Assignment 5 Change Management PlanDue Week 10 and wo.docx

Assignment 5: Change Management Plan
Due Week 10 and worth 300 points
In this assignment, you will combine the previous four (4)
assignments into a proposal that you could present to the
executive leadership and board members. You will argue the
value of the change management plan to the overall success of
the organization. Add to your previous submissions a plan for
sustaining the change in the long run.
Write a six to ten (6-10) page paper in which you:
Section I: Organization
:
Describe the organization and comment on the HR change that
the organization should make. Utilize effective diagnostic tools
to assess the organizations ability to change. Support assertions
with theoretical evidence
.
Describe the company in terms of industry, size, number of
employees, and history.
Analyze in detail the current HR practice, policy, process, or
procedure that you believe should be changed.
Formulate three (3) valid reasons for the proposed change based
on current change management theories.

Appraise the diagnostic tools that you can use to determine an
organization’s readiness for change. Propose two (2) diagnostic
tools which you can utilize to determine if the organization is
ready for change. Defend why you believe the diagnostic tools
selected are the best choice for diagnosing change in the
organization.
Using one (1) of the diagnostic tools you selected, assess the
organization’s readiness for change.
Provide results of the diagnostic analysis
Explain the results
Interpret whether or not the organization is ready for change.
Substantiate your conclusion by referencing current change
management theories.
Section II: Kotter Change Plan
:
Utilizing the Kotter eight (8) step method of change, create a
solid change management plan for the HR initiative you
identified as requiring improvement
.
Ascertain how each of the steps applies to your specific
organization.
Develop a strategy that illustrates how you would address each
of the eight (8) stages of change:
Establishing a sense of urgency

Creating coalition
Developing vision and strategy
Communicating the vision
Empowering broad-based action
Generating short-term wins
Consolidating gains and producing more change
Anchoring new approaches into the culture
Section III: Resistance and Communication
: Research methods of minimizing resistance to change and
create plan to address resistance within your change
management initiative.
Diagnose the reasons for resistance to change.
Interpret the potential causes of resistance in the organization.
Identify and describe three (3) potential causes of resistance to
your change plan. Identify and describe three (3) potential
sources of resistance to your change plan.
Create a plan for minimizing possible resistance to your change
management plan.
Elaborate on the relationship between resistance to change and
communication.
Evaluate three (3) communication strategies.

Recommend one (1) communication strategy that would be
applicable to your organization. Diagnose why this
communication strategy is best for your organization.
Create a solid communication plan for your change initiative.
Section IV: Sustaining Change
:
Research methods of sustaining change in organizations and
create a plan for sustaining proposed change.
Recommend two (2) strategies for sustaining change:
Diagnose the two (2) theories from a scholarly perspective
Evaluate why the strategies selected are viable for the
organization
Section V: Presentation
:
Create a visually appealing and informative presentation
espousing the importance of the change management plan you
developed.
Create a ten to fifteen (10-15) slide PowerPoint presentation to
submit to executive leadership and board members outlining and
describing your recommended change. Include the following
criteria:

Be creative in your design so that is appealing to others.
Ensure that all of the MAJOR points of the plan are covered.
Create bulleted speaking notes for your presentation to the
shareholders in the Notes section of the PowerPoint.
Note:
You may create or assume any fictitious names, data, or
scenarios that have not been established in this assignment for a
realistic flow of communication.
Use a professional technically written style to graphically
convey the information.
Create a video of yourself presenting the presentation to key
stakeholders.
Note:
View the
"Creating a Presentation for Your Course" playlist, located here
for tutorials on creating and submitting video assignments.
Section VI: References
:
Utilize good scholarly research skills and writing skills to
develop a solid change plan and presentation.
Use at least ten (10) quality academic resources in this
assignment.
Note:
Wikipedia and other similar Websites do not qualify as
academic resources
Write clearly and concisely about managing organizational

change using proper writing mechanics.
The specific course learning outcomes associated with this
assignment are:
Evaluate the reactions to change including identifying signs of
resistance and approaches to managing it.
Evaluate strategies for communicating change.
Use technology and information resources to research issues in
managing organizational change.
Write clearly and concisely about managing organizational
change using proper writing mechanics.
Evaluate strategies for communicating change.
Assignments that where done
Company Is WELLS FARGO

