<h3><br />Assessment 1 </h3>
<ol start="1">
<li><em><strong>Explain the key phases of a change management process.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Following are the five key phases of a change management Process:</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Prepare the organization for change</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Craft a vision and plan for change</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Implement the changes</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Embed changes within company culture and practices</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Review progress and analyze results</span></li>
</ul>
<br />
<ol start="2">
<li><em><strong>Explain three reasons why an organisation might initiate change.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Organization can change for the various reason. Following are three reasons that why an organization might initiate change.</span></p>
<ul class="unordered-listing">
<li aria-level="1"><strong>Performance Gaps:</strong> <span style="font-weight: 400;">The organization's objectives and destinations are not being met or other authoritative requirements are not being fulfilled.</span></li>
<li aria-level="1"><span style="font-weight: 400;"><strong>New Technology</strong>: Identification proof of new innovation and more productive and efficient strategies to perform work.</span></li>
<li aria-level="1"><span style="font-weight: 400;"><strong>Reaction to Internal and External Pressure</strong>: The management and workers, especially those in coordinated associations frequently apply pressure for change.</span></li>
</ul>
<br />
<ol start="3">
<li><em><strong>Explain force-field analysis as a model for understanding the change process</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Force-field analysis is a technique in which it is explored what is and how to use it. It also identifies, discusses and documents the factors that support the change. </span></p>
<br />
<ol start="4">
<li><em><strong>Explain the key premises of the Burke &amp; Litwin organisational change model and its application to the change process.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The Burke Litwin Model of Organizational Change depends on surveying hierarchical and ecological components, which might be adjusted to guarantee a fruitful change. </span></p>
<p><span style="font-weight: 400;">Following are the 12 components are assembled by the component gatherings and are associated with one another.</span></p>
<ol>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">External Environment </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Mission and Strategy</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Leadership </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Organizational Culture </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Structure </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Systems </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Management Work Methods </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Working Climate </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Skills and Tasks </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Ethics and Values of Individual </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Level of Motivation </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Team and Individual Performance</span></li>
</ol>
<br />
<ol start="5">
<li><em><strong>Discuss the purpose of Kotter’s 8-step change model and the steps involved. Explain each of the steps involved.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">John Kotter developed the "Kotter's 8 Step Change Model" to increase every individual ability to change and to improve their chances of success.</span></p>
<p><span style="font-weight: 400;">The 8-steps for successful organizational change management are:</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Establish a sense of urgency</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Form a guiding coalition</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Develop a strategic vision &amp; initiatives</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Convey the vision for buy-in</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Empower others to enact action</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Generate short-term wins</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Sustain acceleration</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Incorporate changes into the culture</span></li>
</ul>
<br />
<ol start="6">
<li><em><strong>Explain two strategies that can be used to effectively communicate and embed change during an organisational change process.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Following two strategies that can be used to effectively communicate and embed change during an organization change process.</span></p>
<ol>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Being clear and honest in the communication with the employees and</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">explaining to the employees how they benefit when the change process succeeds.</span></li>
</ol>
<br />
<ol start="7">
<li><em><strong>Explain how external environment can impact on change strategies.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The change process is affected by the external factors, such as the weather, customers, politics, and competitors, affect the change process in various ways. <br /><br /></span></p>
<ol start="8">
<li><em><strong>Explain the importance of a participative management style when implementing organisation change.</strong></em></li>
</ol>
<p><span style="font-weight: 400;"> When the managers participate in the change process, then the employees respect the process and do what they are asked to do. They can freely ask the questions and learn fastly for achievement of the goals. </span></p>
<br />
<ol start="9">
<li><em><strong>Explain two aspects of organisational behaviours that can impact on organisational change.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Following are the two aspects of organizational behaviors that can impact on organizational change:</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><strong>Organizational Culture:</strong><span style="font-weight: 400;"> the culture of the organization consist of values and motives which contribute to the environment of the organization. As the employee feel respected then they become more responsible towards their work. </span></li>
<li style="font-weight: 400;" aria-level="1"><strong>Incentive System:</strong><span style="font-weight: 400;"> when there is a system of solid reward then the employees feel more motivated.</span><span style="font-weight: 400;"> Once the system is established then it becomes important for the employees to perform well. HR journal purpose that there are following types of pay: performance related pay, profit related pay and share ownership. </span></li>
</ul>
<br />
<ol start="10">
<li><em><strong>Describe five components that may be included as part of a change management plan.</strong></em></li>
</ol>
<br /><br />
<ol start="11">
<li><em><strong>Explain three reasons why individuals or groups within an organisation may resist change.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Include at least one suggestion of how resistance can be overcome for each of the areas you identify.</span></p>
<p><span style="font-weight: 400;">Following are three reasons that why individual or groups within an organization may resist change. </span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><strong>Lack of proper communication: </strong><span style="font-weight: 400;">if the communication is not done with the workers related to the change that is needed then it can become resistance. </span></li>
<li style="font-weight: 400;" aria-level="1"><strong>Rapid and extent of change:</strong><span style="font-weight: 400;"> if the changes are minor then the resistance will be minimal.</span></li>
<li style="font-weight: 400;" aria-level="1"><strong>Emotional turmoil:</strong> <span style="font-weight: 400;">One of the major reasons for resistance centers on the emotional turmoil that a change may cause, especially if the past experiences with changes have not been positive. This results in misunderstanding and lack of trust so that even when the change is well intended; its significance is misinterpreted, leading to resistance.</span></li>
</ul>
<p><span style="font-weight: 400;">Following is the one suggestion that how resistance can be overcome for each of the areas you identify.</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">The first strategy is to communicate for overcoming the resistance to change. </span></li>
</ul>
<br />
<ol start="12">
<li><em><strong>Discuss at least three barriers to organisational change.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The key to successful change is in the planning and the implementation. The three greatest barriers to organizational change are most often the following.</span><span style="font-weight: 400;"><br /></span><strong>1. Inadequate Culture-shift Planning</strong></p>
<p><span style="font-weight: 400;">Most of the some companies are good in planning the changes of the organization. Organizational charts are revised over and over. It becomes easy to lose sights when planning team is too narrow or too focused on an objective. On the basis of feelings and institutions people at workplace make many decisions. <br /><br /></span><strong>2. Lack of Employee Involvement</strong></p>
<p><span style="font-weight: 400;">People have a fear of change. Person’s fear will depend on how much change is made. As employees will understand the reason for change and the opportunities arrived due to change. Then they are more likely to accept the change. <br /><br /></span><strong>3. Flawed Communication Strategies</strong></p>
<p><span style="font-weight: 400;">Ideal communication strategies in situations of significant organizational change must attend to the message, the method of delivery, the timing, and the importance of information shared with various parts of the organization. Many leaders believe that if they tell people what they (the leaders) feel they need to know about the change, then everyone will be on board and ready to move forward.<br /><br /></span></p>
<ol start="13">
<li style="font-weight: 400;" aria-level="1"><em><strong>Discuss at least two strategies to address barriers to organizational change. Following are the two strategies to address barriers to organizational change:</strong></em></li>
</ol>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><strong>Self-interest</strong></li>
</ul>
<p><span style="font-weight: 400;">As a result of change, someone believes that they may lose something that is valuable. Rather than focusing on the best interest of the organization, people prefer to focus on their own self-interest. </span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><strong>Misunderstanding and lack of trust</strong></li>
</ul>
<p><span style="font-weight: 400;">A lack of trust between the manager and the worker can lead to misunderstandings. </span></p>
<br />
<h3>Assessment 2</h3>
<ol start="1">
<li><em><strong>Research best practice change management strategies.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Thoroughly review the case study information provided above. Analyse the company’s organisational objectives and consider the strategic changes needs that will need to occur based on strategic objectives.</span></p>
