| Change is possibly the only constant in organizational life. Helping to assure that change is successful requires attention to employee participation, communication practices, and change readiness. Much has been written about these topics; yet, scholars still have not identified the most effective actions needed to achieve a successful planned change outcome. This research project extended the existing literature on planned change by examining how communication about the change and the nature of employee involvement in the change affected employees' readiness for change.;The study utilized a mixed methods design to assess employees' participation and change readiness and the nature of communication that has been practiced related to the Hemo-sphere project within the therapeutic apheresis division of a Southern California blood products corporation. Three surveys were used to gather both qualitative and quantitative data related to participation, communication, and change readiness. Ten participants completed the three surveys. Statistical and content analysis were applied to the data. An interview was then held with the project sponsor to discuss and reflect on the results.;Participants generally agreed or strongly agreed that they helped plan the details of the software and helped plan the new workflow. Their perceptions of the nature and effectiveness of the communication about the project varied considerably. Participants' change readiness also varied considerably. They exhibited strong consensus around the importance of the business case. They also strongly agreed that the leaders were committed to the change. Based on the quantitative data, no significant relationships were found among the three variables examined, although a positive relationship among the three variables was suggested based on the qualitative data.;Recommendations are to continue inviting input from employees, encouraging employees to participate, and practicing regular and honest communication. Further, it is important to address employees' concerns about change capacity and to more closely manage outside vendors.;Limitations concerned the survey instruments and potential bias. Directions for additional research are to conduct the case study again using improved instruments and methods that mitigate researcher and participant bias. It also is important to continue searching for the levers of change readiness. |