Assignment 1
In 1852, Henry Wells and William Fargo founded Wells, Fargo
& Co. to serve the West. The new company offered banking
(buying gold and selling paper bank drafts as good as gold) and
express (rapid delivery of the gold and anything else valuable ).
Wells Fargo opened for business in the gold rush port of San
Francisco, and soon Wells Fargo’s agents opened offices in the
other new cities and mining camps of the West. In the boom and
bust economy of the 1850s, Wells Fargo earned a reputation of
trust by dealing rapidly and responsibly with people’s m oney.
In the 1860s, it earned everlasting fame — and its corporate
symbol — with the grand adventure of the overland stagecoach
line. ( History of Wells Fargo. (n.d.). Retrieved April 15, 2018,
from
https://www.wellsfargo.com/about/corporate/history/
) This company was chosen for my assignment paper, because
this is the company where I am currently employed. This
company has been through drastic changes in the past few years
, in regards with the business, employees and more. Wells Fargo
is a coming that has a strong belief in teamwork, giving back to
the community and making sure that the Wells Fargo brand is
branded very well. Human Resource Program, Policies,
Procedure, Or Initiative Resea rching Wells Fargo Program,
Policy and Procedures The policy that did stick out the most
while researching is the Organization Human Resource policy
based on Benefits. Based on information gathered from Wells
Fargo and other companies that I have researche d Wells Fargo
is one of many companies that offer benefits, but Wells Fargo
benefits do not go into

Assignment 1: Selecting a Company effect as soon as
employment start. Most Companies, such as Verizon, Hospitals,
and some property management companies benefits start of the
day of employme nt. According to the policies, and procedures,
it states that the effective date of coverage under the Wells
Fargo & Company International Plan will be communicated to
you in the enrollment materials you receive when you become
eligible for the plan. Gene rally, coverage becomes effective the
first of the month after the effective date of the applicable
international assignment agreement (if the effective date of the
agreement is the first of the month, coverage is effective the
first of that month) provide d that the due date and you have
submitted the required enrollment paperwork have been in a
benefits eligible position for one full calendar month. (Wells
Fargo Benefit Hand Book) Hypothesize the changes that require
improvement. Wells Fargo should consider changing this policy.
If this policy changes it will benefit the company incredibly ,
Reason being is that if an employee coming in as a new hire and
has a preexisting condition and has to have medication,
treatment, or therapy monthly that will be an inconvenience for
the employee because he/she will have to come out of pocket
for that month of treatment, therapy, or medication.
ASSIGNMENT 2
Wells Fargo was founded by William Fargo and Henry Wells to
serve people in the west. The company started by buying gold
offering express services for delivering gold. The company
prospered in the 20th century as it earned a good reputation

from its customers due to its loyalty and attention to them.
Wells Fargo Bank is an American global company offering
banking and financial services. The companies headquarter is
located in San Francisco. Wells Fargo is among the biggest
banking companies worldwide operating across thirty - five
countries with 8,700 branches. With that extension worldwide,
it has over seventy million customers. The company leads with
the highest number of employees, the company’s number of
employees both part - time and full - time during 2017 w as 239
836 (Brown & Worthington, 2017). The human resource of
Wells Fargo has strategized in a way that it ensures inclusivity
and diversity. The human resource department has a policy that
adheres to the regulation and federal laws on acts of sexual hara
ssment, racial discrimination and workplace abuse which are
included in The Age Discrimination Act, The Americans with
Disabilities Act and The Civil Rights Act. The human resource
refers to the Acts when handling cases of staff compensation,
leave of abs ent and involuntary terminations. Of the major
legal issues facing the company are deposits, lending,
information, and insurance sharing. To avoid losses in the
company, the human resource should come up with a strategy to
educate their employees regarding work, customer and
employee information and the best method to protect and
dispose of such information. Another change that should be
implemented is an all through communication on recommended
insurance retail and lending practices to be granted to all st aff
members in the organization. The organization lacks a policy
that clearly addresses the issues of the language barrier, cultural
practices, and norms which leads to misunderstanding
considering that they
DIAGNOSING CHANGE operate in different countries
worldwide (Versc hoor, 2016). The company ought to address
the issues by coming up with a global human resource strategy
that takes into the context of the political, cultural, and legal
environment. Another way to make sure the issues of