<p><span style="font-weight: 400;">Review Samson Media’s current human resources policy and procedures, their strategic objectives and the need for change. In the light of the changes required to the organisation, consider changes that may need to be made to the human resources policies and procedures. Make notes for use in your briefing report.</span></p>
<p><span style="font-weight: 400;">Using the Internet, research change management, issues and practices, including barriers that can impact on change, and best practice change management strategies. Make notes for inclusion in your briefing report and to assist you in identifying best practice change management strategies for Samson Media.</span></p>
<p><span style="font-weight: 400;">You will also need to identify the sources of the information you access for your briefing report to show that you have identified expert guidance on change management. So, make notes on all the sources of information you identify and use. You should identify at least three sources of information that could be considered to be expert sources.</span></p>
<p><span style="font-weight: 400;">Monitor Samson Media’s external environment by researching and analysing trends in magazine publishing and online magazine readership, and their impact on Samson Media’s organisational objectives as set out in the scenario information. This should also include a PESTLE analysis, reviewing political, economic, social, technology, legal and environmental factors. Make notes </span><span style="font-weight: 400;">on the sources of information and your general findings for inclusion in your briefing report.</span></p>
<p><span style="font-weight: 400;">Consider major operational change requirements and recommended order of priority based on your review of the scenario information and human resources policy and procedures. Make notes for use in your report.</span></p>
<p><strong>Background</strong></p>
<p><span style="font-weight: 400;">The publisher of several upmarket fashion market is Samson media. Readers of the magazine are of age group 35-54 years old women</span></p>
<p><span style="font-weight: 400;"> Key Issue: Readership has fallen over the last two years.</span></p>
<p><span style="font-weight: 400;">Why?</span></p>
<p><span style="font-weight: 400;">Due to fallen part, the competition is available within the market that includes the fashion magazine. </span></p>
<p><span style="font-weight: 400;">Outcomes of the encountered issues: profit has been fallen by 20% </span></p>
<p><span style="font-weight: 400;">New CEO Amir Johnson new strategies:</span></p>
<p><span style="font-weight: 400;">New strategic plan:</span></p>
<p><span style="font-weight: 400;">-</span> <span style="font-weight: 400;">Return on capital is increased to 8% within 2 years</span></p>
<p><span style="font-weight: 400;">-</span> <span style="font-weight: 400;">Magazines needs to be converted to digital format</span></p>
<p><span style="font-weight: 400;">-</span> <span style="font-weight: 400;">Printing and distribution sites needs to be closed. </span></p>
<p><span style="font-weight: 400;">Head office needs to be moved to smaller office. </span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">General Manager: $200,000</span></li>
<li><span style="font-weight: 400;">Finance Manager: $150,000</span></li>
<li><span style="font-weight: 400;">Marketing Manager: $150,000</span></li>
<li><span style="font-weight: 400;">Customer service manager: $100,000</span></li>
<li><span style="font-weight: 400;">Customer service assistant: $240,000 (total salary costs for each journalist is $80,000) (2) -</span></li>
</ul>
<p><span style="font-weight: 400;">$100,000 (total salary costs for each assistance is $50,000)</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Online Marketing Coordinator: $120,000</span></li>
<li><span style="font-weight: 400;">Human Resources Manager: $110,000</span></li>
<li><span style="font-weight: 400;">Editor: $85,000</span></li>
<li><span style="font-weight: 400;">Art Editor: $80,000</span></li>
<li><span style="font-weight: 400;">Journalists (3): $270,000 (total salary costs for each journalist is $90,000)</span></li>
<li><span style="font-weight: 400;">Graphic designers (2): $240,000 (total salary costs for each journalist is $80,000)</span></li>
<li><span style="font-weight: 400;">Editing Assistant (2): $120,000 (total salary costs for each assistance is $60,000)</span></li>
<li><span style="font-weight: 400;">Photographer (2): $150,000 (total salary costs for each assistance is $75,000)</span></li>
<li><span style="font-weight: 400;">Senior Designer (2): $260,000 (total salary costs for each journalist is $120,000)</span></li>
<li><span style="font-weight: 400;">Senior Production Controller: $95,000</span></li>
<li><span style="font-weight: 400;">Printing and distribution (20 staff): Total $1,000, 000</span></li>
</ul>
<br />
<ol start="2">
<li><em><strong>Develop change management briefing report.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The purpose of the change management report is to identify change requirements and opportunities and to inform the development of the change management plan.</span></p>
<p><span style="font-weight: 400;">The report will also include a section on risk management to ensure that the company is ready for all contingencies.</span></p>
<p><span style="font-weight: 400;">Use the Briefing Report Template to guide your work.</span></p>
<p><span style="font-weight: 400;">Your briefing report must address:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   An overview of the current situation facing Samson Industries including:</span></li>
</ul>
<p><span style="font-weight: 400;">o</span> <span style="font-weight: 400;">Analysis of the company’s organisational objectives and identification of strategic changes needs.</span></p>
<p><span style="font-weight: 400;">o  A review of the current human resources policies and procedures and practices at</span></p>
<p><span style="font-weight: 400;">Samson Media against strategic objectives and report on required changes.</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">An analysis of the external environment relevant to Samson Media and its objectives, including events/trends that impact on strategic objectives, including trends in magazine publishing, as well as trends in on-line magazine readership. Your analysis should reflect a PESTLE analysis approach, reviewing political, economic, social, technology, legal and environmental factors.</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">An outline of the major operational change requirements for Samson Media based on your analysis and review, as well as recommended priorities for change.</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Sources of information you identified about best practice change management strategies, as well as an overview of best practice change management strategies. Summarise each source of information and briefly outline how it has assisted in identifying major change requirements and opportunities.</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">A cost-benefit analysis of the high priority change requirements and opportunities. Research and document any costs for the change requirements you are recommending.</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Recommended communication and education strategies to inform all stakeholders of the change, as well as promote the benefits of the change.</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Risk analysis of the potential risks/barriers to change for Samson Media and strategies to overcome risks and barriers to change. In identifying risks and barriers to change and solutions to address these, you must demonstrate high-level problem-solving skills to identify all possible risks, as well as innovative approaches to risk mitigation.</span></li>
</ul>
<p><strong>Briefing Report</strong></p>
<p><strong>Samson Media </strong></p>
<p><strong>Change Management Briefing Report</strong></p>
<p><strong>Introduction:</strong></p>
<p><span style="font-weight: 400;">The publisher of several upmarket fashion market is Samson media. Readers of the magazine are of age group 35-54 years old women. </span></p>
<p><strong>Company’s organizational objectives and identification of strategic changes needs: </strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><strong>External environment analysis</strong></p>
<p><span style="font-weight: 400;">Imperative information with reference to PESTLE analysis is workable in the form of table are assumed below:</span></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><span style="font-weight: 400;">PESTLE</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Explanation</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Political</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Incessant and unusual variances of Taxes and Duties over import/fare of crude materials straightforwardly influence the nearby footwear creation.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Economics</span></p>
</td>
<td>
<p><span style="font-weight: 400;">After the foundation of harmony, Sri Lankan economy developed quickly. So with the impact of that ideal changes occurred in every one of the financial areas including creation market.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Social</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Samson Media is anticipating satisfy the various prerequisites requested by the buyers as per the assortment of their way of life, raise, age, religion, proficient and economic wellbeing and way of life.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Technology</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Samson Media is consistently using the advanced innovation to plan and create footwear. They are particular as producers of Sports and School shoes utilizing hello their tech infusion shaping apparatus.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Legal</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Must not get in some legal trouble.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Environment</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Samson Media need keeps controls in the space of unpredictable and having diverse natural compound in order to create reasonable items to meet purchaser's commitments.</span></p>
</td>
</tr>
</tbody>
</table>
<p><span style="font-weight: 400;">Sources of information on change management and best practice approaches </span></p>
<p><strong>Sampson Media Objective: - </strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><span style="font-weight: 400;"> </span><strong>Sampson Media Required Change Need based on Objective: - </strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><span style="font-weight: 400;">Risks and barriers to change and strategies to overcome these</span></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Risk description</strong></p>
</td>
<td>
<p><strong>Likelihood</strong></p>
</td>
<td>
<p><strong>Impact </strong></p>
</td>
<td>
<p><strong>Priority </strong></p>
</td>
<td>
<p><strong>Preventative Action/Contingency Plan</strong></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Resistance</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Medium</span></p>
</td>
<td>
<p><span style="font-weight: 400;">High</span></p>
</td>
<td>
