HRM560Preview HRM560 Managing Organizational Change

HRM560
Preview: HRM560 : Managing Organizational Change
Course Guide
Prerequisites
Course Description
Instructional Materials
Evaluates the organizational change process related to the
principles and practices of various types of organizations.
Change
processes and techniques used to facilitate change will be
examined and applied to systems such as information
technology,
communication, policy and procedures, corporate culture, and
leadership.
Required Resources
J. Hodges. 2014. Sustaining Change in Organizations. SAGE
Publications.
Ronald J. Recardo. 2013. Ten Best Practices for Restructuring
the Organization. Global Business & Organizational Excellence,
vol. 32, no. 2, pp. 23–37. http://libdatab.strayer.edu/login?
url=https://search.ebscohost.com/login.aspx?
direct=true&db=bth&AN=84500154&site=eds-live&scope=site

Maria Vakola. 2013. Multilevel Readiness to Organizational
Change: A Conceptual Approach. Journal of Change
Management,
vol. 13, no. 1, pp. 96–109.
http://libdatab.strayer.edu/login? url=https://search.ebscohost.co
m/login.aspx?
Nese Saruhan. 2014. The Role of Corporate Communication and
Perception of Justice during Organizational Change. Business
and Economics Research Journal, vol. 5, no. 4, pp. 143–166.
https://search-ebscohost-
com.libdatab.strayer.edu/login.aspx?direct=true&db=bth&AN=9
9435089&site=ehost-live&scope=site
John Kotter. March 23, 2011. John Kotter - Communicating a
Vision for Change. https://youtu.be/bGVe3wRKmH0
Daniel Denison. 2014. Habits as Change Levers. People &
Strategy, vol. 37, no. 1, pp. 23–27. https://search-ebscohost-
Catherine Soehner. 2015. Leading Change in Libraries: A Case
Study. Library Leadership & Management, vol. 29, no. 2, pp. 1–
7.
http://libdatab.strayer.edu/login?url=https://search.ebscohost.co
m/login.aspx?direct=true&db=edb&AN=100915127&site=eds-
live&scope=site
Leslie Christensen. 2015. Creating Cultural Change in a 115-
Year-Old R&D Organization. Research Technology
Management,
vol. 58, no. 3, pp. 30–38.
m/login.aspx?direct=true&db=bth&AN=102564598&site=eds-

live&scope=site
John Kotter. March 23, 2011. John Kotter - Resistance to
Change. https://youtu.be/Wdroj6F3VlQ
Elizabeth J. McClean. 2013. When Does Voice Lead to Exit? It
Depends On Leadership. Academic Management Journal, vol.
56,
no. 2, pp. 525–548.
m/login.aspx?
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Course Learning Outcomes
Weekly Course Schedule
Week 1 - To Do List
Discuss: Introduce yourself to your classmates and your
professor.
Learn: Read Sustaining Change in Organizations, Chapter 2.
Learn: Read the additional learning materials.
Discuss: Complete the discussion, Restructuring Your
Organization.
Week 2 - To Do List
Learn: Read the article, Multilevel Readiness to Organizational
Change: A Conceptual Approach.
Learn: Read the article, Charles Chocolates.
Prepare: Complete the discussion preparation.
Discuss: Complete the discussion, Change Readiness.
John Kotter. Feb 6, 2012. The Perils of Confusing Management
and Leadership. https://youtu.be/Dz8AiOQEQmk

Steve Jobs. 2010. Steve Jobs Talks about Managing People.
https://www.youtube.com/watch?v=f60dheI4ARg
Hypothesize which of an organization’s human resource
management programs, policies, procedures,
or initiatives require improvement.
1
Evaluate an organization’s readiness for change using an
appropriate diagnostic tool and citing
current change management theories.
2
Develop strategies for managing human resources changes based
on a change management model.3
Create a communication plan for a change initiative that will
minimize resistance to change.4
Create a proposal for a change management plan for an
organization.5
http://youtu.be/Dz8AiOQEQmk
https://www.youtube.com/watch?v=f60dheI4ARg
Week 2 - To Do List
Assignment: Complete the assignment, Selecting a Company.
Week 3 - To Do List

Discuss: Complete the discussion, Resistance to Change.
Week 4 - To Do List
Learn: Read Sustaining Change in Organization, Chapter 11.
Discuss: Complete the discussion, Kotter.
Assignment: Complete the assignment, Diagnosing Change.
Week 5 - To Do List
Learn: Read the article, Leadership Excellence: Communicate
Your Vision.
Learn: Watch the video, Communicating a Vision for Change.
Discuss: Complete the discussion, Change Management -
Lessons Learned.
Week 6 - To Do List
Week 6 - To Do List