multiculturalism is understood, th e company has to use the
polycentric staff model that calls for a large number of citizens
from host countries to work in the company. Currently, there is
no defined HR strategy that looks into the issue of
compensation, cost of living and working conditio ns. The
managers have to establish how the executives who take
overseas assignments have to be compensated. Wells Fargo
recently lacks a defined strategy to hire and train employees.
Lack of hiring qualified and required and training employees
has cost the company a lot o0f fine such as the recent
malpractice where employees created over 2.1 million credit
card accounts and phony deposit for the unaware customer. The
recommended policy and way to approach the issue is
customizing the hiring, training firing and compensation
processes in each country. The Human resource department has
to ensure that it hires valuable candidates, invest in training
programs focusing more on employee ethics. It will benefit the
company to realize factors that lead to workers re tention and
through these programs, the workers are motivated towards
working hard to achieve the defined objectives. In the long
term, the company will be reducing cost by focusing on quality.
Wells Fargo has been involved in a scandal that has led to he
avy penalization. The scandal made the investors lose trust in
the company's behavior and leadership thus pushing for
management change. The first reason that gives a purpose for
the management change is that the inventors need leadership
that they can bel ieve in. cross - selling is a growing scandal
that occurs at the board and management levels. The stock price
of the company fell by 4.3% after the scandal while other
companies such as Bank of America posted gains of more than
7%. The
DIAGNOSING CHANGE second reason for the company
recommending retirement of their four top executives is
following the size restriction of the company by the Federal
Reserve. The Office of the Comptroller of the Currency a

banking regulator finalized their enforcement action on Wells
Fargo due to it risk control (Verschoor, 2017). Another reason
that led to management change is lack of effective management
that with improper communication from top management to
down management (Metz, 2017). An organizational diagnosis is
an effective tool that looks to determine the major gaps between
the current and the previous leadership and how the change will
be conducted. The first communication strategy that will ensure
change in management in Wells Fargo will be implemented is
not emphasizing the change. The company is looking to prevent
a scandal from occurring again thus has to be frank on what and
who transpired the misbehavior. Wells Fargo ought to critically
examine who was involved and suspend them and be keen on
individuals who may influence such a scandal in future. The
company needs to list the new names onto its ranks of the board
to show that it is really cautious of such scandal from happening
again. Another diagnostic tool that will determine if the
organization is ready for change is the alig nment of language.
The company's board of management ought to speak of what is
expected of every employee. This will occur after Wells Fargo
has replaced its top four executives (Verschoor, 2016). The
reason why I recommend the diagnostic tools is that it shows
that the company is on a move to a new leadership and assures
investors that such scandal will not happen again. The
implementation of change will improve the performance of the
bank where its stock price had fallen by 4% percent as the
investors w ill remain their trust in the company. The company
has used emphasizing tool as a way to make sure that the
implementation plan is effectively executed. The company order
for of its topmost executives to retire and it has
DIAGNOSING CHANGE promised to replace them with dedi
cated members. The company has also stated that it will
continue implementing considering staff with long - term
experience with those who have a new perspective on the
organization. The organization has for long been known as a

