The barrier to changing the lack of involvement in the change is the operational risk. This is defined in the agreement on Basel II as the risk of loss resulting from inadequate or failed internal processes, people and systems to internal or external events. This definition includes legal risk of Telstra, and exclusive, for framing the risks classified as strategic and reputational risks. The organizational culture of Telstra is failing. There have been reports of bad and inadequate customer support. Also, the IT department functions as a separate unit and does not abide by the organizational culture of Telstra. This has minimized the effectively of the company and is harming its reputation. All types of risks faced by Telstra have been taken into account by the entities participating in the markets and the need for tools to determine quantitatively has been highlighted (in monetary units). The risk assumed by integrating a new asset to the portfolio is there too. VaR (Value at Risk) provides a quantitative and objective measure of risks of a portfolio for the normal (regular) market. This causes low morale in employees as they do not feel motivated or stable in their jobs. Hence this is a barrier to changing low morale (Greif, Round, Seeberg, 2005).Change management project plan
There are some steps involved in the change management project plan of Telstra. They are:
Thawing (unfreezing):
The starting point of the first phase is the realization that expectations do not correspond to reality. The need for change comes slowly as possible to the old consciousness and behavior. Adding up now and some flexibility, it may cause the readiness for change. The general objective of this phase is to strengthen the forces for change and striving to support and thus to induce a change in consciousness.
不断变化的变化缺乏参与的障碍是操作风险。这是定义在巴塞尔协议II作为不当或失败的内部程序，人员和系统内部或外部事件导致损失的风险。这个定义包括法律风险的Telstra独家，战略风险和声誉风险列为帧的风险。组织文化的Telstra失败。有报道称坏和客户支持不足。此外，作为一个独立的单元和IT部门的职能不遵守Telstra公司的组织文化。这有效地最小化的公司，并损害其声誉。考虑到，由Telstra面临的风险已经采取了所有类型的实体参与市场工具，以确定需要数量上已经凸显（货币单位）。通过集成新的资产投资组合承担的风险是存在的。 VAR（风险价值）提供了一个投资组合的正常（常规）市场风险的定量和客观的衡量。这会导致员工士气低落，因为他们不觉得他们的工作动机或稳定。因此，这是不断变化的“低士气（格瑞夫回合，西贝尔格，2005年）的障碍。
变更管理项目计划
变更管理的Telstra项目计划中所涉及的一些步骤。它们分别是：
解冻（解冻）：
第一阶段的出发点是实现预期不符合现实。需要改变是缓慢的旧意识和行为。现在，添加了一定的灵活性，它可能会导致变化的准备。这一阶段的总体目标是加强力量，改变和争取支持，从而引起意识的变化。
