
your 401(k) contributions every time you get a raise. You won’t
miss it if you never get used to

having it.
Despite all the talk about diversification and fees, the most
crucial step in your retirement
planning is merely getting started. It’s never too early to start,
and the earlier you start, the less
you’ll have to save to meet your retirement goals

References
“I Hope I Can Quit Working In A Few ... - The Denver Post.
(n.d.). Retrieved from
https://www.denverpost.com/2017/12/30/america-without-
pensions-retirement/
This Is What Life Without Retirement Savings Looks Like ...
https://www.theatlantic.com/business/archive/2018/02/pensions-
safety-net-califor.
10 Retirement Accounts You Should Know About. (n.d.).
Retrieved from
https://www.forbes.com/sites/davidrae/2018/07/23/10-
retirement-accounts-you-shou

Beginner's Guide To Saving For Retirement - Money Under 30.
https://www.moneyunder30.com/beginners-guide-to-saving-for-
retirement
Here’s How To Save $1 Million By 65 No Matter How Old You
... (n.d.). Retrieved from
https://finance.yahoo.com/news/save-1-million-65-no-
194731692.html
https://smartasset.com/retirement/retirement-
calculator#TD4R62bbfv
https://www.denverpost.com/2017/12/30/america-without-
pensions-retirement/
https://www.theatlantic.com/business/archive/2018/02/pensions-
safety-net-califor
https://www.forbes.com/sites/davidrae/2018/07/23/10-
retirement-accounts-you-shou
https://www.moneyunder30.com/beginners-guide-to-saving-for-
retirement

https://finance.yahoo.com/news/save-1-million-65-no-
194731692.html
https://smartasset.com/retirement/retirement-
calculator#TD4R62bbfv
MILESTONE TWO:
For this milestone, you will submit a draft of your professional
presentation (Component One). First, you will choose a real-
world company that is seeking to reorganize or reinvent itself in
the market and that would benefit from a change management
plan. Working as a consultant for this company, you are tasked
with developing a plan that includes recommendations with the
goals of maximizing company profit, productivity, and market
perception. Before developing the plan, you must first create a
comprehensive and professional presentation that articulates a
convincing need for change.
You should envision yourself giving this presentation to the
senior executives of your chosen company or organization. This
is your opportunity to demonstrate your understanding of their
organization and the situations that established the need for the
change. You then need to present an outline of your change
management plan in a well-organized and clear manner. You

should use innovative and creative methods that are reflective
of your project goals. Remember that you are seeking support of
the proposal, so knowing your audience and tailoring your
message to them is crucial.
Since you will not actually deliver this presentation in person,
you must create a self-sustaining presentation (speaker notes
included). The presentation should adhere to the principles of
an effective presentation, and all of your sources should be
properly cited. Create a presentation that will convey all of the
necessary information while keeping the attention of your
audience.
Guidelines for Submission: Create a PowerPoint presentation
that outlines the key elements in your change management plan.
You will present your plan as if you are speaking to the senior
executives of the company. The material you have researched in
regard to change management plan templates can be used to
create your plan. Use the speaker notes for the detailed
information; the slides should be visual for the intended
audience. Your presentation should consist of at least 15 slides
in the following format:
Slide 1: Include a title slide (name, date, course code, and
project title).

Include a table of contents.
Slide 3: Describe the purpose of the change management plan.
Slide 4: Define the change management plan member structure.
(This is the authorizing staff.)
Slide 5: List the issues to address.
Slide 6: List the outcomes to be resolved.
Slides 7–14: Organize each slide based on the individual issues
and outcomes you will discuss, and provide examples of each.
You may include visual examples, audio, or other media in the
slides. Reference all resources applicable for each slide.
Slide 15: List references with corresponding in-text citations.
Speaker Notes: You will provide written information as if you
were speaking to your intended audience. This is where you will
expand on the bullet points in each slide. You will need to cite
any resources you use.
Your draft must contain all of the elements listed above. It
should follow APA guidelines and must include at least five
scholarly sources. Cite your sources on the slides, in the
speaker notes, and on the reference page.
MILESTONE THREE:
Assuming that you gained buy-in from the company’s senior