well - run and highly profitab le company but its reputation was
ruined by its company’s misconduct where they created over
two million phony accounts without customer’s
authorization(Metz, 2017). The company is likely to get its
reputation back where it will focus on rectifying their flaws in
the management and the board level. The company will be able
to sell more products than before as the investors will trust the
company. The employees will be familiar with their expectation
and how to realize how misbehavior can lead to their job
termination and cost the company’s reputation impairing it's
functioning.
ASSIGNMENT 3
According to Hon, Bloom, and Crant, (2014), William Fargo,
and Henry Wells in 1852 founded the Wells Fargo & Co. the
purpose of the company was to offer the banking services to the
west. The primary activity for the bank was buying the goods
and selling the bank paper draft as the gold; they also deliver an
ything valuable such as gold rapidly. The Wells Fargo started a
business in the port San Francisco, soon after that, the agents of
the Wells Fargo opened their offices at the new cities targeting
the West camps. The bust and the boom of the economy in the
1850s made the business very reputable since it was dealing
responsibly and rapidly with peoples’ money. By the 1960s the
company had earned long - lasting together with the corporate
symbols (Brown, and Worthington, 2017). Wells Fargo has been
able to ma intain the marketplace, and even in the modern times
it stills hold the reputation of and the fame it had since 19th and
20th Century, the company has a culture that is very flexible
and can adapt to any environmental change today. For instance,

the presen t rapid technology of communication and the social
changes, the Wells Fargo has been so attentive to the customers
need and doing the business to realize great success. Wells
Fargo is an American Corporation with the headquarter situated
in San Francisco ( Brown, and Worthington, 2017). The purpose
of the bank is to offer the west business and agricultural
growth. For instance, film industry, aerospace, and fledging
auto among others. Wells Fargo is a big corporation with its
operation extending to over 35 c ountries, and the branches are
approximately 8,700. In 2017, the total number of the
company’s employees both the full time and part tie were 239,
836 (Verschoor, 2016). The Wells Fargo human resource has
laid down the strategies which are aiming at the diversity
inclusivity. The policy of the human resource adheres to rules
and the federal regulations on the
KOTTER CHANGE MANAGEMENT MODEL 3 sexual
harassment acts, the racial segregations and the abuse of the
workplace among others. Are comprise in the Act of the age
discriminations, th e Act of Civil rights and the Act for the
American. The Wells Fargo human resource make references to
the above acts when dealing with the issue of compensating the
staff, involuntary employment termination and the absent leaves
(Brown, and Worthington, 20 17). The key factors facing the
Wells Fargo organization has to do with the lending, deposits,
sharing insurance and the information. The information should
be able to develop the techniques of ensuring that they offer the
employees with the best training techniques with relation to the
working environment, the report of the employee and the
customers to avoid losing more customers (Verschoor, 2016).
The wells Fargo organization should come up with the strategy
of ensuring that the employees and the sta ffs are having the
better communications concerning the insurance, and the
practices of lending which is supposed to be used by the
members of staffs. In their provision of services in diverse part
of the regions (Hon, Bloom, and Crant, 2014). The Wells Fa rgo

company should be able to mitigate the international issues in
relations to human resources global strategy. The human
resource comprehensive strategy aims at legal, problems in the
environment, cultural and the political factors (Verschoor,
2016). The next strategy which ensures that there is
understanding of multiculturalism; is through the staff model
which allows a significant number of citizens. Both from the
country and internationally to make applications concerning
working for the Wells Fargo Corporation (Brown, and
Worthington, 2017). Wells Fargo currently lacked the strategy
which is well defined which could assist with the employees
hiring and the training techniques. Such lack of proper hiring
has resulted in the company losing vast amount s of funds
through the fines because of the employee's malpractice where
they created credit cards over 2.1 million accounts for
KOTTER CHANGE MANAGEMENT MODEL depositing for
the customers unaware. The policy recommendation for such
kind of issue is through customizing the approach of h iring,
firing training and the process of compensating in each nation.
The Wells Fargo had to ensure that the persons hired are a
valuable personality (Verschoor, 2016). The human resource
should, therefore, invest in the adoption of the training techniqu
es which are useful for ensuring that employees are more
oriented towards the work ethics. According to Hon, Bloom, and
Crant, (2014), the Wells Fargo Company will stand out to be the
beneficiary if they can adopt and maintain the worker's
retention us ing such kinds of programs. In the long run, the
employees are motivated to achieve the objective of the
company. Hence, the Wells Fargo will be able to focus on the
quality of the products even as they reduce the costs of
productions. The Wells Fargo has been involved in some form
of scandals which resulted in massive loss of funds by the
stakeholders due to substantial penalties, that scandal made the
stockholders lose their trust in business which called for
immediate change and restructuring. Among the transition,

