Case Scenario: You are the Organizational Development Manager for a retail electronics company, Fierce Tech. The CEO has just announced that your organization will create a new people-focused approach to sales. In this new approach, employees will be expected not to focus on selling the highest-priced product but acting as consultants to the customers to determine what product to buy and how it should be installed. This customer service approach is a radical departure from the earlier model, and it will require employees to learn and model different behaviors and interactions with customers. This approach will be fully launched in six months. As part of the change implementation plan, the VP of HR has tasked you with creating the communication management plan. She stresses the importance of this plan to you, as an ineffective communication plan often leads to the failure to implement the change initiative fully. Instructions Identifies who is responsible for assessing employees' readiness for change and for communicating change to employees at Fierce Tech.