executives, you must now develop a comprehensive change
management plan that addresses the desired change. In
developing a change management plan, you cannot take a one-
size-fits-all approach. A plan of this kind depends on the
company’s needs. One company, for instance, might be
releasing a new product, while another might be in the middle
of a merger. Each of these scenarios requires a very different
approach, and it is up to you to make these determinations.
Prompt: For this milestone, you will submit a draft of your
change management plan (Component Two). The steps listed
below should be included in your change management plan.
1. Preparing for Change
Provide a comprehensive assessment of the key aspects of the
company and how it might be affected by the change. Your
assessment of the organization could include reviewing the
current mission and vision statement; assessing organizational
structure, culture, and values; reviewing the company’s history;
or understanding staff retention and morale. This is not an
exhaustive list, and you should include information that is
pertinent so that others can understand why the change is
necessary for the company and how your plan will effectively
implement the intended change.

In preparing for the organizational change, the following
sections should be included:
Outline of Goals. Outline and prioritize the goals of the plan
and proposed change. How will you prioritize and manage the
tasks, resources, and tools within the project?
Macro and Micro Changes. Describe and evaluate the macro and
micro changes, including a financial analysis for each change
that you propose. Provide your interpretation of resource
allocations.
Scope of the Change. Review the scope of the change and who
will be affected. Discuss why each change is necessary and
what the benefits will be.
Task Force. Make recommendations for the creation of a task
force to help with the changes. This group would be tasked with
helping implement the plan to allow for a smooth transition and
aid in identifying what worked well and what did not.
Strategies. Create strategies to make the changes happen. This
will depend on your company’s needs and proposed changes.
For example, if applicable, how would you downsize the staff,
or how would you find and keep the best employees? How
would you cut expenses?
2. Managing Change
This should include the following:

Communication Plan. Discuss how you will maintain
communication among all stakeholders.
Mediation Department. Provide recommendations regarding
conflict resolution for addressing employee issues. Once the
changes take place, what will you do to help those who resist?
Human Resource Support. This might include training,
coaching, professional development, and a plan for performance
evaluations.
3. Reinforcing Change
What is your plan or recommendation to reinforce and sustain
the proposed changes within the company and among internal
audiences? What strategies will you use to gain buy-in among
the internal individuals or groups that the change affects? How
will you achieve and maintain a sound, ethical framework or
ethical reasoning when making these recommendations?
4. Change Outcomes
This should include the outcome of your plan. What do you
envision will happen to the company based on implementation
of your recommendations? This section should reflect your list
of goals and positively reflect benefits to the organization. How
will you resolve potential conflict during the change
management process and create a positive impression on the
organization? Also, describe the ethical components that will

create accountability in the functions of the organization.
Guidelines for Submission: Your draft must contain all of the
elements listed above. It should be at least 10 pages in length
(excluding the title page and
references) and should follow APA guidelines. You must
include at least eight scholarly sources. Cite your sources
within the text of your paper and on the reference page.
FINAL PROJECT:
Overview
The final project for this course is the creation of a professional
presentation, a change management plan, and a professional
reflection.
The change management plan will serve as evidence and
documentation of your ability to create a plan and collaborate
with a team of employees to work on tasks to reach a common
goal. You will also highlight the critical-thinking and decision-
making skills learned while studying management at School.
Think of this assessment as a cornerstone of your professional
identity that can be considered a representation of the skills and

abilities you bring to a potential employer. This assessment
could be used as an artifact while seeking new opportunities in
which you can present your research to interested stakeholders
and have a positive reception. For this reason, you are tasked
with devising a well-rounded, authentic change management
plan that is worthy of implementation. In addition, you will also
reflect on your journey through the management program and
how you plan to position yourself professionally.
The project is divided into three milestones, which will be
submitted at various points throughout the course to scaffold
learning and ensure quality final submissions. These milestones
will be submitted in Modules Two, Four, and Six. The final
submissions will occur in Modules Nine and Ten.
Outcomes
In this assignment, you will demonstrate your mastery of the
following course outcomes:
Utilize multiple methods for supporting and developing talent in
employees in the interest of facilitating high-performance
teams, dispersing expert knowledge, and guiding teams through
organizational change
Integrate effective verbal, written, presentation, and technical
communication skills for gathering and presenting information,