Preparation: Complete the discussion preparation.
Discuss: Complete the discussion, Change and Culture.
Assignment: Complete the assignment, Kotter Change
Management Model.
Week 7 - To Do List
Learn: Read Leading Change in Libraries: A Case Study.
Learn: Read Creating Cultural Change in a 115-Year-Old R&D
Organization.
Discuss: Complete the discussion, Creating A Guiding
Coalition.
Week 8 - To Do List
Learn: Watch the video, John Kotter – Resistance to Change.
Discuss: Complete the discussion, Resistance.
Assignment: Complete the assignment, Resistance and
Communication.
Week 9 - To Do List
Learn: Read When Does Voice Lead to Exit? It Depends on
Leadership.
Learn: Watch The Perils of Confusing Management and

Leadership.
Discuss: Complete the discussion, Leading Change Effectively.
Week 10 - To Do List
Learn: Read, Sustaining Change in Organizations, Chapter 8.
Learn: Watch the video, Steve Jobs Talks about Managing
People.
Discuss: Complete the discussion, The Importance of
Leadership in Change Management.
Assignment: Complete the assignment, Change Management
Plan.
Discuss: Complete the discussion, Carrying Change
Management with Me.
Grading Scale
Participation Total Points % of Grade
Discussion Participation 330 33%
Assignment Total Points % of Grade
w02a1 - Selecting a Company 80 8%

w04a1 - Diagnosing Change 140 14%
w06a1 - Kotter Change Management Model 140 14%
w08a1 - Resistance and Communication 140 14%
w10a1 - Change Management Plan 170 17%
Totals 1000 100%
Final Course Grade
Points Percentage Grade
900 - 1000 90% - 100% A
800 - 899 80% - 89% B
700 - 799 70% - 79% C
0 - 699 69% and below F
Unique Course Features
Grading Scale Notation
Please consult the University Catalog and your academic
advisor to determine the final grade needed in this class to
satisfy your
specific degree conferral requirements.
Assignments
w02a1 - Selecting a Company

Summary
Click the link to access this assignment.
Text
Watch the Selecting a Company video for help getting started
on this assignment.
Choose an organization with which you are familiar or one in
which you have an interest. Research and analyze the
organization’s
human resource management programs, policies, procedures, or
initiatives. Evaluate their effectiveness and select a program,
policy, procedure or initiative which you believe needs to be
changed.
Write a one-page paper in which you:
1. Assess the current human resource programs, policies,
procedures, or initiatives in terms of effectiveness.
2. Hypothesize the changes that require improvement.
This course requires the use of Strayer Writing Standards. For
assistance and information, please refer to the Strayer Writing
Standards link in the left-hand menu of your course. Check with
your professor for any additional instructions.
The specific course learning outcome associated with this
assignment is:
Hypothesize which of an organization’s human resource
management programs, policies, procedures, or initiatives
require
improvement.

Scoring Guide
Asse ss the curre nt human re source programs, policie s,
proce dure s, or initiativ e s in te rms of e ffe ctiv e ne ss. 45 %
Unacceptable
Did not assess the current
human resource programs,
policies, procedures, or
initiatives in terms of
effectiveness.
Needs Improvement
Partially assessed the current
Human Resource programs,
policies, procedures, or
initiatives in terms of
effectiveness.
Competent
Satisfactorily assessed the
current Human Resource
programs, policies,
procedures, or initiatives in
terms of effectiveness.
Exemplary
Thoroughly assessed the
current Human Resource
programs, policies,
procedures, or initiatives in

terms of effectiveness.
Hypothe size the change s that re quire improv e me nt. 45 %
Unacceptable
Did not hypothesize the
changes that require
improvement.
Needs Improvement
Partially hypothesized the
improvement.
Competent
Satisfactorily hypothesized
the changes that require
improvement.
Exemplary
Thoroughly hypothesized the
improvement.
Clarity, writing me chanics, and formatting re quire me nts. 10
%
Unacceptable
More than 6 errors present.
Needs Improvement

