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Organizational Change Announcement Sample: Crafting the Perfect Message
Navigating organizational change is never easy. A poorly communicated shift can lead to confusion, decreased morale, and ultimately, a less productive workforce. But a well-crafted announcement, on the other hand, can ease the transition, build trust, and foster buy-in. This blog post provides you with a comprehensive guide and several organizational change announcement sample templates to help you effectively communicate upcoming changes within your organization. We'll cover everything from essential elements to best practices, ensuring you create a message that resonates and fosters a smooth transition.
Understanding the Importance of a Well-Written Announcement
Before diving into specific organizational change announcement samples, let's understand why a thoughtfully written announcement is critical. A clear and concise announcement reduces ambiguity, minimizes rumors, and allows employees to understand the "why" behind the change. This transparency builds trust and fosters a sense of collaboration, crucial for successfully implementing any organizational shift.
Key Benefits of Effective Communication During Change:
Reduced Anxiety and Uncertainty: A clear announcement addresses employee concerns proactively, reducing anxiety and speculation.
Increased Buy-in and Acceptance: When employees understand the rationale and benefits of the change, they are more likely to embrace it.
Improved Morale and Productivity: Open and honest communication during change maintains morale and prevents productivity dips.
Faster and Smoother Implementation: Clear communication ensures everyone is on the same page, streamlining the implementation process.
Organizational Change Announcement Sample Templates:
Here are a few organizational change announcement sample templates you can adapt to your specific needs. Remember to tailor them to your organization's voice and the nature of the change.
Sample 1: Announcement of a New Department Structure
Subject: Exciting News: Restructuring for Enhanced Efficiency
Team,
We're excited to announce a restructuring of our departmental organization, effective [Date]. This change aims to enhance efficiency, collaboration, and overall productivity. The new structure will [briefly explain the changes, including any new roles, reporting structures, and responsibilities].
We understand that change can bring questions, and we encourage you to reach out to [contact person/department] with any queries. A detailed FAQ document will also be available on [location, e.g., company intranet] by [date].
We are confident that this restructuring will positively impact our ability to [mention key benefits, e.g., serve clients better, innovate faster]. We appreciate your understanding and continued dedication.
Sincerely,
[Name and Title]
Sample 2: Announcement of a New Software Implementation
Subject: Streamlining Operations with [Software Name]
Dear Employees,
To enhance our operational efficiency and productivity, we are pleased to announce the implementation of [Software Name], a new [type of software] platform. This change will take effect on [Date].
[Software Name] offers several key advantages, including [list key benefits, e.g., improved data management, enhanced collaboration tools, streamlined workflows]. Training sessions will be provided on [Dates and Times/Location]. Detailed training materials will also be available on [location, e.g., company intranet].
We recognize that adapting to new software can require some adjustment, and we are committed to supporting you throughout this transition. Please do not hesitate to contact the IT department at [contact information] if you have any questions or require assistance.
Sincerely,
[Name and Title]
Sample 3: Announcement of a Leadership Change
Subject: Leadership Update
Team,
We are pleased to announce that [Name] will be taking on the role of [New Role] effective [Date]. [He/She/They] bring extensive experience in [relevant areas] and will be a valuable asset to our team.
[Previous Leader's Name] will be [transition details]. We extend our deepest gratitude to [Previous Leader's Name] for their years of dedicated service and valuable contributions to [Company Name].
We are confident that this transition will further strengthen our organization's leadership and direction. Please join us in welcoming [Name] to their new role.
Sincerely,
[Name and Title]
Best Practices for Crafting Your Announcement
Be Clear and Concise: Avoid jargon and ambiguity. Use simple language everyone can understand.
Explain the "Why": Clearly articulate the reasons behind the change and its benefits.
Address Concerns Proactively: Anticipate potential questions and address them in your announcement.
Provide Next Steps: Outline what employees need to do and where they can find additional information.
Maintain a Positive Tone: Even during challenging changes, maintain a positive and supportive tone.
Choose the Right Communication Channel: Select the most appropriate channel (email, intranet, town hall meeting) to reach your audience effectively.
Conclusion
Crafting a well-structured organizational change announcement sample is paramount for a successful transition. By following these templates and best practices, you can effectively communicate changes, minimizing disruption and maximizing buy-in. Remember, open and honest communication is key to navigating organizational change successfully.
