Please provide feedback and advice for the post that I have created below.

Easy Chairs is expanding the company overseas and is looking to increase their manning to support this. While the current method of hiring is focused on the intent to hire military veterans, it limits to hiring pool and does not support local hiring of the customer base very well. To build customer relations and satisfy the needs of company expansion, EC must look towards the future stipulations in hiring. Before the hiring can initiate, the company must understand three main areas of a change process, the people, tasks, and building the plans(Changing Minds, 2023, p. 1 para 3).

Understanding the people of the change of hiring locally and not veteran employees may effect people withing the process differently. Current employees and veterans who invested in the company based on the values and relationship of hiring in the past may be impacted if the hiring pool is opened. There may be backlash and loss of customer base. There may be resistance to the change too and must be considered.

Understanding the task of the change should be a priority. The drive for the change is the current limitations on the hiring pool and the difficulty in keeping up with the demands while expanding the company. The scope of the change in this case is taking a look at current operations and demand and determine if it is sustainable with their values on the hiring process. The scope of impact or the ripple effect of change is often with the people rather than the mission. Right now, the company values and mission statement are based around the idea of hiring veterans to support and develop EC. The ripple effect of hiring nonveterans may cause frustration and resistance among current employees and clients. Scope can be broken down into four levels, the small "who" (who Is affected), big who, small "what" (what change is taking place), and the big what (Changing Minds, 2023, p. 2 para 2).

Building the plans for change requires consideration of both what needs to be accomplished to make the change and also the problems in obtaining commitment to see those actions through to the end. To establish a strong foundation of change, it is important to set organizational elements in place and use them to guide the direction of change. Starting with the Purpose, vision, mission statement, objectives, and strategy; these are the major components to needed to effect change.

Foot stomping Purpose for Easy Chairs

Easy Chairs was established to design wheelchairs in a lightweight capacity using 3-D printing to enable customers easy flexibility in mobilization while making parts replaceable or repaired.

Vision

The vision of EC is to broaden the reach of customers while sustaining quality production abroad. The future of EC relies on the expansion of business and employee workforce.

Mission Statement

This aspect is critical in driving the change as this is the guidance that will move the company in the direction they are looking towards. The mission statement should focus on the overall goals for the stakeholders.

Objectives

The objectives are simply the goals set forth for the departments to work towards in driving the change. Goals can be short term or long term to maintain traction.

Strategy

The strategy Is where Dwight and Ike must decide whether or not to expand their employee pool by hiring outside of military veterans considering the pros and cons. Consider communication and transparency with employees at all levels to keep them not only informed but empowerment to be a part of the change(DiSalvo, 2017).

In the change process, keeping your members informed not only allows for transparency, it gives them the opportunity to drive the change in their respective departments. Engaging with your employees and expressing the importance of the change is critical in their level of engagement(Gilbert, 2021, p. 1 para 4).

-K. Steele

References

Changing Minds. (2023). Planning for change . Retrieved from Changing Minds: http://changingminds.org/disciplines/change_management/planning_change/planning_change.htm

DiSalvo, D. (2017, July 22). 8 Reasons Why It's so Hard to Really Change Your Behavior. Retrieved from Psychology Today: https://www.psychologytoday.com/us/blog/neuronarrative/201707/8-reasons-why-its-so-hard-really-change-your-behavior

Gilbert, J. (2021). Leadership Techniques to Empower People During Change Initiatives. Retrieved from Reliable Plant: https://www.reliableplant.com/Read/18706/leadership-techniques-to-empower-people-during-change-initiatives