facilitating groups and teams, and building appropriate business
relationships across the organization
Apply critical thinking, data analysis, and ethical reasoning to
ensure strategic, systems-level decision making in business and
management
Create project and management plans that effectively prioritize
tasks, stabilize resource conflicts, and integrate appropriate
project management tools
Articulate the importance of business metrics, performance
data, and financial analysis for maintaining accountability to the
business in management plans and decisions
Evaluate how the brand, mission, and values of organizations
can integrate with effective management practices to encourage
an enterprising organizational culture and brand stewardship in
employees and one’s management approach
Prompt
Working individually and with feedback from peers and your
instructor, you will identify, research, and analyze a real
company that seeks to increase presence in the market and
improve functions and processes within the organization so that
there is fluid communication as well as a more positive
environment and buy-in from stakeholders. You will build this
plan throughout the term, completing various milestone

assignments and refining your work. A personal reflection on
your professional journey through the program will accompany
the presentation and change management plan. You will
additionally participate in peer-review discussions, providing
feedback to your classmates and receiving feedback on your
final project.
You will first create a well-researched, insightful presentation
that outlines your proposed change management plan that you
would present to a group of the company’s senior executives.
Assuming you receive buy-in from these executives, you will
then create a comprehensive and professional change
management plan that will include your recommendations and
ideas for effectively implementing change within the company.
Evaluation of Capstone
There are three separate components that will be submitted at
different times during the course; however, they all operate
together to make up the whole capstone experience and are not
assessed separately. The three final project milestones are
submitted for feedback (peer and instructor) throughout the
course. You will be evaluated on all three as a unit in
determining whether you have demonstrated proficiency in each
outcome. Your instructor will guide you through this process,
keeping a running narrative of your strengths and weaknesses in

relation to the outcomes as you progress through the class. Your
work is expected to meet the highest professional standards.
The document should follow the professional industry standards
and should include a title page, table of contents, change
management plan, reflection, professional resources, and
appendices. The information should be cited according to the
rules of the Publication Manual of the American Psychological
Association (APA). All students may include illustrations,
photographs, graphs, charts, and other non-textual materials as
needed to support the underpinning change management strategy
(though all of the latter should be placed in an appendix or
appendices if used).
Component One: Professional Presentation
First, you will choose a real-world company that is seeking to
reorganize or reinvent itself in the market and would benefit
from a change management plan. Working as a consultant for
this company, you are tasked with developing a plan that
includes recommendations with the goals of maximizing
company profit, productivity, and market perception. Before
developing the plan, you must first create a comprehensive and
professional presentation that articulates a convincing need for
change.

You should envision yourself giving this presentation to the
senior executives of your chosen company or organization. This
is your opportunity to demonstrate your understanding of their
organization and the situations that established the need for the
change. You then need to present an outline of your change
management plan in a well-organized and clear manner. You
should use innovative and creative methods that are reflective
of your project goals. Remember that you are seeking support of
the proposal, so knowing your audience and tailoring your
message to them is crucial.
Since you will not actually deliver this presentation in person,
you must create a self-sustaining presentation (speaker notes
included). The presentation should adhere to the principles of
an effective presentation, and all of your sources should be
properly cited. Create a presentation that will convey all of the
necessary information while keeping the attention of your
audience.
Component Two: Change Management Plan
Assuming that you gained buy-in from the company’s senior
executives, you must now develop a comprehensive change
management plan that addresses the desired change. In
developing a change management plan, you cannot take a one-
size-fits-all approach. A plan of this kind depends on the

company’s needs. One company, for instance, might be
releasing a new product, while another might be in the middle
of a merger. Each of these scenarios requires a very different
approach, and it is up to you to make these determinations.
The steps listed below should be included in your change
management plan.
1. Preparing for Change
Provide a comprehensive assessment of the key aspects of the
company and how it might be affected by the change. Your
assessment of the organization could include reviewing the
current mission and vision statement; assessing organizational
structure, culture, and values; reviewing the company’s history;
or understanding staff retention and morale. This is not an
exhaustive list, and you should include information that is
pertinent so that others can understand why the change is
necessary for the company and how your plan will effectively
implement the intended change.
In preparing for the organizational change, the following
sections should be included:
Outline of Goals. Outline and prioritize the goals of the plan
and proposed change. How will you prioritize and manage the

