Name: Abdullah Hussein Abdullah

Group: ESL 70 J

Phone No.: 01227190034

Assignment 1

You are kindly requested to show how you will apply the ten elements of change on your
organization to properly formulate your strategy.
Elements of change

A - Preparation Phase:

1. We need technological tools (ERP system)

Currently, 10 brands are represented by my company, OTRAC Heavy Equipment. The useful program SAP Business
One (ERP) is what we are employing. utilizing Microsoft Outlook for internal and external email correspondence with
the vendors

They are a priceless technological resource that we may continue to use by enhancing them and incorporating new
features to increase their effectiveness.

2. We need to manage information

The goal of using analytical tools is to generate the necessary data for making important business decisions. More
information will lead to new ideas within the organization, which will lead to the creation of organizational
methodologies that will accumulate the desired knowledge within the organization. This knowledge will be used to
develop the appropriate processes and procedures as well as define the goals and strategy of the organization.

One of the major issues we face in the organization is gathering data, disseminating it among authorities, and failing
to input proper data that would allow us to generate useful reports, aiding in the development of job-related
decisions and work plans.

To get the most out of the software being used, I will establish certain rules and links, teach everyone who enters
information into the system, and make sure there is a work team that includes a representative from each
department to follow up on the information submitted into the program.

3. we need to make and then take decisions.

The ability to comprehend new technologies and apply them to one's greatest advantage is known as technological
proficiency. Analytical competency is the capacity to assess and analyze information in order to reach real
conclusions and address real issues. Information competency is the capacity to find, collect, and organize
information for use in decision-making.

Because there is no work team in charge of the software and following up on entering accurate and particular
information and removing irrelevant information, we suffer in my firm from random information, despite the fact
that a lot of effort has been made to acquire information.
Therefore, the most crucial step is to establish a work group that aids in gathering reliable information that aids in
decision-making.

4. we need to work operate in a flat structure

Flat structures with fewer layers of administration function best when there are wider spans of control. Because
there is less direct supervision available, this not only lowers overhead expenses but also tends to give employees
more empowerment and independence.

One of the main issues in our organization is the functional structure and adherence to the hierarchical system,
which prevents people from being empowered and given the authority to make decisions about their jobs. No
matter how minor, the senior management, as represented by the business owner, significantly interferes with any
details.

With the recent worsening of the economy and the rise in issues, we started working with senior management to
modify the way things were done, implement a flat management structure, give employees more power, and shift
from centralization to decentralization.

5. Training, training, and training

At this point, the training should be put to use to aid individuals in developing and honing work-related abilities. To
assist the workforce in adjusting to organizational changes, it is important that they complete three key training
programs:

1) Instruction in the use of new systems, software, and analytical tools for IT

2) Instruction in information management and knowledge application

3) Educating the staff on how to operate in a flat organization, how to preserve workflow, what the benefits of a flat
organization are, and how to accomplish both personal and organizational goals without running afoul of one
another.

This is the most crucial thing that our business needs, so we must pay close attention to it, give it enough time and
money, try to involve senior management, explain its significance and the need for investment, highlight the
significant return on it, and concentrate on involving all of the staff, each in accordance with his or her area of
expertise and the tasks assigned to him or her.
6. Ensure integration of information

People within organizations require a tremendous amount of internal data to make decisions and address issues in
their day-to-day tasks. They require information from both their immediate workplace and from other areas of the
business, therefore we must make sure that knowledge and information flow freely between all departments and
organizational levels.

In order to integrate information and benefit from it, we must transform the organizational structure of the
corporation into a flat system. This issue will be resolved, in my opinion, when we implement a flat system.
maintaining a well-organized work team that pursues the concept of transformation.

7. Give empowerment.

Who or what is empowered? To put it simply, it's a catch-all phrase that refers to everything that increases people's
capacity to decide and act in ways that benefit the company, including their own jobs.

Each and every organization depends on its people to succeed. However, the organization won't be successful until
all members are on the same page, understanding their respective roles in helping the organization reach the next
goal as well as the company's vision, strategy, and goals. The level of energy among people in a group can in fact
indicate how powerful those individuals are.

In our organization, we must adhere to a system that gives each employee the ability to make some decisions
directly related to his or her area of expertise and job, as well as some room for employees to be innovative and
almost fully embrace responsibility.
B - Implementation Phase:

8. Assign objectives.

Our company doesn't operate on a system where each department is given an objective; instead, there is only ever
one goal, which is to achieve the highest percentage of sales of complete equipment, without taking into account
the other departments, and how to set goals for them that will make them more interested in achieving this
objective of achieving more than it in order to obtain the proper appreciation and the expected efficiency when
achieving the objective.

Every department needs to be involved, and we need to define clear objective for each one. These objectives need
to be SMART objectives, and we need to describe how to reach them as well as the rewards for the department's
employees if they are.

9. Monitor results.

A continuous process is measuring the organization's productivity and efficiency by comparing the actual outcomes
to the set goals or KPIs. Organizations monitor their activities, revenue, and spending to make sure they are
operating in accordance with their plans and achieving their organizational goals since we will be able to recognize
successes or failures.

10. Evaluation results.

Evaluation of the outcomes is necessary before the decision-making process is finished. Corrective action should be
taken if the anticipated results are not attained or if undesirable side effects appear. Management control takes the
form of evaluation. To measure performance results and compare them to goals, data collection is necessary. If
outcomes fall short of expectations, it's time to evaluate and go back to earlier steps. As a result, problem-solving
develops into a dynamic and continuous activity within the management process. When specific objectives,
quantifiable targets, and timelines are first set, evaluation is always made simpler. Measurement of work
performance, goal comparison, and necessary corrective action are all part of the management function of
managing.