5–6 errors present.
Competent
Exemplary
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/956951/uiconf_id/24290031/entry_id/1_dkb7901g/embed/ifram
e?&flashvars[streamerType]=auto
w04a1 - Diagnosing Change
Summary
Click the link to access this assignment.
Text
Watch the Diagnosing Change video for help getting started on
your assignment.
Introduction
Using the organization that your professor has approved,
synthesize the organization’s readiness for change. Evaluate
whether or
not to implement your new program, policy, practice, or
procedure. Use a tablet, smartphone, laptop, desktop, or
traditional video
recorder to record a maximum of a 5–7-minute dynamic video

on the topics detailed below. Alternatively, you may submit a
4–6-
page paper instead of the video submission.
Instructions
Prepare and present a video that is a maximum of 5–7-minutes
or write a 4–6-page paper in which you:
1. Describe the company in terms of industry, size, number of
employees, and history.
2. Analyze in detail the current HR practice, policy, process, or
procedure that you believe should be changed.
3. Formulate three valid reasons for the proposed change based
on current change management theories.
4. Appraise the diagnostic tools that you can use to determine
an organization’s readiness for change. Propose two diagnostic
tools that you can utilize to determine if the organization is
ready for change. Defend why you believe the diagnostic tools
selected are the best choice for diagnosing change in the
organization.
5. Using one of the diagnostic tools you selected, assess the
organization’s readiness for change:
Provide results of the diagnostic analysis.
Explain the results.
6. Interpret whether or not the organization is ready for change.
Substantiate your conclusion by referencing current change
management theories.
If you choose to submit a video presentation, please also submit
a one-page summary of your presentation.

assignment is:
Evaluate an organization’s readiness for change using an
appropriate diagnostic tool and citing current change
management
theories.
Video Uploading
If you are using a tablet or smartphone, you will need to email
the video file to yourself, then save it to a computer in order to
upload it to Blackboard. You may want to upload your video to
a file-sharing service, such as Dropbox if your email will not let
you send a large video file. Dropbox is accessible from all
smartphones and tablets from the Dropbox app.
Once you are ready to upload your video to Blackboard, view
the "Student Video Assignment Submission" tutorial in the
Creating a Presentation for Your Course playlist.
Please use the following naming convention in the pop-up
window for your video once it is finished uploading:
Title: Your First Name, Your Last Name – Managing
Organizational Change.
Tags: HRM560, Organizational Change.
Description: First Name, Last Name – HRM560 Assignment 2
(Date Uploaded ex. 11-14-2014).
Scoring Guide
https://www.kaltura.com/index.php/extwidget/preview/par tner_i
d/956951/uiconf_id/25390711/entry_id/1_x1ccempw/embed/ifra

me?&flashvars[streamerType]=auto
https://atlas.strategiced.com/bbcswebdav/institution/STANDAR
DIZED/1146-
PresentationAssignmentSubmission/PresentationAssignmentSub
mission.html
De scribe the company in te rms of industry, size , numbe r of
e mploye e s, and history. 15 %
Unacceptable
Did not describe the
company in terms of industry,
size, number of employees,
and history.
Needs Improvement
Partially described the
and history.
Competent
Satisfactorily described the
and history.
Exemplary
Thoroughly described the

and history.
Analyze in de tail the curre nt HR practice , policy, proce ss,
or
proce dure that you be lie v e should be change d. 15 %
Unacceptable
Did not submit detailed
analysis of the current HR
practice, policy, process, or
procedure that you believe
should be changed.
Needs Improvement
Partially analyzed in detail the
current HR practice, policy,
process, or procedure that
you believe should be
changed.
Competent
Satisfactorily analyzed in
detail the current HR practice,
policy, process, or procedure
that you believe should be
changed.
Exemplary
Thoroughly analyzed in detail
the current HR practice,
policy, process, or procedure
that you believe should be

changed.
Formulate thre e v alid re asons for the propose d change
base d on curre nt change manage me nt the orie s. 15 %
Unacceptable
Did not formulate three valid
reasons for the proposed
change based on current
change management
theories.
Needs Improvement
Partially formulated three
valid reasons for the
proposed change based on
current change management
theories.
Competent
Satisfactorily formulated three
theories.
Exemplary
Thoroughly formulated three
theories.

