1. Natasha Neri aet/560 Randy Howell
Communication Plan
Natasha Neri
aet/560
Randy Howell

2. Intro How to Launch the Plan Technology used to accomplish the plan
How to test it’s effectiveness and the impact of Management’s response to the organizational change
How to generate feedback for continuous improvement
How to address negative responses or communications about the change
How your communication plan can affect organizational change

3. How to Launch the Plan Four Reasons for change
Four Phases of the Communication Plan
To infuse the need for change throughout the organization
To enable individuals to understand the impact that the change will have on them
To communicate any structural and job changes that will influence how things are accomplished
To keep people informed about progress along the way
(Tupper & Deszca, page 319)
Prechange approval
Creating the need for change
Midstream Change and milestone communication
Confirming/celebrating the change success
(Tupper & Deszca, page 319)

4. Technology used to accomplish the plan
Computers/Blogs/ s/Wi-Fi
Training Modules
Assessments
Background information
Technology such as Computers, Blogs, , and Wi-Fi to track communication. Red Cross is all over the world at any given time. Communication is a necessity and not all places have accessibility to towers to converse.
Along with the technology comes training modules, assessments, and background information to assess the areas and to be prepared with the most up to date information available.

5. How to test it’s effectiveness and the impact of Management’s response to the organizational change
Measuring Performance
Employee Tracking
Initial Training and Assessments
Enforcing protocols and procedures
Measuring Outcomes

6. How to generate feedback for continuous improvement
Data Collections
Questionnaires
Interviews
Observations

7. How to address negative responses or communications about the change
Involve employees
Support individual performance progress
Establish a clear vision
Create communication channels
Ensure supportive organization structure
There is a need to keep employees involved as much as possible. This can stop rumors and hostile environments from starting. Using positive recognition and defining the reasons for the changes. Red Cross needs to inform the employees about the Ebola outbreak and the impact it will have on the organization.
Communication channels need to be accessible to the employees for educational purposes (Websites, blogs). Red Cross Organization showing support by offering training and updates will minimize resistance from the employees.

8. How your communication plan can affect organizational change
Educating the employees
Involvement
Globally
Keeping an open line of communication is key. Educating the employees with trainings and updates will ensure they are involved. There will be some resistance but that can be accounted for with organizational changes. Globally the training from the change will educate and prepare others for emergency situations not only the protection against Ebola. Some of the skills taught will be universal.

9. Reference
Tupper, C., Deszca, G., & Cynthia, I. (2012). Organizational change: An action-oriented toolkit (2nd ed.). Thousand Oaks, CA: Sage