<p><span style="font-weight: 400;">High</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Resistance to change is a common risk factor.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Technology</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Low</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Medium</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Low</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Technology Enhancement is required.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Employee</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Medium</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Low</span></p>
</td>
<td>
<p><span style="font-weight: 400;">High</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Employee resistance is need to be change. </span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Forcing Change</span></p>
</td>
<td>
<p><span style="font-weight: 400;">High</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Medium</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Medium</span></p>
</td>
<td>
<p><span style="font-weight: 400;">For increase high competition in market. </span></p>
</td>
</tr>
</tbody>
</table>
<br />
<p><strong>Major change requirements</strong></p>
<p><strong>Sampson Media Required Change Need based on Objective: - </strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><strong>Cost-benefit analysis</strong></p>
<p><span style="font-weight: 400;">Current Expenses before the changes: - $1,700,000 </span></p>
<p><span style="font-weight: 400;">Total Expenses: -$500,000+$600,000 </span></p>
<p><span style="font-weight: 400;">Benefit: $1700, 000-$1100, 000 600,000</span></p>
<p><strong>Recommended communication and education strategies</strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Focus on the issue</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Rather than manipulative, be genuine</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Affirming responses needs to be used</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Be flexible </span><span style="font-weight: 400;"><br /></span></li>
</ul>
<br />
<ol start="3">
<li><em><strong>Send an email to the CEO and Senior Management (your assessor).</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.</span></p>
<p><span style="font-weight: 400;">It should introduce and summarise the contents of the attachment and ask for an appointment to discuss the report and to provide input into the change management process.</span></p>
<p><span style="font-weight: 400;">Attach your change management briefing report to the email.</span></p>
<p><span style="font-weight: 400;">To: Assessor,</span></p>
<p><span style="font-weight: 400;">From: </span></p>
<p><span style="font-weight: 400;">Subject: Attaching the change management briefing report.</span></p>
<p><span style="font-weight: 400;">Dear Assessor,</span></p>
<p><span style="font-weight: 400;">The mail is to inform that brief report for the change management has been prepared. The report includes the following points: </span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">The purpose</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Issues</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">PESTAL Analysis.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Risks and barriers</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Major management change.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost-benefit analysis</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Recommendations.</span></li>
</ul>
<p><span style="font-weight: 400;">The report is attached to the mail. Kindly find the attachment. </span></p>
<p><span style="font-weight: 400;">Thank You,</span></p>
<p><span style="font-weight: 400;">Best Regards,</span></p>
<br />
<ol start="4">
<li><strong><em>Participate in a meeting with the CEO (your assessor)</em></strong></li>
</ol>
<p><span style="font-weight: 400;">You are required to participate in a roleplay meeting to discuss your briefing report and risk assessment prior to developing a change management project plan and communication and education plan.</span></p>
<p><span style="font-weight: 400;">At the meeting, carefully explain each part of your briefing report and risk assessment, including best practice change management strategies and the expert sources of advice you identified to establish the best practice change management strategies.</span></p>
<p><span style="font-weight: 400;">Seek input on the change requirements/opportunities you have identified, including your recommended priorities for the changes.</span></p>
<p><span style="font-weight: 400;">Your assessor will provide you with feedback, which you must use in the development of the change management plan, as well as communication and education plan.</span></p>
<p><span style="font-weight: 400;">During the meeting, demonstrate effective communication skills including:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   Speaking clearly and concisely</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   Using non-verbal communication to assist with understanding</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   Asking questions to identify required information</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   Responding to questions as required</span></li>
</ul>
<p><span style="font-weight: 400;">Using active listening techniques to confirm understanding.</span></p>
<p><span style="font-weight: 400;">Date: 07-11-2021</span></p>
<p><span style="font-weight: 400;">Time: 12:00 PM</span></p>
<p><span style="font-weight: 400;">Participants: Project Officer, CEO</span></p>
<p><span style="font-weight: 400;">Project officer: Hello Sir. How are you?</span></p>
<p><span style="font-weight: 400;">CEO: Hello. I am fine, lets start with the meeting</span></p>
<p><span style="font-weight: 400;">Project officer: Briefing report for upcoming project. The mail is also sent regarding the report. The discussion on the criteria that should be focused needs to be made in order to make the project successful. </span></p>
<p><span style="font-weight: 400;">CEO: sure! I have read the report. The work is to be done on cost. Rest of the report is good. </span></p>
<p><span style="font-weight: 400;">Project officer: Thank you, sir! Your permission needed to carry the project forward. </span></p>
<p><span style="font-weight: 400;">CEO: Yeah, sure. </span></p>
<p><span style="font-weight: 400;">Project officer: Thank you, sir</span></p>
<br />
<ol start="5">
<li><em><strong>Write a draft Change Management Plan</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Your plan should set out all aspects of the recommended changes, and include the following:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   An introduction: project background, links to the company’s strategic goals and other</span></li>
</ul>
<p><span style="font-weight: 400;">changes that are occurring in the company</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   The project sponsors</span></li>
<li><span style="font-weight: 400;">   The project’s objectives</span></li>
<li><span style="font-weight: 400;">   What the change process will achieve</span></li>
<li><span style="font-weight: 400;">   Principles that underpin the change plan</span></li>
<li><span style="font-weight: 400;">   Ethical issues that need to be considered</span></li>
<li><span style="font-weight: 400;">   Main elements of the Change Plan</span></li>
<li><span style="font-weight: 400;">   Change drivers, constraints and risks</span></li>
<li><span style="font-weight: 400;">   Key shareholder analysis</span></li>
<li><span style="font-weight: 400;">   The company’s readiness to change</span></li>
<li><span style="font-weight: 400;">   Key change messages</span></li>
<li><span style="font-weight: 400;">   Change elements</span></li>
<li><span style="font-weight: 400;">   A change plans</span></li>
<li><span style="font-weight: 400;">   Project reporting arrangements</span></li>
<li><span style="font-weight: 400;">   How the changes will be consolidated</span></li>
<li><span style="font-weight: 400;">   How the changes will be evaluated</span></li>
</ul>
<p><span style="font-weight: 400;">Use the Change Management Plan Template to guide your work.</span></p>
<p><strong>Samson Media</strong></p>
<p><strong>Finalized Change Management Plan</strong></p>
<p><strong>Introduction:</strong></p>
<p><span style="font-weight: 400;">The publisher of several upmarket fashion magazine is Samson media. The age group that reads this newspaper is between 35-54 years old women. </span></p>
<p><strong>Project Sponsor: </strong></p>
<p><span style="font-weight: 400;">Samson Media project owner: john </span></p>
<p><strong>Project Objectives -</strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><strong>Change Objectives and Principles </strong></p>
<p><span style="font-weight: 400;">Benefit after change process:-</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><strong>Rationale for the Change</strong></p>
<p><span style="font-weight: 400;">Key drivers for change are:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Globalization</span></li>
<li><span style="font-weight: 400;">ICT implementation</span></li>
</ul>
<p><span style="font-weight: 400;">Key constraints for change are:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Cost</span></li>
<li><span style="font-weight: 400;">Risk</span></li>
<li><span style="font-weight: 400;">Benefits</span></li>
<li><span style="font-weight: 400;">Quality</span></li>
<li><span style="font-weight: 400;">Scope</span></li>
<li><span style="font-weight: 400;">Time</span></li>
</ul>
<p><span style="font-weight: 400;">The risk associated with the change process</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Financial risk</span></li>
<li><span style="font-weight: 400;">Operational risk</span></li>
<li><span style="font-weight: 400;">Management risk</span></li>
</ul>
<p><strong>Key Stakeholder Analysis</strong></p>
<p><span style="font-weight: 400;">Stakeholders is defined as the people that are directly or indirectly associated with the organization. Following are some of the stakeholders of Lonsdale Fitness, who get affected by the change.</span></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><span style="font-weight: 400;">Stakeholders</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Needs</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Media to communicate</span></p>
</td>
<td>
<p><span style="font-weight: 400;">How frequently/ Communicate</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">John </span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email- </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per requirement related to project progress.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Mark</span></p>
</td>
<td>
<p><span style="font-weight: 400;">IT officier</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email: </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per the requirements on project progress for getting IT services/ tech issues.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Kylie</span></p>
</td>
<td>
<p><span style="font-weight: 400;">HR Manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email: </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per the requirements on the project progress to hire the contractors or in order to reduce or hire the staff for project.</span></p>
</td>
</tr>
</tbody>
</table>
<p><strong>Identify Change Elements </strong></p>
<p><strong>Structure/processes:</strong></p>
<p><span style="font-weight: 400;">In the design of the organization, there will be a change as the staff will move from perpetual to transitory staff. </span></p>
