In this discussion, I will share the most challenging areas in creating the proposed plan and the outline.
First: Academic Approach
In this context, I will discuss the theoretical challenges to address them from the academic side.
1. Proper planning:
According to (Altamony, Al-Salti, Gharaibeh & Elias, 2016), Change is more likely to collapse the organization or cause more problems than benefits if it is not planned according to sequential steps; line items are arranged according to the importance of each item down to the desired change.
Suggested reference: (Altamony, Al-Salti, Gharaibeh & Elias, 2016); the author discusses the best way to plan change.
2. Introducing new technology:
When adopting a new technology that was not used before in the organization, it will face rejection from stakeholders or employees or even questions about the reason and importance of this technology. We must be prepared to answer questions and fears about the new change.
Suggested reference: (DeLano & Rising, 1997) The author talks about the methods of introducing new technologies into the work environment:
3. Introducing technology into the workplace:
A Cost-Benefit Analysis compares cost and benefit in the case of current change. The cost of change does not result in a direct gain for the enterprise, but the change will have advantages in the long run to prevent risks for new workers.
Suggested reference: (MSG, 2021) The author talks about how to perform a cost-benefit analysis.
Second: Practitioner's Approach
In this framework, I will discuss the professional challenges while making the change.
1. Low Stakeholder Morale:
On the practice side, the change-maker finds it difficult to convince stakeholders if they are low on morale and not enthusiastic about change. Here comes the practicing researcher's communication and persuasion skills to raise stakeholders' morale and make them feel the importance of making a change.
Suggested reference: (Dye, 2011) The author talks about how to tackle low stakeholder sentiment.
2. Incompatibility with change:
Failure to persuade stakeholders leads to the failure of change, consequently, because they are the ones who bear the funding needed to make the change. Therefore, the decision to implement the changes must come from the higher level of the institution. Persuading the CEO and the board of directors comes first in the interests of the practicing researcher who will make the change.
Suggested reference: (Funnell, 2004), The author talks about how to overcome obstacles to change:
3. Communication problems:
Disruption of communication and lack of good implementation of a well-rounded communication plan lead to uncertainty from stakeholders. When the change-taker does not communicate well with the stakeholders, it disrupts the work and makes them feel as though they are not part of the decision and should reject the change in the first place.
Suggested reference: (Schmeer, 1999) The author talks about proper communication with stakeholders:
Third: Creating the Outline
In fact, in this context, I have benefited a lot from my conversations with Professor Caroline, whether by phone or e-mail or even her comments through biweekly discussions or feedback on those discussions, although I am used to investigative writings that rely on references and have been working in this field for a long time. However, writing for a Doctorate level was something else; I learned to put aside what I knew to analyze the subject through academic writings and research that had already been done and not according to previous news that I had read and entrenched in my mind.
Conclusion
I hope that everyone has benefited as much as I did from this course. Thank you very much to Dr. Caroline for her constant keenness to assist despite the course's short time. Also, thank you, classmates, and see you in another course.
References
Altamony, H., Al-Salti, Z., Gharaibeh, A., & Elyas, T. (2016). The relationship between change management strategy and successful enterprise resource planning (ERP) implementations: A theoretical perspective. International Journal of Business Management and Economic Research, 7(4), 690-703.
DeLano, D. E., & Rising, L. (1997). Introducing technology into the workplace. Pattern Languages of Processing-PLoP, 97.
Dye, L. D. (2011). The significant role of the project manager in establishing and maintaining team morale. Paper presented at PMI® Global Congress 2011—North America, Dallas, TX. Newtown Square, PA: Project Management Institute.
Funnell, M. M. (2004). Overcoming obstacles: collaboration for change. European journal of endocrinology, 151(Suppl_2), T19-T22.
MSG. (2021). Cost Benefit Analysis for Training.
https://www.managementstudyguide.com/cost-benefit-analysis-for-training.htm
Schmeer, K. (1999). Guidelines for conducting a stakeholder analysis. Bethesda, MA, USA: PHR, Abt Associates.