FAQs
Q1: How long should an organizational change announcement be?
A1: Keep it concise and focused. Aim for brevity and clarity; avoid overwhelming employees with excessive detail. A shorter announcement is generally better than a long, rambling one.
Q2: What if employees have negative reactions to the announcement?
A2: Have a plan in place to address concerns. This could involve setting up Q&A sessions, creating an online forum for discussion, or designating specific individuals to answer questions.
Q3: Should I include specific details about timelines and budgets in the announcement?
A3: Generally, only include essential details. Overloading the announcement with granular information can be overwhelming. Provide links to more detailed information if necessary.
Q4: How can I ensure the announcement is accessible to all employees?
A4: Offer the announcement in multiple formats (e.g., email, intranet post, printed copy) and consider translation if necessary. Ensure it is compliant with accessibility guidelines.
Q5: What if the details of the organizational change are still being finalized?
A5: It's better to communicate what you can share, acknowledge the uncertainties, and commit to providing further updates as soon as possible. Transparency builds trust even when complete information is not yet available.
| organizational change announcement sample: Organization Change W. Warner Burke, 2002-06-14 Organizations are striving to succeed in an increasingly complex global, political, and economic environment. This book provides an overview of the theoretical and research foundation for our current understanding of organization change including the types of change organizations experience. It reviews various models of organization change, including a new model developed by Burke-Litwin, and demonstrates how these models can be used to diagnose change issues in organizations. Separate chapters are devoted to the role of leaders in initiating and implementing change efforts and the more popular change interventions being implemented in organizations today. The concluding chapter discusses implications for further theory development, conducting research on organization change, and planning and managing change in organizations. The book is appropriate for use in advanced courses in the areas of organizational psychology, industrial psychology, and organizational behaviour. In addition, it will be of interest to consultants in organizational change and development that want a better understanding of the field and an update on the current research in this area. |
| organizational change announcement sample: Organizational Change Laurie Lewis, 2019-01-04 A comprehensive guide to essential theories and practices of change creation and implementation Organizational Change provides an essential overview to implementing deliberate and focused change through effective communication strategies. Author Laurie Lewis integrates academic rigor with real-world case studies to provide a comprehensive examination of both theoretical and pragmatic approaches to alterations and modifications of organizational structures. Emphasizing the importance of formal and informal communication in implementation of change, this text investigates methods of information dissemination and examines various channels for communicating change. Coverage of stakeholder relationships, concepts of uncertainty and resistance, assessing change outcomes, and more provides readers with a solid foundational knowledge of change dynamics in organizations. Extensively revised and updated, this second edition provides new case studies on topics such as design of input solicitation, and current research in areas including the persuasive effects of sidedness or inoculation, and socially supportive communication. Improved pedagogical tools, streamlined organization of topics, and additional charts, graphs, and images reinforce efficient presentation of material and increase reader retention and comprehension. Examines empirical, theoretical, and conceptual approaches to strategic communication during organization change Explores key elements of change, appropriate communication strategies, and outcome evaluation methods Presents adaptive and programmatic strategic implementation models Provides studies of real-world companies and actual research on organizational change Debunks popular myths and clarifies misunderstandings of research and theory on implementation of change Demonstrates how Individuals, groups, and entire organizations can create change and influence implementation. Organizational Change provides a thorough survey of the communication and implementation strategies, methods, and conceptual foundations of change in public and private sector organizations, suitable for undergraduate and graduate study and practitioners with interest in complex change implementation. |
| organizational change announcement sample: How to Write it Sandra E. Lamb, 2006 Provides examples and advice on writing announcements, condolences, invitations, cover letters, resumes, recommendations, memos, proposals, reports, collection letters, direct-mail, press releases, and e-mail. |
| organizational change announcement sample: Graduate Announcement University of Michigan--Dearborn, 2004 |
| organizational change announcement sample: The Industrial Organization and Regulation of the Securities Industry Andrew W. Lo, 2008-04-15 The regulation of financial markets has for years been the domain of lawyers, legislators, and lobbyists. In this unique volume, experts in industrial organization, finance, and law, as well as members of regulatory agencies and the securities industry, examine the securities industry from an economic viewpoint. Ten original essays address topics including electronic trading and the virtualstock exchange; trading costs and liquidity on the London and Tokyo Stock Exchanges and in the German and Japanese government bond markets; international coordination among regulatory agencies; and the impact of changing margin requirements on stock prices, volatility, and liquidity. This clear presentation of groundbreaking research will appeal to economists, lawyers, and legislators who seek a refreshingly new perspective on policy issues in the securities industry. |