<p><strong>Performance measures/Timeframes:</strong></p>
<p><span style="font-weight: 400;">For the successful change, the KPI must be executed for overhauling the work duties.</span></p>
<p><span style="font-weight: 400;">A change is required for executing the change for facilitating the change, all the stakeholders’ needs to be responsible by using appropriate resources. </span></p>
<p><strong>Impact on workloads:</strong></p>
<p><span style="font-weight: 400;">Sets of expectations to be conveyed. For guaranteeing the sufficient information, the organization has an improvement plan. </span></p>
<p><strong>Reporting arrangements </strong></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Actions</strong></p>
</td>
<td>
<p><strong>Responsible Person</strong></p>
</td>
<td>
<p><strong>Reporting Manager</strong></p>
</td>
<td>
<p><strong>Reporting on updating</strong></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Creation of the new website of Samson Media</span></p>
</td>
<td>
<p><span style="font-weight: 400;">IT officier</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Weekly</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Hiring new staff</span></p>
</td>
<td>
<p><span style="font-weight: 400;">HR Manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project Owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Daily</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Provide Social media manager, marketing strategies</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Marketing manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project Owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">weekly</span></p>
</td>
</tr>
</tbody>
</table>
<p><strong>Consolidation</strong></p>
<p><span style="font-weight: 400;">Policies, procedures and performance measures reinforce the changes</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Powerful execution and precise information needs to be followed for KPI’s and time span. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Instructions and trainings are led by Samson media that will start the working condition. </span></li>
</ul>
<p><strong>Finalized Communication and Education Plan </strong></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Audience</strong></p>
</td>
<td>
<p><strong>Key message</strong></p>
</td>
<td>
<p><strong>Delivery method</strong></p>
</td>
<td>
<p><strong>Frequency and duration of a session (if applicable)</strong></p>
</td>
<td>
<p><strong>Location</strong></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">CEO</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Conduct the training session</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Verbal</span></p>
</td>
<td>
<p><span style="font-weight: 400;">5 to 6 days</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Office premises</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">Samson Media Director(Sponsor)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Regular Project Progress deliverable</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every Week(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Finance Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Approval on Project Budget</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Based on Project Resource Approval</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Samson Media</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">HR Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Update on Staff Performance Review Hiring , Firing and selection of contractor/staff</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every fortnight(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
</tbody>
</table>
<br /><br />
<ol start="6">
<li><em><strong>Write a draft Communication and Education Plan</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Develop a communication and education plan to be used in conjunction with the change management project plan.</span></p>
<p><span style="font-weight: 400;">This plan should show how the change will be managed, including the provision of information to staff about the proposed changes and benefits.</span></p>
<p><span style="font-weight: 400;">Ensure that the strategies you develop are designed to promote the benefits of change to staff and to reduce the likelihood of a negative response/adverse outcomes.</span></p>
<p><span style="font-weight: 400;">Your communication and education plan should also show the reporting process to senior management, which will be required on a regular basis.</span></p>
<p><span style="font-weight: 400;">Use the Communication and Education Plan Template to guide your work.</span></p>
<p><strong>Samson Media</strong></p>
<p><strong>Updated Communication and Education Plan </strong></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Audience</strong></p>
</td>
<td>
<p><strong>Key message</strong></p>
</td>
<td>
<p><strong>Delivery method</strong></p>
</td>
<td>
<p><strong>Frequency and duration of a session (if applicable)</strong></p>
</td>
<td>
<p><strong>Location</strong></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">CEO</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Conduct the training session</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Verbal</span></p>
</td>
<td>
<p><span style="font-weight: 400;">5 to 6 days</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Office premises</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">Samson Media Director(Sponsor)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Regular Project Progress deliverable</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every Week(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Finance Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Approval on Project Budget</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Based on Project Resource Approval</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Samson Media</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">HR Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Update on Staff Performance Review Hiring , Firing and selection of contractor/staff</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every fortnight(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
</tbody>
</table>
<br />
<ol start="7">
<li><em><strong>Send an email to the CEO and Senior Management (assessor).</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Assume you need to gain input from and approval of the CEO and Senior Management. Send an email that introduces and summarise the contents of the draft change management plan and your draft communication and education plan and ask for their input and approval for the to move forward with the project.</span></p>
<p><span style="font-weight: 400;">The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.</span></p>
<p><span style="font-weight: 400;">Attach your draft change management plan and your draft communication and education plan to the email.</span></p>
<p><span style="font-weight: 400;">To: -Assessor</span></p>
<p><span style="font-weight: 400;">From: -</span></p>
<p><span style="font-weight: 400;">Subject: -Attaching the draft change management plan along with the communication and education plan.</span></p>
<p><span style="font-weight: 400;">Dear Assessor,</span></p>
<p><span style="font-weight: 400;">The mail is to inform that draft change management plan as well as communication and education plan report has been attached to the mail. It includes: </span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   An introduction which includes the project background, links to the company’s strategic goals and other changes that are occurring in the company</span></li>
<li><span style="font-weight: 400;">   The project sponsors</span></li>
<li><span style="font-weight: 400;">   The project’s objectives</span></li>
<li><span style="font-weight: 400;">   What the change process will achieve</span></li>
<li><span style="font-weight: 400;">   Principles that underpin the change plan</span></li>
<li><span style="font-weight: 400;">   Ethical issues that need to be considered</span></li>
<li><span style="font-weight: 400;">   Main elements of the Change Plan</span></li>
<li><span style="font-weight: 400;">   Change drivers, constraints and risks</span></li>
<li><span style="font-weight: 400;">   Key shareholder analysis</span></li>
<li><span style="font-weight: 400;">   The company’s readiness to change</span></li>
<li><span style="font-weight: 400;">   Key change messages</span></li>
<li><span style="font-weight: 400;">   Change elements</span></li>
<li><span style="font-weight: 400;">   A change plans</span></li>
<li><span style="font-weight: 400;">   Project reporting arrangements</span></li>
<li><span style="font-weight: 400;">   How the changes will be consolidated</span></li>
<li><span style="font-weight: 400;">   How the changes will be evaluated</span></li>
</ul>
<p><strong>Communication and Education plan </strong><span style="font-weight: 400;">includes:</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Audience</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Key Messages</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Delivery Methods</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Frequency and duration of a session </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Location.</span></li>
</ul>
<p><span style="font-weight: 400;">Please go through both reports and do share your views with me, I will glad to hear with from you.</span></p>
<p><span style="font-weight: 400;">Thank you,</span></p>
<p><span style="font-weight: 400;">Best Regards,<br /><br /></span></p>
<ol start="8">
<li><em><strong>Update your change management plan</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Your assessor in the role of the CEO and Senior Management will provide you with feedback which you must use to modify your change management plan, incorporating the changes suggested.</span></p>
<p><span style="font-weight: 400;">Name this new document accordingly.</span></p>
<p><strong>Samson Media</strong></p>
<p><strong>Finalized Change Management Plan</strong></p>
<p><strong>Introduction:</strong></p>
<p><span style="font-weight: 400;">The publisher of several upmarket fashion magazine is Samson media. The age group that reads this newspaper is between 35-54 years old women. </span></p>
<p><strong>Project Sponsor: </strong></p>
<p><span style="font-weight: 400;">Samson Media project owner: john </span></p>
<p><strong>Project Objectives -</strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><strong>Change Objectives and Principles </strong></p>
<p><span style="font-weight: 400;">Benefit after change process:-</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><strong>Rationale for the Change</strong></p>
<p><span style="font-weight: 400;">Key drivers for change are:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Globalization</span></li>
<li><span style="font-weight: 400;">ICT implementation</span></li>
</ul>
<p><span style="font-weight: 400;">Key constraints for change are:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Cost</span></li>
<li><span style="font-weight: 400;">Risk</span></li>
<li><span style="font-weight: 400;">Benefits</span></li>
<li><span style="font-weight: 400;">Quality</span></li>
<li><span style="font-weight: 400;">Scope</span></li>
<li><span style="font-weight: 400;">Time</span></li>
</ul>
<p><span style="font-weight: 400;">The risk associated with the change process</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Financial risk</span></li>
