本篇代寫-ADKAR模式講了ADKAR模式被提出作爲公司變革的模式。意識、慾望、知識、能力和強化是現代組織用來給公司帶來變化的五個基本要素(Chemengich, 2013)。這已經被提到作爲公司的第一個建議，因爲它解決了公司的其他問題，並將有助於建立一個更健壯的方法，這將有利於參與運營的所有利益相關者。本篇代寫文章由新西蘭第一論文 Assignment First輔導網整理，供大家參考閱讀。
Integrated employee efforts were missing in the companies. Employee commitment for the company develops from the organization primarily caring for the employees. Training and development plays an important part for the employees to increase the worker engagement. The organizations can increase the employee engagement by providing the employees with newer skills to learn and sustain. The employees are willing to work for an organization if the company is willing for them to train and invest in their development. Past literature has shown that the employees are willing to work harder in these cases. Apart from this the organization should actively listen to the people in the companies. From analysis it has been felt that the key issues that has faced the internal dynamics of the company has been identified as the change management, recruitment of the right candidate for the job and the increasing of employee engagement.
Recommendation 1: Change management
The ADKAR model has been proposed as the model to bring about change in the company. Awareness, Desire, Knowledge, Ability and Reinforcement are the five building blocks that modern organizations use to bring about changes in the company (Chemengich, 2013). This has been mentioned as the first recommendation for the company as it addresses the other issues of the company and would contribute towards a more robust approach that would be beneficial for all the stakeholder involved in the operation.
The awareness is the first phase of that explains about the need for change. The increase in competition, surge in supply prices are the basic awareness that needs to be understood. The second phase of the company should increase the desire of the employee to participate in the change management process. There should be knowledge and the know how in the company who can actually bring about the change. The organization should have the tangible and intrinsic factors to actually bring about change and there should be positive reinforce to sustain the change. These elements are the fundamental building blocks to bring about change. These cannot be changed or skipped (Worley, and Mohrman, 2014. )
From a practical perspective there should be a working model that should be developed for each company to bring individual change management. In this ADKAR model there is a more structured approach in dealing with unpredictability. Apart from the operational procedures the companies should have effective communication between the employees, engagement of the employees, resistance management, reward system, training and education of the employees. There should also be mentoring programs that should be a part of this system to increase stakeholder engagement. The company should use the ADKAR model and bring change into the organizational design. This should be a phased approach that deals with the volatility that the company faces (Armstrong,and Taylor, 2014).
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