| organizational change announcement sample: Human Factors in Organizational Design and Management-VI P. Vink, E.A.P. Koningsveld, S. Dhondt, 1998-08-14 This book contains a series of papers that were presented during the Sixth IEA International Symposium on Human Factors in Organizational Design and Management (ODAM '98). The Symposium was sponsored jointly by the International Ergonomics Society, the Dutch Ergonomics Society, NIA TNO and The Ministry of Social Affairs and Employment. These experiences include new ideas, research results, tools, and applications of human-organization interface technology to improving work systems. New technology, changing work force demographics, changing attitudes and values about work and what constitutes real quality of work life, have heightened the need for a true systems approach to optimizing the interfaces between humans, technology and organizational structures and processes. Growing world competition, and the related need to make organizations more productive and efficient, have further intensified this need to improve work systems. This need is reflected in the rapid development of macroergonomics methods and applications since the first of these ODAM Symposia in 1984. What then was recognized by only a few researchers and practitioners has now become a widely accepted part of the human factors/ergonomics discipline. As demonstrated by the papers contained herein, application of macroergonomics is having a very real positive impact on sociotechnical systems internationally. Included in this volume are a broad selection of papers on theory, methodology, tools, research findings, and case studies from leading professionals throughout the world. This volume thus provides the reader with some of the latest developments in human-organization interface technology. Collectively, these papers should provide the reader with a good conceptual understanding of the ergonomic approach to work system design, and of its tremendous potential for improving work systems and the human condition in all cultures. |
| organizational change announcement sample: Organizational Change Maria Vakola, Paraskevas Petrou, 2018-04-27 Organizational change is a reality of 21st-century working life, but what psychological effects does it have on individual workers, and what coping strategies can be used to mediate its impact? In today’s turbulent work and career environment, employees are required not only to accept changes as passive recipients, but to proactively initiate changes and demonstrate attitudes, behaviours and skills valued by current employers. As a result, organizational psychologists, both researchers and practitioners, have had to acknowledge and understand the myriad of challenges faced by employees as a result of organizational change. In this important new book, an international range of prominent scholars examine the key psychological issues around organizational change at the individual level, including: health and well-being stress and emotional regulation performance and leadership attitudes and implications for the psychological contract Analyzing and presenting the impact of organizational change, and possible coping strategies to successfully manage change, the volume is ideal for students and researchers of work and organizational psychology, business and management and HRM. |
| organizational change announcement sample: The NTL Handbook of Organization Development and Change Brenda B. Jones, Michael Brazzel, 2012-06-25 The NTL Handbook of Organization Development and Change is an essential tool for both practitioners and students who want to know how to effectively bring about meaningful and sustainable change in organizations. Featuring contributions from leading practitioners, academics, and scholars in the field, each chapter comprehensively explores a key aspect of organization development including core theories and methods, OD in the international and world setting, practical applications, the future of OD, and many others. Co-published with the NTL Institute, a long-time leader and champion for the field, The NTL Handbook of Organization Development and Change boasts an extensive range of knowledge, experience, and methods integrated by a philosophical system that underscores the vital mission of OD as well as provides expert guidance in the art and science of making organizational development and change work. |
| organizational change announcement sample: Resistance to Change - Does Age Matter? Tina Heinrich, 2004 |
| organizational change announcement sample: How to Say it Rosalie Maggio, 2001 The second edition of this popular one-of-a-kind book is updated with ten new chapters. |
| organizational change announcement sample: 7 Steps to Better Written Policies and Procedures Stephen Butler Page, 2001 Includes exercises, suggested answers, checklists, sample policies and procedures. |
| organizational change announcement sample: The Complete Idiot's Almanac of Business Letters and Memos Tom Gorman, 1997 A guide to creating effective business letters and memos, discussing common writing problems, offering advice on layout, and featuring samples for every occasion. |
| organizational change announcement sample: The Psychology of Organizational Change Shaul Oreg, Alexandra Michel, Rune Todnem By, 2013-04-18 This volume examines organizational change from the employee's perspective. |