<li><span style="font-weight: 400;">Operational risk</span></li>
<li><span style="font-weight: 400;">Management risk</span></li>
</ul>
<p><strong>Key Stakeholder Analysis</strong></p>
<p><span style="font-weight: 400;">Stakeholders is defined as the people that are directly or indirectly associated with the organization. Following are some of the stakeholders of Lonsdale Fitness, who get affected by the change.</span></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><span style="font-weight: 400;">Stakeholders</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Needs</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Media to communicate</span></p>
</td>
<td>
<p><span style="font-weight: 400;">How frequently/ Communicate</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">John </span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email- </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per requirement related to project progress.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Mark</span></p>
</td>
<td>
<p><span style="font-weight: 400;">IT officier</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email: </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per the requirements on project progress for getting IT services/ tech issues.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Kylie</span></p>
</td>
<td>
<p><span style="font-weight: 400;">HR Manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email: </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per the requirements on the project progress to hire the contractors or in order to reduce or hire the staff for project.</span></p>
</td>
</tr>
</tbody>
</table>
<p><strong>Identify Change Elements </strong></p>
<p><strong>Structure/processes:</strong></p>
<p><span style="font-weight: 400;">In the design of the organization, there will be a change as the staff will move from perpetual to transitory staff. </span></p>
<p><strong>Performance measures/Timeframes:</strong></p>
<p><span style="font-weight: 400;">For the successful change, the KPI must be executed for overhauling the work duties.</span></p>
<p><span style="font-weight: 400;">A change is required for executing the change for facilitating the change, all the stakeholders’ needs to be responsible by using appropriate resources. </span></p>
<p><strong>Impact on workloads:</strong></p>
<p><span style="font-weight: 400;">Sets of expectations to be conveyed. For guaranteeing the sufficient information, the organization has an improvement plan. </span></p>
<p><strong>Reporting arrangements </strong></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Actions</strong></p>
</td>
<td>
<p><strong>Responsible Person</strong></p>
</td>
<td>
<p><strong>Reporting Manager</strong></p>
</td>
<td>
<p><strong>Reporting on updating</strong></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Creation of the new website of Samson Media</span></p>
</td>
<td>
<p><span style="font-weight: 400;">IT officier</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Weekly</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Hiring new staff</span></p>
</td>
<td>
<p><span style="font-weight: 400;">HR Manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project Owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Daily</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Provide Social media manager, marketing strategies</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Marketing manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project Owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">weekly</span></p>
</td>
</tr>
</tbody>
</table>
<p><strong>Consolidation</strong></p>
<p><span style="font-weight: 400;">Policies, procedures and performance measures reinforce the changes</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Powerful execution and precise information needs to be followed for KPI’s and time span. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Instructions and trainings are led by Samson media that will start the working condition. </span></li>
</ul>
<p><strong>Finalized Communication and Education Plan </strong></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Audience</strong></p>
</td>
<td>
<p><strong>Key message</strong></p>
</td>
<td>
<p><strong>Delivery method</strong></p>
</td>
<td>
<p><strong>Frequency and duration of a session (if applicable)</strong></p>
</td>
<td>
<p><strong>Location</strong></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">CEO</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Conduct the training session</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Verbal</span></p>
</td>
<td>
<p><span style="font-weight: 400;">5 to 6 days</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Office premises</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">Samson Media Director(Sponsor)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Regular Project Progress deliverable</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every Week(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Finance Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Approval on Project Budget</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Based on Project Resource Approval</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Samson Media</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">HR Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Update on Staff Performance Review Hiring , Firing and selection of contractor/staff</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every fortnight(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
</tbody>
</table>
<br />
<ol start="9">
<li><em><strong>Update your communication and education plan</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Your assessor in the role of the CEO and Senior Management will provide you with feedback which you must use to modify your communication and education plan, incorporating the changes suggested.</span></p>
<p><span style="font-weight: 400;">Name this new document accordingly.</span></p>
<p><strong>Samson Media</strong></p>
<p><strong>Updated Communication and Education Plan </strong></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Audience</strong></p>
</td>
<td>
<p><strong>Key message</strong></p>
</td>
<td>
<p><strong>Delivery method</strong></p>
</td>
<td>
<p><strong>Frequency and duration of a session (if applicable)</strong></p>
</td>
<td>
<p><strong>Location</strong></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">CEO</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Conduct the training session</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Verbal</span></p>
</td>
<td>
<p><span style="font-weight: 400;">5 to 6 days</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Office premises</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">Samson Media Director(Sponsor)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Regular Project Progress deliverable</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every Week(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Finance Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Approval on Project Budget</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Based on Project Resource Approval</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Samson Media</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">HR Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Update on Staff Performance Review Hiring , Firing and selection of contractor/staff</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every fortnight (30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
</tbody>
</table>
<br />
<ol start="10">
<li><em><strong>Send an email to the CEO (your assessor).</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.</span></p>
<p><span style="font-weight: 400;">The email text should confirm that you will proceed with the plan now that the required changes have been made.</span></p>
<p><span style="font-weight: 400;">Attach your updated change management plan and your updated communication and education plan to the email.</span></p>
<p><span style="font-weight: 400;">To: Assessor,</span></p>
<p><span style="font-weight: 400;">From: </span></p>
<p><span style="font-weight: 400;">Subject:  Attaching the updated change management plan and the updated communication and education plan.</span></p>
<p><span style="font-weight: 400;">Dear Assessor,</span></p>
<p><span style="font-weight: 400;">The mail is to inform that updated change management plan has been attached to the mail with the updated communication and education plan. Some changes have been made to it. Kindly go through it and let me know if there is something to change. </span></p>
<p><span style="font-weight: 400;">Thank You,</span></p>
<p><span style="font-weight: 400;">Best Regards,</span></p>
<br />
<h3>Assessment 3</h3>
<ol start="1">
<li><em><strong>Create a Change management presentation</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Develop a presentation to assist in informing employees about the change management plan that you developed in Assessment Task 2, as well as the communication and education plan to be adopted during the change management process.</span></p>
<p><span style="font-weight: 400;">The purpose of the presentation is to ensure that employees are fully informed and have the opportunity to contribute to the change management process.</span></p>
<p><span style="font-weight: 400;">Review Kotter’s 8-Step change model to assist you in developing a presentation that will appeal to staff and will promote acceptance of the change.</span></p>
<p><span style="font-weight: 400;">Ensure that you are providing comprehensive information to staff to assist them to accept the changes.</span></p>
<p><span style="font-weight: 400;">During the presentation, allow for some time when staff have the opportunity for input, as this will facilritate acceptance of the change.</span></p>
<p><span style="font-weight: 400;">This will relate to the risk control treatments that you identified in your briefing report.</span></p>
<p><span style="font-weight: 400;">Your presentation should include graphics such as images, charts and tables.</span></p>
<p><span style="font-weight: 400;">You must develop the required number of slides to support a presentation of about 30 minutes.</span></p>
<p><span style="font-weight: 400;">The presentation you develop must clearly outline:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   The rationale and vision for the change</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   The benefits of the change</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   Impacts of the change on operations</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Strategies to be adopted to minimise the negative effects on staff. This should also include an outline of the proposed arrangements for redundancies and the restructuring of current jobs in head office.</span></li>
</ul>
<br />
<ol start="2">
<li><em><strong>Send an email to the CEO (your assessor).</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.</span></p>
<p><span style="font-weight: 400;">It should introduce and summarise the contents of the attachment, and seek their feedback</span></p>
<p><span style="font-weight: 400;">Attach your completed Change management presentation to the email.</span></p>
<p><span style="font-weight: 400;">Your assessor will advise you of the date and time that your presentation is to take place.</span></p>