Appraise the diagnostic tools that you can use to de te rmine
an organization’s re adine ss for change . Propose two
diagnostic tools which you can utilize to de te rmine if the
organization is re ady for change . De fe nd why you be lie v e
the
diagnostic tools se le cte d are the be st choice for diagnosing
change in the organization. 15 %
Unacceptable
Did not submit appraisal of
the diagnostic tools that you
can use to determine an
organization’s readiness for
change. Did not propose two
diagnostic tools which you
can utilize to determine if the
organization is ready for
change. Did not defend why
you believe the diagnostic
tools selected are the best
choice for diagnosing change
in the organization.
Needs Improvement
Partially appraised the
diagnostic tools that you can
use to determine an
change. Partially proposed
two diagnostic tools which
you can utilize to determine if
the organization is ready for
change. Partially defended

why you believe the
diagnostic tools selected are
the best choice for
diagnosing change in the
organization.
Competent
Satisfactorily appraised the
use to determine an
change. Satisfactorily
proposed two diagnostic
tools which you can utilize to
determine if the organization
is ready for change.
Satisfactorily defended why
you believe the diagnostic
tools selected are the best
choice for diagnosing change
Exemplary
Thoroughly appraised the
use to determine an
change. Thoroughly proposed
two diagnostic tools which
you can utilize to determine if
the organization is ready for
change. Thoroughly defended
why you believe the
diagnostic tools selected are

the best choice for
diagnosing change in the
organization.
Using one of the diagnostic tools you se le cte d, asse ss the
organization’s re adine ss for change . Prov ide and e xplain the
re sults of the diagnostic analysis. 15 %
Unacceptable Needs Improvement Competent Exemplary
Did not submit assessment of
the organization’s readiness
for change, using one of the
diagnostic tools you selected.
Did not provide results of the
diagnostic analysis.
Partially assessed the
change, using one of the
Partially provided results of
the diagnostic analysis.
Satisfactorily assessed the
Satisfactorily provided results
of the diagnostic analysis.
Thoroughly assessed the

Thoroughly provided results of
the diagnostic analysis.
Inte rpre t whe the r or not the organization is re ady for
change . Substantiate your conclusion by re fe re ncing curre nt
change manage me nt the orie s. 15 %
Unacceptable
Did not submit interpretation
of whether or not the
change. Did not substantiate
your conclusion by
referencing current change
Needs Improvement
Partially interpreted whether
or not the organization is
ready for change. Partially
substantiated your conclusion
by referencing current change
Competent
Satisfactorily interpreted
whether or not the

Exemplary
Thoroughly interpreted
whether or not the
change. Thoroughly
Clarity or cohe re nce in pre se ntation and writing me chanics.
5 %
Unacceptable
Information is confusing and
fails to include reasons and
evidence that logically
support ideas.
Needs Improvement
Information is partially clear
with minimal reasons and
support ideas.
Competent
Information is mostly clear
and generally supported with
reasons and evidence that

logically support ideas.
Exemplary
Information is provided in a
clear, coherent, and
consistent manner with
M e t formatting re quire me nts, including one page summary
for pre se ntation option. 5 %
Unacceptable
Did not submit or
incompletely met formatting
requirements, including one-
page summary for
presentation option.
Needs Improvement
Partially met formatting
page summary for
Competent
Satisfactorily met formatting
page summary for

Exemplary
Thoroughly met formatting
page summary for
w06a1 - Kotter Change Management Model
Summary
Click on the link to access this assignment.
Text
Watch the Kotter Change Management Model video for help
getting started on this assignment.
Introduction
Using your approved company, apply Kotter’s eight steps of
change management to an HR situation you have selected for
change.
You will address all eight of the Kotter steps, developing an
action plan for each step. Use a tablet, smartphone, laptop,
desktop, or
https://www.kaltura.com/index.php/extwidget/preview/partner_i
d/956951/uiconf_id/25390711/entry_id/1_ljh0rbf1/embed/ifram
traditional video recorder to record a maximum of a 5–7-minute
dynamic video on the topics detailed below. Alternatively, you
may
submit a 4–6-page paper instead of the video submission.

Instructions
1. Ascertain how each of the steps applies to your specific
organization.
2. Develop a strategy that illustrates how you would address
each of the eight stages of change:
Establishing a sense of urgency.
Creating a coalition.
Developing vision and strategy.
Communicating the vision.
Empowering broad-based action.
Generating short-term wins.
Consolidating gains and producing more change.
Anchoring new approaches into the culture.
3. Use at least four quality academic resources in this
assignment. Note: Wikipedia and other similar Websites do not
qualify as
academic resources.
a one page summary of your presentation.
assignment is:

