Changes often result from new IT systems and new information used in the development
of new products and delivery of new services. These changes are too often seen as an
impediment to be overcome, rather than the route by which the strategic objectives of
the organization can be realized. Many organizations have a well-defined approach to
developing change by commissioning projects to create new services, procedures or
However, very few organizations have an approach for how to successfully implement
these changes. Thus, there are multiple surveys indicating that up to 70% of all change
initiatives fail. This is because implementation is far more challenging than creation.
The market has stopped growing and the share prices of both firm A and firm B are
falling at an alarming pace. Firm A has identified the need for a change in business
processes and IT system, whereas firm B has decided it's time to take a look at where it
can save on costs. A merger and acquisition of both firms was proposed by the board of
firm A to which shareholders of firm B acquiesced.
Due diligence has now been conducted by both firms and the process of merging, which
would inevitably result in changes to both businesses has just about begun. As expected,
mergers often result in new strategies and change in directions. Thus, the real work of
integrating the visions, strategies and IT systems of both firms has commenced. After
much deliberation and resistance, it has finally been agreed that in order to bring both
firms together and achieve synergy, an extensive business change plan involving a
change in the newly merged firm’s IT systems should be implemented by firm C, an
external IT consultancy firm brought in by executives of the defunct firm A.
A critical analysis of how the firm can adjust to the changes introduced by
the new system solution
There should be an evidence of a solid understanding of the changes that are being
introduced as a result of the new system. Understanding the gravity and characteristics
of these changes so as to proffer solutions require answering questions such as: What is
the scope of the change? How many people will be impacted? Who is being impacted?
Are people being impacted in the same way or are they experiencing the change
differently? What is being changed - processes, systems, job roles, etc or a combination
of many things? What is the timeframe for the change?
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