reasons are that the investors and inventors need the leadership
style which is trustworthy, and they can believe with their
investment. The cross - selling are enlarging their scandal
occurring at the management and board levels (Brown, and Wor
thington, 2017). The price of the stock dropped massively by
about 4.3 percent following the scandal while other businesses
like the American Bank gains over 7 percent. The Wells Fargo
Company also recommended the four top - level executives to
retire after the federal reserves restricted the size of the
company. It resulted in the change of management with lack of
effective communication from the top management to the
subordinate staffs (Verschoor, 2016). The diagnosis of the
organization is an essential too l when it comes to the
determination of the significant gaps existing between previous
leadership blood and the current change that is
KOTTER CHANGE MANAGEMENT MODEL 5 needed. The
first strategy of communication that will be conducted by the
Wells Fargo for implementation is not related t o change. Wells
Fargo Company is looking forward to preventing the further
scandal from occurring. Therefore, the company had to be
transparent with that group of persons that were responsible for
the mischief (Verschoor, 2016). The company had to critical ly
analyze the persons involved and come up with a way of
suspending them and further observation of the persons who
could avoid future scandals. Wells Fargo Corporation should
come up with a new list of names as an indication of
consciousness concerning t he future occurrence. The next tool
for diagnosis is analyzing the language of the company to check
whether they are ready for a change. The board of management
for the Wells Fargo should be able to speak one language of the
employee’s expectations. That will take place after replacing
the four - leading management of the Wells Fargo. The reason
for the recommendation of the new diagnostic tool is because
the company is moving to the next level of leadership whereby
are assuring the stakeholder and investors that there will be no

further scandalous incidence of occurrence (Hon, Bloom, and
Crant, 2014). Implementation of the change would imply that
the company will be able to improve regarding performance,
and the previous fall in the price of the stock by 4 percent will
rise again since the investors will be trusting in the company.
Wells Fargo is using the tool for emphasizing to ensure that the
implementation is executed appropriately (Verschoor, 2016).
The company will demand the retirement of the four e xecutives
at the top level management and replace with members who are
dedicated. The reputation of the company will be gained as they
are focusing on the rectification of the flaws before the
investors. Hence they will be able to make more product sales i
n comparison to earlier periods (Brown, and Worthington,
2017).
ASSIGNMENT 4
The causes for resistance to change. Resistance for change is
inevitable in even the most successful enterprises. In the
modern day, the rate of technological growth and information
transmission is exceptionally high and continues to evolve
(Bowe et al. 2014). Organization change does not, th erefore,
come easy and most change efforts in different entities fail to
reach the set objectives. Three fundamental aspects can be
assisted with the resistance to change at Wells Fargo, which is
the organization under consideration. a) Loss of job secur ity
The organization has not established stable policies which