tasks, resources, and tools within the project?
Macro and Micro Changes. Describe and evaluate the macro and
micro changes, including a financial analysis for each change
that you propose. Provide your interpretation of resource
allocations.
Scope of the Change. Review the scope of the change and who
will be affected. Discuss why each change is necessary and
what the benefits will be.
Task Force. Make recommendations for the creation of a task
force to help with the changes. This group would be tasked with
helping implement the plan to allow for a smooth transition and
aid in identifying what worked well and what did not.
Strategies. Create strategies to make the changes happen. This
will depend on your company’s needs and proposed changes.
For example, if applicable, how would you downsize the staff,
or how would you find and keep the best employees? How
would you cut expenses?
2. Managing Change
This should include the following:
Communication Plan. Discuss how you will maintain
communication among all stakeholders.
Mediation Department. Provide recommendations regarding
conflict resolution for addressing employee issues. Once the
changes take place, what will you do to help those who resist?

Human Resource Support. This might include training,
coaching, professional development, and a plan for performance
evaluations.
3. Reinforcing Change
What is your plan or recommendation to reinforce and sustain
the proposed changes within the company and among internal
audiences? What strategies will you use to gain buy-in among
the internal individuals or groups that the change affects? How
will you achieve and maintain a sound, ethical framework or
ethical reasoning when making these recommendations?
4. Change Outcomes
This should include the outcome of your plan. What do you
envision will happen to the company based on implementation
of your recommendations? This section should reflect your list
of goals and positively reflect benefits to the organization. How
will you resolve potential conflict during the change
management process and create a positive impression on the
organization? Also, describe the ethical components that will
create accountability in the functions of the organization.
Comment by Author:
Component Three: Professional Reflection
For the final component, you will write an essay in which you

discuss the process and potential outcomes of this project, as
well as how your coursework culminated in the project. This
may include discussions of unforeseen problems or obstacles, as
well as any unexpected surprises. The essay should also include
your identified strengths and problems encountered while
completing the project. Finally, the essay will examine how the
project will be useful in the job market or for furthering your
education.
You should envision this component as a personal reflection on
the project and your experience in the management program as a
whole. For instance, relative to the project, you could discuss
what you did (or intended to do) and then consider what worked
well, what challenges you faced, and what you would change or
do differently to make your experience better. In reflecting on
your time here at school, you might discuss where you started,
where you are currently, and where you see yourself going.
Note that this component is not about evaluating the capstone
course itself but rather your experience of creating the final
project.
Some areas that could be addressed in this component include
the following:
Overall, how has the project affected your management
viewpoint?

Reflect on the significance of the project in relation to your own
experience at school.
What connections do you see between your project and your
academic program?
How will you apply what you have learned to your future
academic and/or professional life?
Reflect on how your current experiences and education have
prepared you for a career in the management field.
How do you feel about the final product in relation to the
organizational behaviors, organizational structure, and ethical
reasoning in the steps of the plan?
Final Project Rubric
This rubric will be applied to all three components as a whole,
and no component will be assessed on its own.
The “Possible Indicators of Success” are examples for you and
the instructor of the types of concepts to look for to
demonstrate proficiency. They are neither exhaustive nor
proscriptive and should be used as guides for illustrating how
your project embodies the outcome. All outcomes are weighted
equally.
Guidelines for Submission: Your submission must use double

spacing, 12-point Times New Roman font, one-inch margins,
and at least eight sources. It must be 16–18 pages in length (in
addition to a cover page and references) and must follow APA
format.
CHANGE MANAGEMENT PLAN1
Change Management Plan
Student’s Name
Institutional Affiliation
Milestone Three – Change Management Plan
Introduction
Change management refers to a sequence of activities or even
steps which the project leader or the team leading a particular
change in the organization follow intending to ensure that there
is an adequate transformation taking place. There are several

elements and directions that these processes follow. Change
management is essential to any organization, and it is through
the changes that are made that most objectives of the
organization or the Company can be achieved. The most
significant importance of change management is the fact that it
allows for conceptual preparation of the staff to implement the
particular change that the organization is intending to achieve.
resources that are in existence in the organization. It also allows
the organization to conduct an assessment on the impact that the
change will bring to the organization in general. The assessment
is significant because it allows for the workability of the change
without causing any adverse effects on the daily running of the
organization (Uhl, 2016). Difference is significant because it
also enables the effectiveness of the organization to be
maintained over some time.
At the individual level, change management is essential in so
many aspects. The staff in any organization where the change is
adopted is affected in one way or the other based on the
direction the change management process takes. Change
management process that is effective ensures that there is a
smooth transition from the old techniques to new techniques,
and this ensures that the morale and productivity of the
organization are boosted or maintained accordingly. In the
following sections, this paper will address the processes of

