Multiple Perspectives, Essay Example

The company I currently work for is right in the middle of implementing the change process on different levels of management and in different departments. However, the change plan involves the involvement of each and every department, including supervisors and low-level management chain. The change we want to implement within our company is closely related to shipping and delivery process. Thus, we want to make it easier for each courier to deliver multiple packages, and enhance the promptness of delivery. The new system will give them a chance to scan every package they pick up, keep track of packages in the order in which they have to be delivered, and manage their time and efforts more sufficiently. The new system involves a portable GPS gadget give to every delivery agent to work with packages.

When identifying the stakeholders for this change process, I would say that it involves couriers, dispatchers, recipients, and corporate logistics. The major concern of couriers and dispatchers is the fact that they will need training to learn the new system, thus they are afraid to make a mistake in further delivery, in case they don’t comprehend some aspects of new technology. Corporate logistics are concerned about possible invoice errors from couriers and the ways of its maintenance. Recipients are aware of any possible delivery delays caused by the implementation of this new system.

The exercise of ‘Multiple Perspectives’ involves analyzing the change and major concerns at a different angle, thus considering the each and every stakeholder and different perspectives. “The more perspectives on an issue that a team can consider, the more possibilities exist for effective action.”(Senge, 273) In such case, the stakeholders in some sense become a part of “guiding coalition”.(Kotter, 1996) Thus, this exercise gives a chance to address each stakeholder’s concern and create a positive change. Each and every team member will come up with a perspective of a stakeholder, thus comprehending their perception of the issue.

References

Senge, P. (1994). The Fifth Discipline Field book: Strategies and Tools for Building a Learning Organization. New York: Doubleday.

Kotter, J.P. (1996). Leading change. Boston: Harvard Business School Press.

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