schedules that are irregular are often related to work-family battles as well
as life and job dissatisfaction among many employees. Having to constantly be
available for work or long hours creates a day-to-day struggle for employees to
resolve with workplace demands. Irregular and rotating work schedules at CarMax
are causing a disturbance between work-family life balances. Working on
rotating shift times is deteriorating work-family conflicts and employees are faced
with more work stress that leads to a decline in the overall productivity. Often
times I was scheduled to work a closing shift that was followed by an opening
shift. For my management team, this was advantageous as it allowed them to count
on me as one of the most trusted employees, but overall it was hurting their
management system for the long run. The closing-opening shifts made me even more
tired, unhappier and more likely to leave the company causing employee
turnover. Having worked a full-time position with the company, I will propose a
change plan to identify CarMax’s scheduling policy challenge, diagnose their
need and readiness for change, develop a change strategy and action plan as
well as discuss the benefits of successful implementation. My change strategy
will ensure to aim towards escalating the overall productivity for each
employee and also to help contribute to the success of the organization.


presenting a proposal, I will utilize The Change Path Model to implement a
change strategy. Cawsey-Dezca-Ingol states that in the Change Path Model “there
is more detail and direction than Lewin and less instruction than Kotter’s
change model” (Cawsey, 2016). The Change Path Model consists of (1) awakening
stage, which begins with a
critical organizational analysis in which the need for change is determined and
the nature of the change or vision is depicted. (2) Mobilization step,
which identifies the distance between the desired future state and the present
state at which the system operates, (3) acceleration stage, which
is the process in where plans are developed for bridging the gap between the
current mode and the desired future state. This stage basically focuses on
action planning and implementation. Lastly, (4) institutionalization stage, which is the process that
makes the change inherent in organization processes and considers how to
measure change and what measures will be used for level of success desired. 

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