<p><span style="font-weight: 400;">To: Assessor,</span></p>
<p><span style="font-weight: 400;">From: </span></p>
<p><span style="font-weight: 400;">Subject: Attaching the presentation of change management.</span></p>
<p><span style="font-weight: 400;">Dear Assessor,</span></p>
<p><span style="font-weight: 400;">This letter is written to inform that presentation for the change management has been attached to the mail. It includes the following points: </span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="2"><span style="font-weight: 400;">Kotter’s 8-step change model</span></li>
<li style="font-weight: 400;" aria-level="2"><span style="font-weight: 400;">The rationale and vision for the change</span></li>
<li style="font-weight: 400;" aria-level="2"><span style="font-weight: 400;">The benefits of the change</span></li>
<li style="font-weight: 400;" aria-level="2"><span style="font-weight: 400;">Impacts of the change on operations</span></li>
<li style="font-weight: 400;" aria-level="2"><span style="font-weight: 400;">Strategies to be adopted to minimize the negative effects on staff. This should also include an outline of the proposed arrangements for redundancies and the restructuring of current jobs in head office.</span></li>
</ul>
<p><span style="font-weight: 400;">Please go through the presentation once and do let me know with your valuable feedback, I will be glad to hear it from </span></p>
<p><span style="font-weight: 400;">Best Regards,</span></p>
<br />
<ol start="3">
<li><em><strong>Deliver your presentation.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Using the Change management presentation that you have developed, deliver a presentation to staff. Your assessor will be present as one of the staff members and will also organise another 2 or 3 other students to attend.</span></p>
<p><span style="font-weight: 400;">At the outset of the presentation, indicate that the team will be able to ask questions during and at the end of the presentation. Also inform staff that you would like to brainstorm further change management ideas at the end of the session.</span></p>
<p><span style="font-weight: 400;">Go through each of your power point slides, explaining the changes and the change management process. You should also describe the communication and education activities that you have planned.</span></p>
<p><span style="font-weight: 400;">You must provide comprehensive information, outlining the coming changes to assist staff in accepting the changes. You must also provide the opportunity for their input, which will also facilitate their acceptance of change.</span></p>
<p><span style="font-weight: 400;">Bear in mind that there will be some sensitivities, as the changes will require job losses. Your assessor will roleplay a staff member who is upset with the changes, and you will be expected to respond to that staff member using effective communication and problem-solving skills.</span></p>
<p><span style="font-weight: 400;">During the presentation, demonstrate effective communication skills including:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   Speaking clearly and concisely</span></li>
<li><span style="font-weight: 400;">   Using non-verbal communication to assist with understanding</span></li>
<li><span style="font-weight: 400;">   Asking questions to identify required information</span></li>
<li><span style="font-weight: 400;">   Responding to questions as required</span></li>
<li><span style="font-weight: 400;">Using active listening techniques to confirm understanding of issues and questions raised by employees.</span></li>
</ul>
<p><span style="font-weight: 400;">At the conclusion of your presentation, seek feedback from staff on the changes that will be implemented for Samson Media. Ask them for their ideas to inform your change management plan and your communication and education plan. Take notes on this feedback.</span></p>
<p><span style="font-weight: 400;">Date: 10-11-2021</span></p>
<p><span style="font-weight: 400;">Time: 11:00 AM</span></p>
<p><span style="font-weight: 400;">Participants: Staff members</span></p>
<p><strong>Kotter’s 8-step change model</strong></p>
<ol>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Step One: Create Urgency.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Step Two: Form a Powerful Coalition. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Step Three: Create a Vision for Change. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Step Four: Communicate the Vision. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Step Five: Remove Obstacles. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Step Six: Create Short-Term Wins. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Step Seven: Build on the Change. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Step Eight: Anchor the Changes in Corporate Culture.</span></li>
</ol>
<p><strong>The rationale and vision for the change</strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Key drivers for change are:</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">•</span> <span style="font-weight: 400;">Globalization</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">•</span> <span style="font-weight: 400;">ICT implementation</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Key constraints for change are:</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">•</span> <span style="font-weight: 400;">Cost</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">•</span> <span style="font-weight: 400;">Risk</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">•</span> <span style="font-weight: 400;">Benefits</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Quality</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">•</span> <span style="font-weight: 400;">Scope</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">•</span> <span style="font-weight: 400;">Time</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">The risk associated with the change process</span></li>
</ul>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Financial risk</span></li>
<li><span style="font-weight: 400;">Operational risk</span></li>
<li><span style="font-weight: 400;">Management risk</span></li>
</ul>
<p><strong>Benefits of the change</strong></p>
<ul class="unordered-listing">
<li aria-level="1"><span style="font-weight: 400;">An effective communication strategy needs to be planned and executed.</span></li>
</ul>
<ul class="unordered-listing">
<li aria-level="1"><span style="font-weight: 400;">Cooperation and collaboration needs to be improved.</span></li>
</ul>
<ul class="unordered-listing">
<li aria-level="1"><span style="font-weight: 400;">Resistance to change needs to be minimized.</span></li>
</ul>
<ul class="unordered-listing">
<li aria-level="1"><span style="font-weight: 400;">Stress and anxiety that is related to the change needs to be reduced.</span></li>
</ul>
<ul class="unordered-listing">
<li aria-level="1"><span style="font-weight: 400;">Possibility of change should be minimized. </span></li>
</ul>
<p><strong>Impacts of change on operations</strong></p>
<p><span style="font-weight: 400;">The efficiency of work processes can be increased because of change. </span></p>
<p><strong>Strategies to be adopted to minimize the negative effects on staff</strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Leadership</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Setting the realistic timelines</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Don’t keep people in dark</span></li>
</ul>
<br />
<ol start="4">
<li><em><strong>Finalise your change management plan and your communication and education plan.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">These updates should include the feedback that came out in the meeting. Ensure that the finalised documents are named accordingly.</span></p>
<p><strong>Samson Media</strong></p>
<p><strong>Finalized Change Management Plan</strong></p>
<p><strong>Introduction:</strong></p>
<p><span style="font-weight: 400;">The publisher of several upmarket fashion magazine is Samson media. The age group that reads this newspaper is between 35-54 years old women. </span></p>
<p><strong>Project Sponsor: </strong></p>
<p><span style="font-weight: 400;">Samson Media project owner: john </span></p>
<p><strong>Project Objectives -</strong></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><strong>Change Objectives and Principles </strong></p>
<p><span style="font-weight: 400;">Benefit after change process:-</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Increase in return on capital to 8% within 2 years</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Closing the printing and distribution site.</span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Cost efficiency needs to be achieved. </span></li>
</ul>
<p><strong>Rationale for the Change</strong></p>
<p><span style="font-weight: 400;">Key drivers for change are:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Globalization</span></li>
<li><span style="font-weight: 400;">ICT implementation</span></li>
</ul>
<p><span style="font-weight: 400;">Key constraints for change are:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Cost</span></li>
<li><span style="font-weight: 400;">Risk</span></li>
<li><span style="font-weight: 400;">Benefits</span></li>
<li><span style="font-weight: 400;">Quality</span></li>
<li><span style="font-weight: 400;">Scope</span></li>
<li><span style="font-weight: 400;">Time</span></li>
</ul>
<p><span style="font-weight: 400;">The risk associated with the change process</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">Financial risk</span></li>
<li><span style="font-weight: 400;">Operational risk</span></li>
<li><span style="font-weight: 400;">Management risk</span></li>
</ul>
<p><strong>Key Stakeholder Analysis</strong></p>
<p><span style="font-weight: 400;">Stakeholders is defined as the people that are directly or indirectly associated with the organization. Following are some of the stakeholders of Lonsdale Fitness, who get affected by the change.</span></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><span style="font-weight: 400;">Stakeholders</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Needs</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Media to communicate</span></p>
</td>
<td>
<p><span style="font-weight: 400;">How frequently/ Communicate</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">John </span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email- </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per requirement related to project progress.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Mark</span></p>
</td>
<td>
<p><span style="font-weight: 400;">IT officier</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email: </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per the requirements on project progress for getting IT services/ tech issues.</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Kylie</span></p>
</td>
<td>
<p><span style="font-weight: 400;">HR Manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email: </span></p>
</td>
<td>
<p><span style="font-weight: 400;">As per the requirements on the project progress to hire the contractors or in order to reduce or hire the staff for project.</span></p>
</td>
</tr>
</tbody>
</table>
<p><strong>Identify Change Elements </strong></p>
<p><strong>Structure/processes:</strong></p>
<p><span style="font-weight: 400;">In the design of the organization, there will be a change as the staff will move from perpetual to transitory staff. </span></p>