| organizational change announcement sample: The Investment Banking Handbook J. Peter Williamson, 1991-01-16 This edited volume offers thorough coverage of the business of investment banking, including much inside information based on the extensive professional experience of the contributors. Comprising 32 chapters, covering every facet of investment banking, from its historical origins in the U.S. to the current high-dollar activity in mergers and acquisitions. Contributors are noted businessmen and academics from the U.S., Canada, Europe, and Japan. Chapters fall into eight sections: investment banking today, raising capital, transactional activities, specialized financial instruments, tax-exempt financing, broker activities, commercial banks and investment banking, and investment banking outside the United States. Raising capital is traditionally what investment banking is all about, and the Handbook explains who does it and how it's done. |
| organizational change announcement sample: The New Leader's 100-Day Action Plan George B. Bradt, Jayme A. Check, John A. Lawler, 2016-01-20 Entering a new leadership role? Leading a reorganization or integrating teams? Get better results faster by building and implementing your 100-Day Action Plan Your first 100 days in a new leadership position are critical, as they set the foundation for your team's success going forward. The New Leader's 100-Day Action Plan helps you start gaining traction even before your first day in a new job. The playbook gives you a concrete strategy for getting a fast start—engaging the culture, setting direction, aligning the team, avoiding common missteps, and delivering results. This new fourth edition has been updated with new graphics and downloadable tools, and expanded with new information learned from real-world clients over the past twelve years. Many organizations, regardless of size, industry, or geography, realize that it is strategically imperative to effectively onboard leaders into new roles and combine teams during M&A and reorganization. New thinking for new teams provides ways to get quick results with key business initiatives, and new discussions on cultural fit and evolution to help you better contribute to your organization's success. Updated stories and case studies provide real-life glimpses at how successful leaders navigate tricky situations, and extensive online tools point you toward additional resources as the need arises. 40 percent of new leaders fail within the first eighteen months on the job. When a new leader drops the ball, it's at the expense of the team, the organization, and the leader's track record. Successful leaders start leading and delivering immediately. This book shows you how to start getting results right away and dramatically increase your chances for success—by systematically shaping your leadership with intent. Take control from the start Expect the surprises and avoid the mistakes Manage your message and shape culture Set direction and build an aligned leadership team Fuel momentum and deliver results Your new leadership role begins the moment you accept the offer, the deal is done, or the re-organization is announced. The New Leader's 100-Day Action Plan gives you a concrete framework for successful leadership and a clear roadmap to the critical first 100 days. |
| organizational change announcement sample: EBOOK: Financial Accounting Theory: European Edition DEEGAN, CRAIG, 2011-01-16 The second edition of Craig Deegan and Jeffrey Unerman’s market leading text presents the various theories of financial accounting through a balanced and dynamic approach. Students are given all the tools to engage with these theories and are encouraged to critically evaluate and challenge them. Clearly written and user friendly, this new edition provides comprehensive coverage of internationally developed accounting theories from a European perspective. |
| organizational change announcement sample: Resources in Education , 1993 |
| organizational change announcement sample: Applied Guide for Event Study Research in Supply Chain Management Wood, Lincoln C., 2022-06-17 While researchers have commonly used event studies in other research areas, the use in supply chain management research is limited—but growing. However, there remain several important research design considerations that must be accounted for over the process of planning, executing, and writing event studies. Because of this, many issues and sources of uncertainty emerge among students and early researchers. There is a need for a comprehensive guide to these common issues and how to address them, delving into the nuances and steps to take. Applied Guide for Event Study Research in Supply Chain Management supports graduate students and researchers to understand how to develop, execute, and publish event studies, specifically in the area of supply chain management, with valuable support for wider management studies. This book anticipates many reviewer and editorial concerns and questions and explores how to design a study that addresses issues before they arise, or how to tackle the issue during the review process. Covering topics such as alternative study designs, event study methods, and interpreting research results, this premier reference source is an indispensable resource for students and faculty of higher education, business executives and managers, librarians, government officials, researchers, and academicians. |
