Nasa Change Challenges

Challenges for Change

The challenges of change implementation are employee resistance, communication gaps, lack of proper planning, no contingency plan alternatives and not getting all the relevant people and stakeholders involved. Within this case study the main challenges were around the lack of proper planning by NASA. In addition, other challenges face was the fact that there was a lack of consensus and communication which is an in house problem of NASA. NASA tried its best to implement changes in order to make safety, reliability, and management stronger, but it did not work out due to the resistance to change. Although NASA had deputed people to quality assurance functions, safety changes were not properly implemented. The safety breach

Influence is one of the most powerful and important capacities an individual possesses. You do not need to be in a management role to influence others, the art of influence in change is learning to influence with or without formal authority which can be done through understanding the different sources of influence which is outlined in the Six Source of Influence model which break down change by structural, social, and personal with the focus of change geared around the level of motivation and ability (Palmer et al.,

Though it had flight schedules planned, but never thought about the quality and its practicality in achieving its mission. It was clearly stated by the commission, that the changes needed to be carried out after the first disaster happened. However, the changes were ill perceived and were not implemented in an efficient and operational way, as the un-realistic schedules were kept and thorough quality checks were not being performed (Palmer et al., 2009). The change occurred in performance and targets only. Individuals were pushed hard to work under pressure in order to complete tasks in a rush without considering the quality, which ultimately led to these two disasters (Palmer et al., 2009). Furthermore, NASA did not comprehend how to implement change, as they did not analyze the as-is process, and identify a suitable solution. The assessment and brainstorming stage is a crucial part of successful change management. A key factor for NASA would have been throughout the implementation, have communication channel open in order to listen to feedback in order to make changes along the way. Whether a change is simple or complex, following a change management model will help you and your change management team to prepare for and implement