assure personnel of their tenures in the respective departments.
The chances of employee elimination will be therefore high
(Bowe et al. 2014). Change hence, makes employees feel
intimidated in the entity, for fear of loss of work. b) Poorly
aligned reward systems Management has for a long time, been
accused of getting what they want. Organizational stakeholders,
on the other hand, are bound to resist organization change
where rewards are not realized (Bowe et al. 2014). Lack of
proper reward systems leads to loss of motivation, which makes
teams at Well Fargo fail to support a change in the organization.
Intrinsic rewards, for example, are powerful motivators for
personnel. c) Organizational politics In most cases, personnel
end up resisting change considering their need always to prove
that the organization decision made is wrong. The staff may
also be involved in resistance to frustrate management change
efforts. Therefore, there is a need t o proactively counter such
incidences, and acknowledge positive steps, as well as work
with personnel to achieve goals rather than react.
ASSIGNMENT 4 : RESISTANCE AND COMMUNICATION
Potential sources of resistance to your change plan. The most
common source of change resistance is self - interest. I n most
cases, some individuals feel that the change may interfere with
their vested interests in the entity. This, in turn, leads personnel
to act against a strategic change effort within Wells Fargo
(Fisher, 2011). Another source of resistance to change i s
associated with lack of trust. The lack of understanding and
confidence costs the organization more than it is likely to gain.
As a result, management and employees continuously conflict
especially in decision implementation, which drags the entire
orga nization processes and success initiatives. Finally, another
source of resistance in Wells Fargo is the low tolerance for
change in the organization (Fisher, 2011). In most case,
personnel and management remain reserved and very
conservative and are not o pen minded to continually evolving
trends especially in the modern business context. Plan for

minimizing possible resistance to your change management plan
The first step involves the provision of information in advance.
This way, employees will have inf ormation on proposals made,
and will not feel left out in the process. The second step is to
encourage workforce participation in establishing the change.
Thirdly, there is a need to guarantee against losses, which are
inevitable within the institution. Bu ilding trust and allowing
for negotiation should follow, which provides an environment
of flexibility at work, and reduced pressure (Fisher, 2011). The
relationship between resistance to change and communication
ASSIGNMENT 4 : RESISTANCE AND COMMUNICATION 4
Communication is one of the most critical issues in every
organization. No organization can exist without communication
effectiveness. Effective communication can mitigate employee
resistance to change, through essential components which need
to interwork perfectly. The first aspect is integrity a nd
authenticity, coupled with trust among the personnel and the
management teams (Greenberg & Baron, 2013). Communication
helps management to mitigate resistance, through permanent
engaging staff in decisions and strategic plans. Without
communication, opp osition remains high. With adequate and
effective communication, resistance to change is mitigated more
effectively. Communication strategies Communication
strategies include; verbal, visual and nonverbal communication
strategies. The three can be integr ated to meet the objectives of
the business and meeting the needs of personnel thus increasing
workplace efficiency and knowledge. Verbal communication
strategies include both written and oral communication.
Nonverbal communication strategies include; faci al
expressions, body language, and voice tone, which can be used
to pass different messages (Greenberg & Baron, 2013). Visual
communication strategy, on the other hand, includes the use of
web pages, signs and illustrations. They are common where
there is a need to draw attention and for the sake of providing
documentation as well. Recommended communication strategy

The best communication strategy for Wells Fargo is verbal
communication strategy, explicitly focusing on oral
communication. Meetings will work quite well especially since
feedback will be
ASSIGNMENT 4 : RESISTANCE AND COMMUNICATION
obtained immediately (Greenberg & Baron, 2013). This way,
the strategy will work well for the organization as all delays
will be done away with, and the best course of action
implemented more promptly. Communication plan for the
change initiative Communication objective The objective of the
program is to improve performance in the organization, foster
team development, and facilitate updates, to focus on inclusion
for all stakeholders, decision makers, a nd personnel in Wells
Fargo. Audiences Stakeholder groups focused on, in this
initiative include; consumers, personnel, management and
shareholders (Kraut et al. 2010). Key message The primary
purpose of the organization is to deliver exemplary services to
all consumers, while upholding quality in the process, and
enhancing inclusivity for the use of strong cohesion, and
building a healthy organizational culture of unity.
Communication constraints The primary issue that may come up
involves the diversi ty in operations considering the numerous
operational locations (Kraut et al. 2010). However, virtual
teams will be monitored throughout the program rollout.
Communication approach

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Assignment 5 Change Management PlanDue Week 10 and wo.docx