<p><strong>Performance measures/Timeframes:</strong></p>
<p><span style="font-weight: 400;">For the successful change, the KPI must be executed for overhauling the work duties.</span></p>
<p><span style="font-weight: 400;">A change is required for executing the change for facilitating the change, all the stakeholders’ needs to be responsible by using appropriate resources. </span></p>
<p><strong>Impact on workloads:</strong></p>
<p><span style="font-weight: 400;">Sets of expectations to be conveyed. For guaranteeing the sufficient information, the organization has an improvement plan. </span></p>
<p><strong>Reporting arrangements </strong></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Actions</strong></p>
</td>
<td>
<p><strong>Responsible Person</strong></p>
</td>
<td>
<p><strong>Reporting Manager</strong></p>
</td>
<td>
<p><strong>Reporting on updating</strong></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Creation of the new website of Samson Media</span></p>
</td>
<td>
<p><span style="font-weight: 400;">IT officier</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Weekly</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Hiring new staff</span></p>
</td>
<td>
<p><span style="font-weight: 400;">HR Manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project Owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Daily</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Provide Social media manager, marketing strategies</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Marketing manager</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Project Owner</span></p>
</td>
<td>
<p><span style="font-weight: 400;">weekly</span></p>
</td>
</tr>
</tbody>
</table>
<p><strong>Consolidation</strong></p>
<p><span style="font-weight: 400;">Policies, procedures and performance measures reinforce the changes</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Powerful execution and precise information needs to be followed for KPI’s and time span. </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Instructions and trainings are led by Samson media that will start the working condition. </span></li>
</ul>
<p><strong>Finalized Communication and Education Plan </strong></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><strong>Audience</strong></p>
</td>
<td>
<p><strong>Key message</strong></p>
</td>
<td>
<p><strong>Delivery method</strong></p>
</td>
<td>
<p><strong>Frequency and duration of a session (if applicable)</strong></p>
</td>
<td>
<p><strong>Location</strong></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">CEO</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Conduct the training session</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Verbal</span></p>
</td>
<td>
<p><span style="font-weight: 400;">5 to 6 days</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Office premises</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">Samson Media Director(Sponsor)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Regular Project Progress deliverable</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every Week(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Finance Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Approval on Project Budget</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Email</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Based on Project Resource Approval</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Samson Media</span></p>
</td>
</tr>
<tr>
<td><br />
<p><span style="font-weight: 400;">HR Director</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Update on Staff Performance Review Hiring , Firing and selection of contractor/staff</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Face to face Meeting</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Every fortnight(30 min)</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Board Room</span></p>
</td>
</tr>
</tbody>
</table>
<br />
<ol start="5">
<li><em><strong>Send an email to the CEO (your assessor).</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.</span></p>
<p><span style="font-weight: 400;">The email text should give a summary of the meeting, and the changes that you have made to the attachments.</span></p>
<p><span style="font-weight: 400;">Attach your finalised change management plan and your finalised communication and education plan to the email.</span></p>
<p><span style="font-weight: 400;">To: Assessor,</span></p>
<p><span style="font-weight: 400;">From: </span></p>
<p><span style="font-weight: 400;">Subject: Attaching the finalized change management plan and finalized communication and education plan to E-mail.</span></p>
<p><span style="font-weight: 400;">Dear Assessor,</span></p>
<p><span style="font-weight: 400;">This letter is written for informing that I have attached the change management plan and communication and education plan to this mail. Kindly go through it and give your feedback. </span></p>
<p><span style="font-weight: 400;">Regards</span></p>
<br /><br />
<h3>Assessment 4</h3>
<ol>
<li><em><strong>Develop a human resources brief.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Using your research develop a short one-page brief to send to the human resources department outlining the requirement to conduct the training as part of the change management process</span></p>
<p><span style="font-weight: 400;">and the timing of the training.</span></p>
<p><span style="font-weight: 400;">Your brief should include, as a minimum, the following:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   The benefits of change management team building</span></li>
<li><span style="font-weight: 400;">   Ideas for the content of the training that will take place</span></li>
<li><span style="font-weight: 400;">   Experts who could assist in providing training</span></li>
<li><span style="font-weight: 400;">   Ideas for team building exercises. Provide at least two exercises</span></li>
<li><span style="font-weight: 400;">   How best to promote the training to staff?</span></li>
<li><span style="font-weight: 400;">   Timing</span></li>
</ul>
<p><span style="font-weight: 400;">Your brief should be no more than one page.</span></p>
<p><span style="font-weight: 400;">Use the Human Resources Brief Template to guide your work.</span></p>
<p><strong>Human Resources Brief</strong><span style="font-weight: 400;"> </span></p>
<p><span style="font-weight: 400;">Samson media adopted the change management plan which includes training and development session for employees in different areas. Training for 2 hours per week will be provided by the Samson media for around 8 weeks. Employee communication will be developed for overcoming the resistance to change and help in promoting the benefit of training and evaluation.  </span></p>
<p><strong>Check strengths and weaknesses:</strong><span style="font-weight: 400;"> strength and weakness of each member can be checked through team building exercises. </span></p>
<p><strong>Vision &amp; Mission Direction:</strong><span style="font-weight: 400;"> Team building makes sure that there is clear understanding of organization’s goal to every individual.  </span></p>
<p><strong>Roles and Responsibilities:</strong><span style="font-weight: 400;"> role of each member of the team is to be defined. Creative thinking should be initiated. Individuals of the team are motivated for providing their opinions, views and also solutions for a particular problem.               </span></p>
<p><strong>Building trust and morale:</strong><span style="font-weight: 400;"> Strong interpersonal relationships can be built by the individual of they perform the organization team building activities and can increase the morale of team members.  </span></p>
<p><strong>Introducing and managing change:</strong><span style="font-weight: 400;"> change in organization can be integrated by team building and is also helpful in managing the changes and its impact on the organization. </span></p>
<p><strong>Facilitating delegation:</strong><span style="font-weight: 400;"> tasks are delegated with the help of team building. </span></p>
<p><strong>Increased productivity:</strong><span style="font-weight: 400;"> Productivity of individuals are increased when all team members are working together for achievement of the goals. </span></p>
<p><strong>Ideas for content of training</strong></p>
<p><span style="font-weight: 400;">Before entering the full-fledged team building, explain the outline and contents of the team building to the members of the organization and let them know how important it is for the successful change of the organization. It also alleviates hostility by explaining the benefits that team building will bring to the organization and its members.</span></p>
<p><strong>Experts who could assist in providing training</strong></p>
<p><span style="font-weight: 400;">In terms of cost reduction, training through the environment existing in the organization is ideal, but for more efficient and successful training, it was decided to seek help from outside experts. As a result of the search, Samson Media can receive the help of the following professional companies, and select an appropriate company after conformity review. –</span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">WeTrain </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Business training works </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Be challenged </span></li>
</ul>
<p><strong>Ideas for team building exercises</strong><span style="font-weight: 400;"> </span></p>
<p><span style="font-weight: 400;">Team building activities is divided into 4 sections </span></p>
<p><span style="font-weight: 400;">- Communication Activities for Teams</span></p>
<ul class="unordered-listing">
<li aria-level="1"><span style="font-weight: 400;">Negotiate</span></li>
</ul>
<p><span style="font-weight: 400;">Activity: divide the group into team of three members and each group needs to be given two one- dollar coin. </span></p>
<p><span style="font-weight: 400;">Objective: creative answer to problems needs to be find out.</span></p>
<ul class="unordered-listing">
<li aria-level="1"><span style="font-weight: 400;">Trading triangles</span></li>
</ul>
<p><span style="font-weight: 400;">Activity: group needs to be divided into small groups.  </span></p>
<p><span style="font-weight: 400;">Objective: perspective of others to be seen for helping in influencing their position. </span></p>
<p><span style="font-weight: 400;">Bonding Activities for Teams</span></p>
<ul class="unordered-listing">
<li aria-level="1"><span style="font-weight: 400;">A Typical Day</span></li>
</ul>
<p><span style="font-weight: 400;">Activity: Pairing the participants. Have one tell the other about a typical work day.</span></p>
<p><span style="font-weight: 400;">Objective: Learning new things about team members.</span></p>
<ul class="unordered-listing">
<li aria-level="1">Gossips</li>
</ul>
<p><span style="font-weight: 400;">Activity: statement needs to be collected and read it aloud. The target is to guess who write it. </span></p>
<p><span style="font-weight: 400;">Objective: Learn more about who you work with.</span></p>
<p><span style="font-weight: 400;">Cooperation Activities for Teams</span></p>
<p><strong>How best to promote the training to staff </strong></p>
<p><span style="font-weight: 400;">This training plan, planned by the organization, is essential for the successful change of the organization, but it can cause antipathy for members of the organization to invest overtime or individual effort and time. </span></p>
<p><strong>Timing</strong></p>