Develop strategies for managing human resources changes based
on a change management model.
Video Uploading
If you are using a tablet or smartphone you will need to email
upload to Blackboard. You may want to upload your video to a
file-sharing service, such as Dropbox if your email will not let
you send a large video file. Dropbox is accessible from all
smartphones and tablets from the Dropbox app.
Scoring Guide
Asce rtain how e ach of the ste ps applie s to your spe cific
organization. 5 %
Unacceptable
Did not ascertain how each of
the steps applies to your
specific organization.
Needs Improvement

Partially ascertained how
each of the steps applies to
your specific organization.
Competent
Satisfactorily ascertained
how each of the steps applies
to your specific organization.
Exemplary
Thoroughly ascertained how
each of the steps applies to
your specific organization.
De v e lop a strate gy that illustrate s how you would addre ss
e ach of the e ight stage s of change : Establishing a se nse of
urge ncy. 10 %
DIZED/1146-
mission.html
Did not develop a strategy
that illustrates how you would
address each of the eight
stages of change:
Establishing a sense of
urgency.
Partially developed a strategy

stages of change:
urgency.
Satisfactorily developed a
strategy that illustrates how
you would address each of
the eight stages of change:
urgency.
Thoroughly developed a
urgency.
e ach of the e ight stage s of change : Cre ating a coalition. 10
%
Unacceptable
stages of change: Creating a
coalition.
Needs Improvement

stages of change: Creating a
coalition.
Competent
Exemplary
e ach of the e ight stage s of change : De v e loping v ision and
strate gy. 10 %
Unacceptable
stages of change: Developing
vision and strategy.
Needs Improvement

stages of change: Developing
vision and strategy.
Competent
Developing vision and
strategy.
Exemplary
Developing vision and
strategy.
e ach of the e ight stage s of change : Communicating the
v ision. 10 %
Unacceptable
stages of change:
Needs Improvement

stages of change:
Competent
Exemplary
e ach of the e ight stage s of change : Empowe ring broad-
base d action. 10 %
Unacceptable
Did not submit a developed
empowering broad-based
action.
Needs Improvement

stages of change:
action.
Competent
action.
Exemplary
action.
e ach of the e ight stage s of change : Ge ne rating short- te rm
wins. 10 %

generating short- term wins.
stages of change: generating
short- term wins.
e ach of the e ight stage s of change : Consolidating gains and
producing more change . 10 %
Unacceptable
consolidating gains and
producing more change.
Needs Improvement

stages of change:
Competent
Exemplary
e ach of the e ight stage s of change : Anchoring ne w
approache s into the culture . 10 %
Unacceptable

anchoring new approaches
into the culture.
Needs Improvement
stages of change: anchoring
new approaches into the
culture.
Competent
into the culture.
Exemplary
into the culture.
Four Re fe re nce s. 5 %
Unacceptable
No references provided.

Needs Improvement
Does not meet the required
number of references; some
or all references poor-quality
choices.
Competent
Meets number of required
references; all references
high-quality choices.
Exemplary
Exceeds number of required
Clarity or cohe re nce in pre se ntation and writing me chanics
5
%
Unacceptable
support ideas.
Needs Improvement

support ideas.
Competent
Exemplary
Unacceptable
Did not meet formatting
requirements, including one
page summary for
Needs Improvement
page summary for

Competent
page summary for
Exemplary
page summary for
w08a1 - Resistance and Communication
Summary
Click the link to access the assignment.
Text
Watch the Resistance and Communication video for help getting
started on this assignment.
Introduction
Using your selected organization, diagnose the organization’s
level of resistance, and construct a solid communication plan.
Use a
tablet, smartphone, laptop, desktop, or traditional video
recorder to record a maximum of a 5–7-minute dynamic video
on the topics

detailed below. Alternatively, you may submit a 4–6-page paper
instead of the video submission.
Instructions
1. Diagnose the reasons for resistance to change.
2. Interpret the potential causes of resistance in the
organization. Identify and describe three potential causes of
resistance to your
change plan. Identify and describe three potential sources of
resistance to your change plan.
3. Create a plan for minimizing possible resistance to your
change management plan.
4. Elaborate on the relationship between resistance to change
and communication.
5. Evaluate three communication strategies.
6. Recommend one communication strategy that would be
applicable to your organization. Diagnose why this
communication
strategy is best for your organization.
7. Create a solid communication plan for your change initiative.
8. Use at least four quality academic resources in this
assignment. Note: Wikipedia and other similar Websites do not
qualify as
academic resources.
a one page summary of your presentation.