| organizational change announcement sample: Researching Customer Satisfaction and Loyalty Paul Szwarc, 2005-07-03 Customer satisfaction and loyalty has been one of the largest areas of market research for the past twenty years, and interest in it continues to increase. Organizations today invest heavily in programmes designed to retain customers as they recognize the importance of having loyal, committed customers to sustain and increase company profits. Researching Customer Satisfaction and Loyalty is a vital guide to this expanding area. It examines how to research customer satisfaction from both a client and a supplier perspective, and how to get the best results from that research. The breadth of detail is exhaustive and topics covered include: the development of customer satisfaction and loyalty, management theories about it, qualitative and quantitative research, and how market research projects get commissioned. The book also looks at the factors that both supplier and client need to consider when preparing a research brief and proposal, how interest in this area is changing and what the future holds for research into customer satisfaction. |
| organizational change announcement sample: Corporate Restructuring John J. McConnell, David J. Denis, 2005 |
| organizational change announcement sample: Time and Work, Volume 1 Abbie J. Shipp, Yitzhak Fried, 2014-02-18 The concept of time is a crucial filter through which we understand any events or phenomena; nothing exists outside of time. It conditions not only the question of ‘when’, but also influences the ‘what, how and why’ of our ideas about management. And yet management scholars have rarely considered this ‘temporal lens’ in understanding how time affects employees at work, or the organizations for which they work. This 2-volume set provides a fresh, temporal perspective on some of the most important and thriving areas in management research today. Volume 1 considers how time impacts the individual, and includes chapters on identity, emotion, motivation, stress and creativity. Volume 2 considers time in context with the organization, exploring a temporal understanding of leadership, HRM, entrepreneurship, teams and cross-cultural issues. There is an overall concern with the practical implications of understanding individuals and organizations within the most relevant timeframes, while the two volumes provide an actionable research agenda for the future. This is a highly significant contribution to management theory and research, and will be important reading for all students and researchers of Organizational Behavior, Organizational Psychology, Occupational Psychology, Business and Management and HRM. |
| organizational change announcement sample: Practical Business Statistics Andrew F. Siegel, 2011-03-04 Practical Business Statistics, Sixth Edition, is a conceptual , realistic, and matter-of-fact approach to managerial statistics that carefully maintains, but does not overemphasize, mathematical correctness. The book offers a deep understanding of how to learn from data and how to deal with uncertainty while promoting the use of practical computer applications. This teaches present and future managers how to use and understand statistics without an overdose of technical detail, enabling them to better understand the concepts at hand and to interpret results. The text uses excellent examples with real world data relating to the functional areas within Business such as finance, accounting, and marketing. It is well written and designed to help students gain a solid understanding of fundamental statistical principles without bogging them down with excess mathematical details. This edition features many examples and problems that have been updated with more recent data sets, and continues to use the ever-changing Internet as a data source. Supplemental materials include companion website with datasets and software. Each chapter begins with an overview, showing why the subject is important to business, and ends with a comprehensive summary, with key words, questions, problems, database exercises, projects, and cases in most chapters. This text is written for the introductory business/management statistics course offered for undergraduate students or Quantitative Methods in Management/ Analytics for Managers at the MBA level. - User-friendly, lively writing style - Separate writing chapter aids instructors in teaching how to explain quantitative analysis - Over 200 carefully-drawn charts and graphs show how to visualize data - Data mining is a theme that appears in many chapters, often featuring a large database (included on the website) of characteristics of 20,000 potential donors to a worthy cause and the amount actually given in response to a mailing - Many of the examples and problems in the sixth edition have been updated with more recent data sets, and the ever-changing Internet continues to be featured as a data source - Each chapter begins with an overview, showing why the subject is important to business, and ends with a comprehensive summary, with key words, questions, problems, database exercises, projects, and cases in most chapters - All details are technically accurate (Professor Siegel has a PhD in Statistics from Stanford University and has given presentations on exploratory data analysis with its creator) while the book concentrates on the understanding and use of statistics by managers - Features that have worked well for students and instructors in the first five editions have been retained |
| organizational change announcement sample: Relational Perspectives in Organizational Studies Olivia Kyriakidou, Mustafa Èzbilgin, 2006 The contributors to this highly innovative and authoritative research companion, leading experts in their field, apply relational analyses to different areas of organization studies and provide a comprehensive review of the relational perspectives. The book features empirical, theoretical, philosophical and methodological contributions from a wide spectrum of disciplinary perspectives on relationality in and around organizations. |