change management that are very effective and applicable in all
the organizations. These are the processes that are to be adopted
by KPMG as well.
Preparing for Change
The right attitude is the primary requirement to smooth
transitions and changes. Without a proper mind set and the
appropriate plan in store, it could be an illusion to get to the
right attitude. Several aspects were preparing for change entails.
These when followed appropriately, KPMG will successfully
adopt all the changes that are proposed to be implemented (Uhl,
2016). The top leaders are the very first people who should
accept and embrace the change. Once they receive the
transitions that are about to take place, it is possible for the
others to follow suit.
The goals for the proposed changes are to build an innovative
culture in KPMG as well as encourage the best practices to be
adopted by the employees. The other objective is to establish
incentive programs in the organization and adjust the training
practices. Finally, the change management of KPMG aims at
shifting the targeted Customer base. These changes are to be
achieved by empowering the employees as well as the other
staff so that they can pull together for the common good. Some
changes, such as adjusting the training practices and shifting the
customer base, are micro while establishing an incentive
program is one of the macro or significant changes.

These changes are significant because they are intended to
improve the productivity and performance of the organization.
By motivating the customers, the output is increased by a more
substantial margin, and this is achievable by empowering the
employees as much as possible. I would recommend that the
head of the human resource department take the lead in
initiating and implementing the various changes that are
proposed (Booth, 2015). We will empower the employees by
carrying out the relevant training and appreciating them
whenever they do some essential tasks.
Managing Change
Managing the proposed changes within KPMG could be
technical if not handled with care. This is because KPG is a
large organization with several employees who have different
interests and are of various specialties. I would encourage the
leadership of KPMG to fully understand the nature of this
organization and the dynamics which are involved therein. Once
this is done, then envisioning and putting in place the desired
features of the organization would come second (Booth, 2015).
The proposed changes are to be implemented in a very orderly
manner, and the transitions should be handled effectively.
Communication management is very significant in any
organization. Regardless of the purpose of the same, it is
imperative to have effective communication in any organization.
Several strategies are proposed to aid in communication

management and to ensure that the proposed changes are
seamlessly implemented. The organization will see into it that
the critical information is communicated promptly and in a
consistent manner as soon as that is required. KPMG will
establish an employment brand that is recognizable quite
quickly and see to it that the relevant information is delivered
from the top in a like manner with the vision and mission of the
organization.
Stakeholders are essential in any organization for they ensure
that there is a smooth flow of activities from time to time and
that execution is done promptly. KPMG will identify the
stakeholders in terms of the various roles they play in terms of
the influences they have in the organization. Relevant
information will then be channeled to each of these stakeholders
according to the characters that they represent (Shakokani,
2016). Timing is essential when it comes to communication.
KPMG will see to it that all the information that is to be wired
in any direction are done timely.
Early communication is encouraged in this process because
people need some time to adjust and make the changes as
required. The person to make the connection is also essential,
and KPMG will identify people who are eloquent in speech, as
well as written messages and these people, will do the
communication as required to the relevant people and
authorities. To avoid any misunderstanding and

misinterpretation of the information, some clarity of the
information will be done before any information is circulated in
the organization.
Conflict is a result of several factors with the principal cause
being differences in ideologies and points of view. Not
everyone in the workplace will agree at all times, and as per the
change as well, not everyone is happy with what is about to take
place. For this reason, a lot of misunderstandings is expected
from time to time. However, the change management team aims
to minimize these disagreements as much as possible to ensure
that there is always harmony in the organization at all times
(Shakokani, 2016). The following are recommendations on how
conflicts would be solved if any is encountered in the
organization.
The parties involved in the conflict are encouraged to talk with
each other at a convenient time, and if possible, a meeting
between the parties involved should be initiated. This meeting
should be at a place where there are minimal interruptions or no
interruptions at all. The behaviour events should be the main
focus of the resolution process and not personalities. It is
encouraged that the parties involved should actively and
carefully listen to each other with a lot of patience so that both
sides of the story is gotten and weighed accordingly.
It is also prudent that in case of a vague point, clarity should be
sought by either party and individuals should not move to the