assignment is:
Create a communication plan for a change initiative that will
minimize resistance to change.
Video Upload
If you are using a tablet or smartphone you will need to email
upload
to Blackboard. You may want to upload your video to a file-
sharing service, such as Dropbox if your email will not let you
send a
large video file. Dropbox is accessible from all smartphones and
tablets from the Dropbox app.
Scoring Guide
https://www.kaltura.com/index.php/extwidget/preview/partner_i

d/956951/uiconf_id/25390711/entry_id/1_w8d2dueq/embed/ifra
me?&flashvars[streamerType]=auto
https://atlas.strategiced.com/bbcswebdav/institution/ST ANDAR
DIZED/1146-
mission.html
Diagnose the re asons for re sistance to change . 10 %
Unacceptable
Did not submit diagnosed
reasons for resistance to
change.
Needs Improvement
Partially diagnosed the
change.
Competent
Satisfactorily diagnosed the
change.
Exemplary
Thoroughly diagnosed the
change.
Inte rpre t the pote ntial cause s of re sistance in the
organization. Ide ntify and de scribe thre e pote ntial cause s

of
re sistance to your change plan. Ide ntify and de scribe thre e
pote ntial source s of re sistance to your change plan. 15 %
Unacceptable
Did not submit interpretation
of the potential causes of
resistance in the organization.
Did not submit identification
and description of three
potential causes of resistance
to your change plan.
Needs Improvement
Partially interpreted the
in the organization. Partially
identified and described
three potential causes of
resistance to your change
plan.
Competent
Satisfactorily interpreted the
Satisfactorily identified and
described three potential
causes of resistance to your
change plan.
Exemplary

Thoroughly interpreted the
Thoroughly identified and
described three potential
causes of resistance to your
change plan.
Cre ate a plan for minimizing possible re sistance to your
change manage me nt plan. 15 %
Unacceptable
Did not submit creation of a
plan for minimizing possible
management plan.
Needs Improvement
Partially created a plan for
minimizing possible
management plan.
Competent
Satisfactorily created a plan
for minimizing possible
management plan.
Exemplary
Thoroughly created a plan for
minimizing possible

management plan.
Elaborate on the re lationship be twe e n re sistance to change
and communication. 10 %
Unacceptable
Did not submit elaboration of
the relationship between
resistance to change and
communication.
Needs Improvement
Partially elaborated on the
relationship between
communication.
Competent
Satisfactorily elaborated on
the relationship between
communication.
Exemplary
Thoroughly elaborated on the
relationship between
communication.
Ev aluate thre e communication strate gie s. 10 %

Unacceptable
Did not submit three
evaluated communication
strategies.
Needs Improvement
Partially evaluated three
communication strategies.
Competent
Satisfactorily evaluated three
Exemplary
Thoroughly evaluated three
Re comme nd one communication strate gy that would be
communication strate gy is be st for your organization. 15 %
Unacceptable
Did not submit
recommendation of one
communication strategy that
would be applicable to your
organization. Did not submit
diagnoses as to why this
Needs Improvement

Partially recommended one
communication strategy that
would be applicable to your
organization. Partially
diagnosed why this
Competent
Satisfactorily recommended
one communication strategy
that would be applicable to
your organization.
Satisfactorily diagnosed why
Exemplary
Thoroughly recommended
one communication strategy
that would be applicable to
your organization. Thoroughly
diagnosed why this
communication strategy is
best for your organization.
this communication strategy
is best for your organization.

Cre ate a solid communication plan for your change initiativ e
.
10 %
Unacceptable
Did not submit a created
solid communication plan for
your change initiative.
Needs Improvement
Partially created a solid
communication plan for your
change initiative.
Competent
Satisfactorily created a solid
change initiative.
Exemplary
Thoroughly created a solid
change initiative.
Four Re fe re nce s. 5 %
Unacceptable
Needs Improvement

choices.
Competent
Exemplary
Clarity or cohe re nce in pre se ntation and writing me chanics
5
%
Unacceptable
support ideas.
Needs Improvement
support ideas.