| organizational change announcement sample: Interdisciplinary Advances in Information Technology Research Khosrow-Pour, Mehdi, 2013-03-31 Over the last few decades, the constant developments in the IT field have expanded into nearly every discipline and aspect of life. Interdisciplinary Advances in Information Technology Research explores multiple fields and the research done as well as how they differentiate and relate to one another. This collection provides focused discussions from unique perspectives on the latest information technology research. Researchers, practitioners, and professionals will benefit from this publications broad perspective. |
| organizational change announcement sample: Journal of Accounting and Economics University of Rochester. Graduate School of Management, 1990 |
| organizational change announcement sample: Auditing Organizational Communication Owen Hargie, Dennis Tourish, 2009-03-19 Effective communication is vital for business success. This core text in the field of organizational communication equips readers with the vital analytic tools required to measure and monitor their communications. |
| organizational change announcement sample: The Theory and Practice of Change Management John Hayes, 2021-12-29 Technological advances, an increasingly globalized workforce and seismic global events mean that change is a constant feature of business life today. The consequences of not managing change effectively can be devastating for businesses. How can managers deal with change brought about by unpredictable events? How can they embrace change and communicate its benefits to stakeholders? How can organizations ensure the ongoing success of change? John Hayes's bestselling textbook equips you with the practical tools and academic knowledge to tackle these questions and many more. Offering unrivalled breadth, it will guide you clearly through all stages of the change process, from recognizing the need for change to ensuring its successful implementation. Its unique underpinning framework, based on a process model of change, will help you to view change as purposeful and ordered, rather than something chaotic and unmanageable. This sixth edition covers all of the key theories, tools and techniques of organizational change, and offers everything you need to know about organizational change today: - Brand new international case studies and examples allow you to understand change in context - Coverage of 'big-bang' disruptions, offers you a framework for dealing with unforeseen global events like pandemics, economic instability and climate change - Updated research reports show you the latest theory in the field - New learning objectives, reflective questions and experiential exercises help you to consolidate your learning and revise effectively - Increased coverage of SMEs, public sector and family businesses shows you change in diverse sectors |
| organizational change announcement sample: Managing Up (HBR 20-Minute Manager Series) Harvard Business Review, 2014-02-18 Manage your most important workplace relationship. Your boss plays an important role in your career. So how do you navigate this delicate, significant professional relationship without playing political games or compromising your character? Managing Up offers concise, expert tips on: Understanding your manager's priorities and pressures Setting a positive tone for the relationship Managing expectations--and egos Earning trust and respect Don't have much time? Get up to speed fast on the most essential business skills with HBR's 20-Minute Manager series. Whether you need a crash course or a brief refresher, each book in the series is a concise, practical primer that will help you brush up on a key management topic. Advice you can quickly read and apply, for ambitious professionals and aspiring executives—from the most trusted source in business. |
| organizational change announcement sample: Addressing Gaps and Advancing Scholarship in the Study of Psychological Contracts Sarah Bankins, Yannick Griep, Samantha D. Hansen, 2024-08-09 This book acknowledges the significant changes in the context and contours of the traditional employee-employer relationship over the last several decades and highlights the emergence of exciting new directions for the study of psychological contracts (PC). New technologies and emergent forms of work are extending ‘the temporal and spatial boundaries’ of employment, such as through the rise of the shared economy and ‘gig’ workers, uptake of virtual work and flexible work arrangements, and the use of off-site co-working spaces. Technology use now permeates many aspects of jobs, supported by artificial intelligence and machine learning technology. Factors that motivate work are also changing as new generations of employees embrace their callings and organizations increasingly recognize their responsibilities to society and to employee wellbeing. These changes are altering the traditional employer-employee relationship and are key motivators of this volume. The chapters in this volume chart new directions for PC research over the next decade by widening the theoretical and methodological lenses used to explore PC processes. This book will be valuable to advanced students, researchers, and practitioners in organizational psychology, organization studies, workplace training and human resource management, as well as those interested in improved performance of people and organizations. The chapters in this book were originally published as a special issue of the European Journal of Work and Organizational Psychology. |