next phase of the solution before the location is conspicuous.
The areas of conflict should be the main points of focus, and
they should come first before anything else. Each conflict is
unique in its way, and therefore, it is essential that a plan of
working out every battle is developed comprehensively so that
not all disputes are solved similarly. In the occurrence of
conflict, projection ought to be made into the future so that a
similar phenomenon is minimized as much as possible.
The human resource department is very significant in the
implementation of this change that is about to take place. When
the Human Resource department is efficient, it allows the
organization to have the ability to meet the needs of the
business through the management of the most valuable
resources in the organization. This department will ensure that
the right persons are recruited into KPMG to perform the right
tasks that match their qualifications. The department will see
into it that a safe working environment is maintained so that
work goes on smoothly.
The relations between the employees and the employers ought
to be very strong, and that is what this particular change is
proposing (Apostolou, 2019). This relationship is strengthened
via the measurement of job satisfaction, engagement of the
employee as well as resolving the conflicts in the organization.
KPMG must provide its employees with the necessary tools that
they require achieving the success in the organization. In most

cases, this implies that the employees will be given an
orientation extensively as well as professional training and
leadership development. Within this area, the department will
conduct reimbursement programs which are within the
development and training area.
Reinforcing Change
It is not correct to say that change comes quickly. It is through
a severe struggle that change is ultimately implemented as
expected by the change management team. It is essential to
ensure that the proposed amendment is adopted without many
wrangles and push and pull between the employees. If at one
point there is a serious resistance to change, the leadership
enforcing the change should not be discouraged, but they should
effectively use their leadership skills to see into it that the
amendment is successfully adopted by KPMG.
For a successful change to take place in KPMG, the following
are required by the team that is enforcing the change. First, the
team should apply new learning and change is best workable
when the new knowledge is adopted by the employees almost
immediately. In as much as some employees will be hesitant to
embrace the changes, it is expected that quite a number will
need some coaching which can be given by the trainer of the
team (Apostolou, 2019). The second step towards the
implementation of the change is to see to it that the employees
at the various levels in the different departments are fully

integrated into the new ways of doing things.
It is most probable that the employees will offer a helping hand
to each other at the time when all of them are at the same level.
Once the training has been done efficiently and effectively, the
employees can then be held accountable for the use of the
knowledge they have obtained during the training session. The
techniques for measuring the various levels of accountability
are dependent on the extent to which the training for the various
employees was done. Finally, it is prudent that you celebrate the
change as much as possible.
From the perspective of change management, reinforcement
could be very technical and tricky because, at the time that one
change is complete, it is always apparent that the organization
would move to the next level of evolution. It takes some effort
to ensure that a change sticks with the organization. However,
KPMG should carefully follow the recommendations that have
been mentioned above and ensure that the proposed changes are
effective as much as possible. The proposed changes have been
tested and proven to be sustainable (Louis,, 2016). The most
important tasks are, therefore left to the organization to ensure
that all the objectives of the change are sufficiently met.
Most employees find it more comfortable to get some training
from a direct supervisor. This implies that significant changes
would only take place as long as the supervisors or data
managers have direct and trusted support with the employees.

Some supervisors would prefer to a one – on – one feedback
from the employees while other supervisors would prefer a
public recognition and awards on every major accomplishment
made by the employee or any other people in the organization.
Group incentives, as well as celebrations, are very significant
modes of perceiving change and ensuring that is picked on
expertly.
Rewards as having been mentioned are very positive at the point
of influencing the change that is advocated for by the
organization. Making establishments of things such as monetary
bonuses as well as gift cards and lunches is a perfect way of
ensuring that the workforce gets the required recognition from
the management (Doppelt, 2017). The most crucial aspect of
incentives is the fact that the managers, as well as the
supervisors, can keep implementing the changes daily
continuously. These rewards are designed to ensure that the
changes are accomplished and that they are as effective as
expected by the management.
Improving the adoption of a particular change implies that
maximum feedback is obtained by from the employees. The
management teams or the supervision teams are supposed to
introduce the various mechanisms through which they will be
getting feedback from the employees and the staff in general on
the progress and the effectiveness of the proposed change
(Louis,, 2016). Compliance audit would be essential and