Competent
Exemplary
Unacceptable
Did not submit meet
formatting requirements,
including one page summary
for presentation option.
Needs Improvement
page summary for
Competent

page summary for
Exemplary
page summary for
presentation option
w10a1 - Change Management Plan
Summary
Click the link to access the assignment.
Text
Watch the Change Management Plan video for help getting
started on this assignment.
Introduction
In this assignment, you will combine the previous four
assignments into a proposal that you could present to the
executive
leadership and board members. You will argue the value of the
change management plan to the overall success of the
organization.
Add to your previous submissions a plan for sustaining the
change in the long run.
Instructions

https://www.kaltura.com/index.php/extwidget/pre view/partner_i
d/956951/uiconf_id/25390711/entry_id/1_5h5ysqbt/embed/ifram
Write a 6–10-page paper in which you:
Section I: Organization: Describe the organization and comment
on the HR change that the organization should
make. Utilize effective diagnostic tools to assess the
organization's ability to change. Support assertions with
theoretical evidence.
1. Describe the company in terms of industry, size, number of
employees, and history.
2. Analyze in detail the current HR practice, policy, process, or
procedure that you believe should be changed.
3. Formulate three valid reasons for the proposed change based
on current change management theories.
4. Appraise the diagnostic tools that you can use to determine
an organization’s readiness for change. Propose two diagnostic
tools which you can utilize to determine if the organization is
ready for change. Defend why you believe the diagnostic tools
selected are the best choice for diagnosing change in the
organization.
5. Using one of the diagnostic tools you selected, assess the
organization’s readiness for change.
Provide results of the diagnostic analysis
Explain the results
6. Interpret whether or not the organization is ready for change.
Substantiate your conclusion by referencing current change

Section II: Kotter Change Plan: Utilizing the Kotter eight-step
method of change, create a solid change
management plan for the HR initiative you identified as
requiring improvement.
1. Ascertain how each of the steps applies to your specific
organization.
2. Develop a strategy that illustrates how you would address
each of the eight stages of change:
Establishing a sense of urgency.
Developing vision and strategy.
Empowering broad-based action.
Generating short-term wins.
Consolidating gains and producing more change.
Anchoring new approaches into the culture.
Section III: Resistance and Communication: Research methods
of minimizing resistance to change and create a
plan to address resistance within your change management
initiative.
1. Diagnose the reasons for resistance to change.
2. Interpret the potential causes of resistance in the
organization. Identify and describe three potential causes of
resistance to your
change plan. Identify and describe three potential sources of
resistance to your change plan.
3. Create a plan for minimizing possible resistance to your
change management plan.
4. Elaborate on the relationship between resistance to change
and communication.

5. Evaluate three communication strategies.
6. Recommend one communication strategy that would be
communication
strategy is best for your organization.
7. Create a solid communication plan for your change initiative.
Section IV: Sustaining Change: Research methods of sustaining
change in organizations and create a plan for
sustaining proposed change.
1. Recommend two strategies for sustaining change:
Diagnose the two theories from a scholarly perspective
Evaluate why the strategies selected are viable for the
organization
Section V: Presentation: Create a visually appealing and
informative presentation espousing the importance of
the change management plan you developed.
1. Create a 10–15 slide PowerPoint presentation to submit to
executive leadership and board members outlining and
describing
your recommended change. Include the following criteria:
Be creative in your design so that is appealing to others.
Ensure that all of the major points of the plan are covered.
Create bulleted speaking notes for your presentation to the
shareholders in the Notes section of the PowerPoint.
Note: You may create or assume any fictitious names, data, or
scenarios that have not been established in this
assignment for a realistic flow of communication.

Use a professional technically written style to graphically
convey the information.
Create a video of yourself presenting the presentation to key
stakeholders. Note: View the Creating a Presentation
for Your Course playlist for tutorials on creating and submitting
video assignments
Section VI: References: Utilize good scholarly research skills
and writing skills to develop a solid change plan and
presentation.
1. Use at least 10 quality academic resources in this assignment.
Note: Wikipedia and other similar Websites do not qualify as
academic resources
2. Write clearly and concisely about managing organizational
change using proper writing mechanics.
The specific course learning outcome associated with thi s
assignment is:
Create a proposal for a change management plan for an
organization.
Scoring Guide
Re submit We e k 4 assignme nt with profe ssor fe e dback
addre sse d. 5 %
Unacceptable
Did not resubmit Week 4
assignment with professor
feedback addressed.