| organizational change announcement sample: Threat Assessment James T Turner, Michael Gelles, 2012-12-06 Detailed “how to's” of threat assessment—from the initial contact to the sharing of results! Risk management can be an organizational nightmare, but it is an essential part of your operations. Recent events have shown us that organizations need to know how to respond swiftly and effectively in emergencies and that companies need to protect their employees from internal and external threats. This book provides you with the tools you need to protect both your employees and yourself from a variety of threats. Threat Assessment: A Risk Management Approach examines the factors that human resource, security, legal, and behavioral professionals need to understand in work violence and threat situations that disrupt the working environment, revealing the best ways to reduce risk and manage emergencies. It includes case studies and hypothetical examples that show recommended practices in action and provides detailed interviewing methods that can increase the efficiency of current strategies. Helpful appendices provide sample forms for identification cards, stay-away letters, workplace behavior improvement plans for problem employees, questions for health care providers, and announcements for employees regarding security changes. An extensive bibliography points the way to other useful material on this subject. Threat Assessment: A Risk Management Approach explores: the role of the multidisciplinary threat management team corporate liaisons with law enforcement agencies cyberthreats and stalking insider threats category classification of offending behaviors Risk management is a constantly evolving field, and Threat Assessment provides you with access to the latest updates. Staying up-to-date on risk management innovations will help you increase corporate sensitivity to possible threats and provide the safest possible working environment to your employees. The authors of Threat Assessment are seasoned professionals with extensive experience in risk management. You can learn from their expertise and adapt it to your situation, improving workplace safety and contributing to security in your own community. |
| organizational change announcement sample: Lean Human Resources Cheryl M. Jekiel, 2017-08-09 Encouraging a long overdue shift in thinking, this book gives managers and executives the means to maximize employee potential by first showing them how to increase the improvement power of their HR departments. Cheryl M. Jekiel, who has been implementing Lean initiatives out of HR offices for 20 years, defines the people-related approaches and pra |
| organizational change announcement sample: Team for Change Debra Orr Ph.D., 2021-04-08 Team for Change: A Practitioner's Guide to Implementing Change in the Modern Workplace addresses the problems and multiple complexities of change process, focusing on the most intractable and unpredictable aspect of change: the human aspect. |
| organizational change announcement sample: Before the Singing Barbara Tagg, 2013-04-25 Written for the collaborative community that supports children's choirs in school, church, and community contexts, Before the Singing is appropriate for artistic directors, conductors, music educators, board members, volunteers, administrators, staff, and university students studying music education or nonprofit arts management. |
| organizational change announcement sample: Facility Management Edmond P. Rondeau, Robert Kevin Brown, Paul D. Lapides, 2017-07-27 From the moment it was first published, Facility Management became the ultimate reference for facility and design professionals who want to create a productive workplace that corresponds to the short- and long-term goals of their corporation. This Second Edition provides complete, fully up-to-date information and guidance on the evolving facility management profession that will help facility professionals and their service providers meet and exceed these goals. |
| organizational change announcement sample: How to Train Employees Bobette Hayes WILLIAMSON, 2007-09-07 Assess, design, deliver, and evaluate training that is right for every employee. As the global marketplace expands, the need for a flexible, well-trained workforce grows with it. Training employees to master business-critical skills has become a baseline requirement for managerial success. This book provides the tools and techniques to assess, design, deliver and evaluate training that is right for every employee. Based on a four-part training process, this book provides cases, exercises, worksheets and planning forms that make the learning immediate and dynamic and allow you to assemble the elements of your own training programs as you progress through the course. You will learn how to: • Link training to short-term job requirements and the strategic needs of the business • Collaborate effectively with training professionals before, during, and after training • Determine the training needs of your employees • Describe training objectives and measures • Design a training program and create and use lesson plans for dynamic instruction • Apply proven principles of adult learning throughout the training process • Present both on-the-job and classroom training • Support the transfer of learning from the training session back to the job • Evaluate the effectiveness of training. This is an ebook version of the AMA Self-Study course. If you want to take the course for credit you need to either purchase a hard copy of the course through amaselfstudy.org or purchase an online version of the course through www.flexstudy.com. |
| organizational change announcement sample: Dissertation Abstracts International , 2005 |
