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Communication plan
- 2. The merger will require changes in the following areas : • Collaboration between the USA manufacturing department and their global manufacturing organization in India and China. • The purchase and training of employees in the USA of new software technology.
- 6. Midstream Change Phase – Nike will have weekly teleconferences between the change agents, managers and the Board of Directors informing them how the change is going. Feedback is encouraged form the managers and employees during this process because change status will not be accurate unless stakeholders provide feedback. Confirming the Change Phase – Nike Corporation will have a celebration upon completion of merger and all change tasks are complete. More smaller changes will come to fix any small underlining issues that may arise. Employees need to feel pride in accomplishing this task.
- 7. • Employees will need laptop for the training. • Needs to have all required Nike software and programs. • Employees will need to have internet access as part of training. • Smartboard will be needed for training. • All electronic equipment used in the warehouse and factory will need to be available for training.
- 8. • Email accounts and employees login information will be required • Webcams for training conducted at a off site location. • Smartphones or IPhones needed for when employee is unable to make training so they can stream it.
- 9. After Actions Reviews results will be read and recommendations for change will be brought up at the weekly training update meeting for consideration.
Editor's Notes
- Preapproval Phase – Communication plans to sell top management Develop the needs for change – Communication plan to explain the need for change, provides a rationale, reassure employees, and clarify the steps in the change process Midstream Change Phase – Communication palns to inform people of progress and to obtain feedback on attitudes and issues, to challenge any misconceptions, and to clarify new organizational roles, structures and systems Confirming the Change Phase – Communication plans to inform employees of the success, to celebrate the change, and to prepare the organization for the next change Reference: textbook
- Since Nike is a publicly traded company we must seek permission for changes from the Board of Directors. The reasoning behind the training of new personnel is due to that Nike has different automation systems and equipment than that of the company we merged with. SO each employee needs training of the automation they will be using to comply with Nike trainin policy on technology.
- Midstream Change Phase – Nike will have weekly teleconferences between the change agents, managers and the Board of Directors informing them how the change is going Feedback is encouraged form the managers and employees during this process because change status will not be accurate without feedback from stakeholders Confirming the Change Phase – Nike Corporation will have a celebration upon completion of merger and all change tasks are complete. More smaller changes will come to fix any small underlining issues that may arise. Employees need to feel pride in accomplishing this task.
- Employees will need their company laptop set up with all required nike software and programs. We will be review each of these during the training. Internet access is required since training is from a on-line presentation and also to communicate with the training class if you are training off site. Smartboard will be needed to display and have interactive training We will need access to all equipment that employees will use in the warehouse or factory to build familiararity with their users.
- Email and employees access information will be needed to they can access Nike’s server Webcams are needed for streaming training to the off location training sites. Smart phone or Iphones will be need so employees can access the training if unable to do so with computer.
- What was the training about? What were you there to learn about. What did you now about the training subject prior to training? Want to know what employee knew about subject prior to training. What did you want to get out of the training? What did you want to learn while taking this training. What did you learn form the training? What did you learn to take away form the training. What improvements can we make to training? How can we improve this. What do you think needs to be removed form the training? What did you think isn’t a good fit in this training.
- Multiple ways to generate feedback. We will use the following to collect data from stakeholders. By conducting surveys at the end of every block of instruction. Asking what they thought, was information informative etc… Feedback boxes this could be when they end training and [rpviding feedback based on 4 types of areas (Good, alright, learned nothing, not up to speed) As a change agent talk one on one with a selected amount of participates and gather information Feedback can be gained though the performance on test or exams
- Constant communication is essential during change process to keep away negative responses or resistance to the change Conduct face to face communication with those that seem unhappy about the change process. Keep all the stakeholders inspired or enthused because a good attitude keeps a positive outlook. Keep the stakeholders busy though participation in the change process.
- Change Agent should engage with employees experiencing conflicting emotions to build trust. Change Agent needs to be prompt with information this will reduce rumors or negative responses. Change Agent should be offering support to manager and other leadership to keep them positive. Change agents need to address misinformation promptly.
- The communication plan will reduce stress, anxiety, resistance rumors concerning the change. The communication plan will inspire and motivate all levels involved in the change process. Stakeholders at all levels will feel secure and supported during the change process. The Communication Plan will help foresee issues that may occur down the road. Will assist in identifying smaller adjustments that may be needed once change process is complete.