Needs Improvement
Partially resubmitted Week 4
feedback addressed.
Competent
Satisfactorily resubmitted
Week 4 assignment with
professor feedback
addressed.
Exemplary
Thoroughly resubmitted Week
4 assignment with professor
feedback addressed.
addre sse d. 5 %
Unacceptable
feedback addressed.
Needs Improvement
feedback addressed.
Competent

professor feedback
addressed.
Exemplary
feedback addressed.
addre sse d. 5 %
Unacceptable
feedback addressed.
Needs Improvement
feedback addressed.
Competent
professor feedback
addressed.
Exemplary

feedback addressed.
Re comme nd two strate gie s for sustaining change . Diagnose
the two the orie s from a scholarly pe rspe ctiv e . 10 %
Unacceptable
Did not submit two
recommended strategies for
Needs Improvement
Partially recommended two
strategies for sustaining
Competent
two strategies for sustaining
Exemplary
DIZED/1146-
mission.html
sustaining change. Did not
submit diagnoses of the two
theories from a scholarly

perspective.
change. Partially diagnosed
the two theories from a
scholarly perspective.
diagnosed the two theories
from a scholarly perspective.
change. Thoroughly
diagnosed the two theories
from a scholarly perspective.
Re comme nd two strate gie s for sustaining change . Ev aluate
why the strate gie s se le cte d are v iable for the
organization.
10 %
Unacceptable
Did not submit two
recommended strategies for
sustaining change. Did not
submit evaluation as to why
the strategies selected are
viable for the organization.
Needs Improvement
Partially recommended two
strategies for sustaining
change. Partially evaluated
why the strategies selected
are viable for the
organization.

Competent
evaluated why the strategies
selected are viable for the
organization.
Exemplary
change. Thoroughly evaluated
why the strategies selected
are viable for the
organization.
Cre ate a 10–15 slide Powe rPoint pre se ntation to submit to
e xe cutiv e le ade rship and board me mbe rs outlining and
de scribing your re comme nde d change . Be cre ativ e in your
de sign so that it is appe aling to othe rs. 10 %
Unacceptable
Did not submit a 10–15 slide
PowerPoint presentation to
submit to executive
leadership and board
members outlining and
describing your
recommended change. Was
not creative in design so that
it is appealing to others.

Needs Improvement
Partially created a 10–15
slide PowerPoint
presentation to submit to
executive leadership and
board members outlining and
describing your
partially creative in design so
that it is appealing to others.
Competent
Satisfactorily created a 10–
15 slide PowerPoint
describing your
satisfactorily creative in
design so that it is appealing
to others.
Exemplary
Thoroughly created a 10–15
slide PowerPoint
describing your
thoroughly creative in design
so that it is appealing to

others.
Ensure that all of the major points of the plan are cov e re d
in
your Powe rPoint pre se ntation. 10 %
Unacceptable
Did not submit or
incompletely ensured that all
of the major points of the plan
are covered.
Needs Improvement
Partially ensured that all of the
major points of the plan are
covered.
Competent
Satisfactorily ensured that all
of the major points of the plan
are covered.
Exemplary
Thoroughly ensured that all of
the major points of the plan
are covered.
Cre ate d bulle te d spe aking note s for your pre se ntation to
the
share holde rs in the Note s se ction of the Powe rPoint. 10 %
Unacceptable

Did not submit bulleted
speaking notes for your
presentation to the
shareholders in the Notes
section of the PowerPoint.
Needs Improvement
Partially created bulleted
presentation to the
Competent
Satisfactorily created bulleted
presentation to the
Exemplary
Thoroughly created bulleted
presentation to the
Use a profe ssional te chnically writte n style to graphically
conv e y the information in your Powe rPoint pre se ntation. 10
%

© 2020 Strategic Education, Inc.
Did not submit a professional
technically written style to
graphically convey the
information in your
PowerPoint.
Partially used a professional
technically written style to
graphically convey the
information in your
PowerPoint.
Satisfactorily used a
professional technically
written style to graphically
convey the information in your
PowerPoint.
Thoroughly used a
professional technically
written style to graphically
convey the information in your
PowerPoint.
Cre ate a v ide o of yourse lf pre se nting the Powe rPoint
pre se ntation to ke y stake holde rs. 10 %
Unacceptable
Did not submit a video of
yourself presenting the

key stakeholders.
Needs Improvement
Partially created a video of
key stakeholders.
Competent
Satisfactorily created a video
of yourself presenting the
key stakeholders.
Exemplary
Thoroughly created a video of
key stakeholders.
Te n re fe re nce s. 5 %
Unacceptable
Needs Improvement
choices.

Competent
Exemplary
Clarity, writing me chanics, and formatting re quire me nts. 10
%
Unacceptable
More than 6 errors present
Needs Improvement
5–6 errors present
Competent
Exemplary

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