| organizational change announcement sample: Managing Mergers, Acquisitions, and Strategic Alliances Sue Cartwright, Susan Cartwright, Cary L. Cooper, 1996 Mergers, acquisitions, and alliances continue to be almost an everyday feature of the contemporary business scene, yet at least half prove to be unsuccessful. The authors show the contribution that psychology can make to our understanding of the merger phenomena - how it affects organizational performance, and how it affects the managers and employees involved. Mergers, Acquisitions and Strategic Alliances is intended as a guide to successful organizational marriage. Great emphasis is placed on the issue of cultural compatibility as it concerns partner selection, integration practices and venture outcomes. The book also focuses on cross-national mergers, acquisitions and joint ventures. With the increasing economic activity within the European Union and between the unions of other countries, there is a need to know more about the corporate and national cultures in these strategic alliances. The authors have drawn upon an extensive body of research based on recent cases in a wide cross section of industries across Europe. The book is unique in showing the actual effect mergers and acquisitions have on people, and consequently on the performance of the 'new' organization. It will be particularly relevant for decision makers - those who are involved in planning and implementing a large organizational change, and those responsible for ensuring successful integration afterwards. It would also be extremely useful for postgraduate management students, personnel executives and management consultants. |
| organizational change announcement sample: Firm Value and Optimal Levels of Liquidity J. Edward Graham, 2001 First Published in 2001. Routledge is an imprint of Taylor & Francis, an informa company. |
| organizational change announcement sample: Sustainable Supply Chains Yann Bouchery, Charles J. Corbett, Jan C. Fransoo, Tarkan Tan, 2016-09-01 This book is primarily intended to serve as a research-based textbook on sustainable supply chains for graduate programs in Business, Management, Industrial Engineering, and Industrial Ecology, but it should also be of interest for researchers in the broader sustainable supply chain space, whether from the operations management and industrial engineering side or more from the industrial ecology and life-cycle assessment side. Finding efficient solutions towards a more sustainable supply chain is increasingly important for managers, but clearly this raise difficult questions, often without clear answers. This book aims to provide insights into these kinds of questions for students and practitioners, based on the latest academic research. |
| organizational change announcement sample: Decision Making in Behavioral Strategy T. K. Das, 2016-11-01 Behavioral strategy continues to attract increasing research interest within the broader field of strategic management. Research in behavioral strategy has clear scope for development in tandem with such traditional streams of strategy research that involve economics, markets, resources, and technology. The key roles of psychology, organizational behavior, and behavioral decision making in the theory and practice of strategy have yet to be comprehensively grasped. Given that strategic thinking and strategic decision making are importantly concerned with human cognition, human decisions, and human behavior, it makes eminent sense to bring some balance in the strategy field by complementing the extant emphasis on the “objective’ economics-based view with substantive attention to the “subjective” individual-oriented perspective. This calls for more focused inquiries into the role and nature of the individual strategy actors, and their cognitions and behaviors, in the strategy research enterprise. For the purposes of this book series, behavioral strategy would be broadly construed as covering all aspects of the role of the strategy maker in the entire strategy field. The scholarship relating to behavioral strategy is widely believed to be dispersed in diverse literatures. These existing contributions that relate to behavioral strategy within the overall field of strategy has been known and perhaps valued by most scholars all along, but were not adequately appreciated or brought together as a coherent sub-field or as a distinct perspective of strategy. This book series on Research in Behavioral Strategy will cover the essential progress made thus far in this admittedly fragmented literature and elaborate upon fruitful streams of scholarship. More importantly, the book series will focus on providing a robust and comprehensive forum for the growing scholarship in behavioral strategy. In particular, the volumes in the series will cover new views of interdisciplinary theoretical frameworks and models (dealing with all behavioral aspects), significant practical problems of strategy formulation, implementation, and evaluation, and emerging areas of inquiry. The series will also include comprehensive empirical studies of selected segments of business, economic, industrial, government, and non-profit activities with potential for wider application of behavioral strategy. Through the ongoing release of focused topical titles, this book series will seek to disseminate theoretical insights and practical management information that will enable interested professionals to gain a rigorous and comprehensive understanding of the subject of behavioral strategy. Decision Making in Behavioral Strategy contains contributions by leading scholars in the field of behavioral strategy research. The 10 chapters in this volume cover a number of significant issues relating to the decision making processes, practices, and perspectives in the field of behavioral strategy, covering diverse topics such as failures in acquisitions, entrepreneurs under ambiguity, metacognition, neural correlates of emotion, knowledge flows, behavioral responses, business modeling, and alliance capability. The chapters include empirical as well as conceptual treatments of the selected topics, and collectively present a wide-ranging review of the noteworthy research perspectives on decision making in behavioral strategy. |
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