relevant for the adoption of the amendment so that some
correctional practices are done in good time (Doppelt,2017).
KPMG will need to involve a full accountability system to
check on the various signs of progress of the steps being
undertaken.
Change Outcomes
There are expected results that should accompany the tireless
efforts to ensure that the change is obtained. These outcomes,
by all standards, should match the energy that is put in place to
accomplish the same. Otherwise, it will not be worth the
straining and the commitment that the processes are given.
Some of the expected results or outcomes of the proposed
changes are such as opening up new opportunities for the
organization that the employees can embrace as well as
appreciate.
By exposing the employees to thorough training and practical
lessons, it is expected that they will be open to discoveries and
get the courage to risk in adopting the latest trends. As a result
of exploring the new possibilities, it is expected that the
employees will carry out the necessary innovations and the
organization will create the avenue through which the ideas
from various employees will be accepted as much possible and
integrated into the management process. The proposed changes
are equally expected to boost the efficiency of the organization.

The customers will get better service delivery, and that is
intended to boost their morale and make them look for more of
the services from KPMG.
The new machinery to be rolled out in the organization are
meant to ensure that the work done in the organization is made
easier and faster and better. The morale of the employees is
therefore expected to be increased, and hence, they will like to
perform the various tasks that they will be assigned in the
Company. There will be a significant change in the
organizational personnel, and that is meant to create a relaxed
working atmosphere and hence positively influence the attitude
as well as the morale of the employees.
However, KPMG should equally be ready for some adverse
reactions to the proposed changes from the employees. This is
as a result of the apparent reasons, some of which have been
discussed in the previous sections of this paper. It is common
for any change to be accepted with a shock from the employees
and KPMG is not exempted from this. The reason for any
excitement that will result from the difference could be personal
due to the fear of how this particular change could impact the
status quo of the employees. It is necessary for the leaders and
the managers to implement the change. The person who is
indicating signs of the shock should, however, not be seen as
the problem, but the reaction is what concerns many people.
Denial is also possible, and it is the stage that follows shock

almost immediately and employees as well as some other staff
usually have the feeling that the change might not be
implemented successfully. People will often experience because
of the disbelief, and at times, they are even angry at what is
likely to happen in the long run. Whether that is the belief or
not, doubt in most cases is the cause of feelings and expressions
of denial in most people. The employees will be encouraged to
tolerate the changes that are proposed to ensure that their
participation is worn. These negative expectations, however, are
not very difficult to deal with, and they will be handled most
appropriately.
Conclusion
In conclusion, change is widespread in organizations today. In
as much as in the previous days, a change occurred at a slower
pace, today it is meant to take place so rapidly, and the
employees should be prepared psychologically to adjust to the
occurrences that are about to occur. The leaders of KPMG are
supposed to be very sensitive to the impacts that change usually
brings to any organization and the human capital that is
necessary to manage the change as much as possible. At the
same time, the change management teams are supposed to assess
the benefits of the change in general to the organization in
contrast to the impact that the change is likely to bring to the
organization. The proposed changes are aimed at improving the
productivity of KPMG and boosting the morale of the staff. The

three stages of change management processes are followed
carefully to ensure that there is a seamless transition.
References
Apostolou, A. (2019). Case study of the risk management plan
ensuring business continuity of a
private healthcare organisation, after a manager change.Booth,
S. A. (2015). Crisis management strategy: Competition and
change in modern enterprises. Routledge.
Booth, S. A. (2015). Crisis management strategy: Competition
and change in modern
enterprises. Routledge.
Doppelt, B. (2017). Leading change toward sustainability: A
change-management guide for
business, government and civil society. Routledge.
Shakokani, M., Robinson, T., Cumming, D., Lovell, R., Bhagat,
S., Powell, J., & Kaleel, S.
(2016). Routine Bone Biopsy during Percutaneous
Vertebroplasty or Kyphoplasty in the Treatment of Osteoporotic
Vertebral Fractures. Does it Change the Management Plan? Do
we Know the Costs?. Global Spine Journal, 6(1_suppl), s-
0036.Uhl, A., & Gollenia, L. A. (Eds.). (2016). A handbook of
business transformation management methodology. Routledge.
Louis, R. (2016). Change Management Plan of College
Admissions Policies and Support for Ex-

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