<p><span style="font-weight: 400;">The training is to be delivered over an eight-week period for approximately 2 hours a week</span></p>
<table class="table table-bordered">
<tbody>
<tr>
<td>
<p><span style="font-weight: 400;">Days</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Time</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Activities</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Topics</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Lectures</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Thursday</span></p>
</td>
<td>
<p><span style="font-weight: 400;">3.00-5.00 pm</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Group</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Outline and Necessity of Training, Negotiate</span></p>
</td>
<td>
<p><span style="font-weight: 400;">External expert</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Thursday</span></p>
</td>
<td>
<p><span style="font-weight: 400;">3.00-5.00 pm </span></p>
</td>
<td>
<p><span style="font-weight: 400;">Group</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Trading Triangles</span></p>
</td>
<td>
<p><span style="font-weight: 400;">External expert</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Thursday</span></p>
</td>
<td>
<p><span style="font-weight: 400;">3.00-5.00 pm</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Group</span></p>
</td>
<td>
<p><span style="font-weight: 400;">A Typical Day</span></p>
</td>
<td>
<p><span style="font-weight: 400;">External expert</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Thursday</span></p>
</td>
<td>
<p><span style="font-weight: 400;">3.00-5.00 pm</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Group</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Gossip</span></p>
</td>
<td>
<p><span style="font-weight: 400;">External expert</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Thursday</span></p>
</td>
<td>
<p><span style="font-weight: 400;">3.00-5.00 pm</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Group</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Circle Catch</span></p>
</td>
<td>
<p><span style="font-weight: 400;">External expert</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Thursday</span></p>
</td>
<td>
<p><span style="font-weight: 400;">3.00-5.00 pm</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Group</span></p>
</td>
<td>
<p><span style="font-weight: 400;">House of Cards</span></p>
</td>
<td>
<p><span style="font-weight: 400;">External expert</span></p>
</td>
</tr>
<tr>
<td>
<p><span style="font-weight: 400;">Thursday</span></p>
</td>
<td>
<p><span style="font-weight: 400;">3.00-5.00 pm</span></p>
</td>
<td>
<p><span style="font-weight: 400;">Group</span></p>
</td>
<td>
<p><span style="font-weight: 400;">The Guessing Game, Sharing, evaluating and rewarding training results</span></p>
</td>
<td>
<p><span style="font-weight: 400;">External expert</span></p>
</td>
</tr>
</tbody>
</table>
<br />
<ol start="2">
<li><em><strong>Send an email to the Human Resources Manager (your assessor).</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.</span></p>
<p><span style="font-weight: 400;">The email text should give a summary of the attachment, and the changes that you have made to the attachments.</span></p>
<p><span style="font-weight: 400;">Attach your human resources brief to the email.</span></p>
<p><span style="font-weight: 400;">To: Assessor</span></p>
<p><span style="font-weight: 400;">From: </span></p>
<p><span style="font-weight: 400;">Subject: Attaching the human resource brief</span></p>
<p><span style="font-weight: 400;">Dear Assessor,</span></p>
<p><span style="font-weight: 400;"> This mail is to inform that change management plan is prepared. And human resource brief is also prepared for the needs and benefits of the team building activities. Kindly go through the attachment and give your feedbacks. If there is any query do let me know. </span></p>
<p><span style="font-weight: 400;">Best Regards</span></p>
<br />
<ol start="3">
<li><em><strong>Send an email to all staff (your assessor)</strong></em></li>
</ol>
<p><span style="font-weight: 400;">To inform your staff email, consider how you could best promote the training to staff to</span></p>
<p><span style="font-weight: 400;">overcome resistance to change. Review change management literature to inform your response. This may be the same literature you identified in Assessment Task 1.</span></p>
<p><span style="font-weight: 400;">Outlining the rationale for the training, as well as the benefits of the training. Use the ideas that you have researched to overcome resistance to change. Briefly outline some of the proposed ideas for the training.</span></p>
<p><span style="font-weight: 400;">As a guide, your email should be between 3 to 4 paragraphs long.</span></p>
<p><span style="font-weight: 400;">To: Staff</span></p>
<p><span style="font-weight: 400;">From: </span></p>
<p><span style="font-weight: 400;">Dear all Samson media staffs </span></p>
<p><span style="font-weight: 400;">The mail is to inform that the company is making different changes for the growth, survival and development in future. As attached in Human Resource brief, training was provided for 8 weeks and 2 hours per week. Promotions are also provided to the members who participated in the training session. Kindly let me known if there is any query. </span></p>
<p><span style="font-weight: 400;">Thank you</span></p>
<p><span style="font-weight: 400;">Best Regards,</span></p>
<br />
<ol start="4">
<li><em><strong>Review and evaluate your change management plan</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Review your change management plan and evaluate each section to determine changes that need to be made based on the new activities identified.</span></p>
<p><span style="font-weight: 400;">Make any changes to the plan that are appropriate.</span></p>
<p><span style="font-weight: 400;">Save this document as Revised Change Management Plan</span></p>
<p><span style="font-weight: 400;">With the change management review, it was seen that plans for evaluation of the employees were necessary.</span></p>
<p><span style="font-weight: 400;">Employee evaluation is based on: - </span></p>
<ul class="unordered-listing">
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Total training hours </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Participation in education </span></li>
<li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Evaluation between employees </span></li>
</ul>
<p><span style="font-weight: 400;">After updating the document, rename the document as a Revised Change Management Plan</span></p>
<p><span style="font-weight: 400;">Send an email to the CEO and Senior Management (your assessor).</span></p>
<p><span style="font-weight: 400;">The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.</span></p>
<p><span style="font-weight: 400;">The email text should give a summary of the attachment, outline your evaluation of each section, and the changes that you have made to it.</span></p>
<p><span style="font-weight: 400;">Attach your revised change management plan to the email.</span></p>
<p><span style="font-weight: 400;">To: Assessor,</span></p>
<p><span style="font-weight: 400;">From: </span></p>
<p><span style="font-weight: 400;">Subject: Attaching the revised management plan </span></p>
<p><span style="font-weight: 400;">Dear Assessor,</span></p>
<p><span style="font-weight: 400;">I have reviewed the additions that are made to the current change management plan. The additions are: conducting the training for members of the team building for the successful corporate change. After including the addition to the document, the name was changed to revised change management plan. It includes human resource brief, team building training. Kindly check the attached document.</span></p>
<p><span style="font-weight: 400;">Thank you </span></p>
<br /><br />
<h3>Assessment 5</h3>
<ol start="1">
<li><em><strong>Write a change management review.</strong></em></li>
</ol>
<p><span style="font-weight: 400;">Review of the change management objectives, communication activities implemented, and the Staff Survey Results. Evaluate the effectiveness of the change management process and provide recommendations for improving communication activities.</span></p>
<p><span style="font-weight: 400;">Develop a short brief for the CEO of the organisation that includes your review. It should also recommend updates to the change management plan through relevant communication activities.</span></p>
<p><span style="font-weight: 400;">Your change management review should include the following:</span></p>
<ul class="unordered-listing">
<li><span style="font-weight: 400;">   What the change management objectives are</span></li>
<li><span style="font-weight: 400;">   What change management communication activities took place</span></li>
<li><span style="font-weight: 400;">Recommended changes to the change management plan and the communication and education plans</span></li>
</ul>
<p><span style="font-weight: 400;">Your review should be between half a page and one-page long.</span></p>
<p><span style="font-weight: 400;">Use the Change Management Review Template to guide your work</span></p>
<p><strong>Change Management Review</strong></p>
<p><strong>Objectives</strong></p>
<p><span style="font-weight: 400;">Change management objectives for Samson Media include: </span></p>
<p><span style="font-weight: 400;">The objective is to make sure that the strategies and techniques are utilized normally for the brief treatment.</span></p>
<p><strong>Activities conducted</strong></p>
<p><span style="font-weight: 400;">Range of communication activities is described that is associated with the change process. </span></p>
<p><span style="font-weight: 400;">Readiness Assessments</span></p>
<p><span style="font-weight: 400;">Change supervisor crew utilize the appraisals tools for surveying the association’s preparation to change. Hierarichal evaluations are incorporated by the appraisals availability. </span></p>
<p><strong>Recommendations</strong></p>
<p><span style="font-weight: 400;">Imperative recommendations came from the analysis of the change management plan that is updated.</span></p>
<p><span style="font-weight: 400;">Communicators consider the following components: The audience, Communicated. </span></p>
<br />
<ol start="2">
<li><em><strong>Send an email to the CEO (your assessor).</strong></em></li>
</ol>
<p><span style="font-weight: 400;">The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.</span></p>
<p><span style="font-weight: 400;">It should introduce and summarise the contents of the attachment. Attach your change management review brief to the email.</span></p>
<p><span style="font-weight: 400;">To: Assessor,</span></p>
<p><span style="font-weight: 400;">From: </span></p>
<p><span style="font-weight: 400;">Subject: Attaching the change management review brief.</span></p>
<p><span style="font-weight: 400;">Dear Assessor,</span></p>
<p><span style="font-weight: 400;">This letter is written for informing that I have reviewed the change management plan and have also made some changes. The review of the change management has attached to the mail. Kindly find the attachment. The change management plan helps to make sure that the budget, schedule, scope, communication and resources are in control. Kindly go through the report once and share the reviews. </span></p>
<p><span style="font-weight: 400;">Thanking you </span></p>
<p><span style="font-weight: 400;">Regards</span><span style="font-weight: 400;"><br /></span></p>