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Organization Improvement and Transition/Change Management
Organization Improvement and Transition/Change Management involves the identification of opportunities for organizational excellence using systematic tools and techniques to manage transition / change. Organizational excellence is the pursuit of a culture in which change is embraced to add value to the organization or its customers. Organization improvement and transition / change management typically involves the use of various assessments, techniques, evaluations, communication strategies, employee involvement, and other methods to effect positive change.

Organizational Improvement is undertaken to increase organization effectiveness and efficiency, and product or service quality.

Organizational Improvement may include the following:
  1. Assessment relates to identifying the strengths and weaknesses of an organization and highlighting areas that need improvement. Examples may include the following:
      Staffing review
      Cost/benefit Analysis
  2. Goal Setting involves identifying organizational goals that staff believe in and are committed to achieving.
  3. Prioritizing and Planning entails using limited time and resources to help staff prioritize improvement opportunities and plan for change.
  4. Implementation involves employing a planned strategy, process and timetable to achieve a desired improvement.
  5. Evaluation calls for appraising results to ensure the outcomes are meeting or exceeding objectives. Continuous adjustments to strategy, processes and implementation may occur until objectives are achieved.
Transition/Change Management employs a variety of strategies to increase the probability of rapid, successful implementation of changes in policy, process, or technology.

The following are generally considered in Transition/Change Management:
  1. Transition Planning calls for developing a plan that provides an organization with a roadmap for the projected transition/change.
  2. Readiness Assessment entails using established methods to determine the condition of the organization and its capacity and resources available to implement strategies.
  3. Training Assessment involves evaluating current skills and knowledge of personnel compared with those needed for projected transition/change.
  4. Communication Strategy Development is the process of creating and building a systematic plan to disseminate information to personnel for a projected transition/change.
  5. Employee Involvement calls for involving employees to achieve commitment and to implement successful transition/change.
  6. Implementation Analysis relates to analyzing recommendations to identify potential barriers to implementation.
  7. Implementation Plan is a method for identifying structures and processes for implementation.
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