Change management Kotter and Lewin
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Managing change in organizations can be daunting. This article provides a quick and precise look for students, Leaders and managers into two main theories of transforming their work place using the two main change theories by Kurt Lewin and John Kotter
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Change Management Pc Overview
The document provides an overview of change management and discusses several key aspects:
1) It defines change and transition, and explains what change management is.
2) It outlines different levels of change including individual, team, organizational, and leadership during change.
3) It introduces different change management models and approaches as well as a situational framework for assessing change initiatives.
Change Management
The document discusses key principles and activities for leading corporate transformation and managing change effectively. It identifies five key activities for change management: 1) motivating change, 2) creating a vision, 3) developing political support, 4) managing the transition, and 5) sustaining momentum. It also discusses principles of change, types of resistance to change, and elements needed to enable change like change architecture, communication, and developing leadership, team, cultural and individual capacities.
Change Management Models Powerpoint Presentation Slides
Demonstrating a change management model through a presentation to the management is not a simple task. You require a lot of time and efforts to design a PPT that can win the heart of the management. To aid you out, SlideTeam has come up with predesigned change management model PowerPoint presentation slides. This change control model PPT presentation has been outlined utilizing a slide on various related subjects such as change curve model, the Johari window, Kotter’s eight phase of change, the ADKAR change model, the McKinsey 7S framework, the Burke Litwin change model, Leavitt’s diamond, three-stage change model, and Bridges transition model. With the help of these business change framework presentation slides, you can describe the tasks needed to prepare, plan, and develop business changes successfully. Use these organization change model PowerPoint slides to showcase the idea of change management, business change, business transformation, organization change, change control, and business process. Impress your audience with this editable change management models PPT slides. Folks find it easy to absorb the concept due to our Change Management Models Powerpoint Presentation Slides. It ensures your ideas don't jar. https://bit.ly/3z2sezo
Why is Change Management important?
This document discusses why change management is important for organizations. It notes that having a structured approach to managing change allows an organization to adapt to a volatile environment, lead change rather than fall behind, and realize benefits like return on investment, quality outcomes, and efficient use of resources. The document also outlines some costs of implementing change management, such as investing in training and reducing business-as-usual work. It provides quotes emphasizing the need for organizations to embrace change and have policies in place to initiate, introduce, and balance change with continuity.
Change management – Principles Process & Tools
This document provides an overview of a 1-day training program on change management principles and processes. It covers topics such as defining change, diagnosing organizational readiness for change, explaining change theories and managing resistance to change. It also describes best practices in change management, including establishing a vision, communicating effectively with employees, building resilience, and developing an engaged workforce. The document emphasizes the importance of leadership in guiding employees through the change process.
Change Management Learning Module
This document provides an overview of change management training. It discusses why change management skills are important for organizations and outlines the key aspects that will be covered, including understanding change management dimensions, designing change management steps, and leveraging change management. It also references models for managing organizational change, including Kotter's 8-step problem-centered model and the appreciative 4-D model. The training is estimated to take 2-2.5 hours and provides examples and activities to help participants apply the concepts.
Kotter's 8 step change model
John Kotter's 8-Step Change Model provides a framework for successfully implementing organizational change. The 8 steps are: 1) Create urgency, 2) Form a powerful coalition, 3) Create a vision, 4) Communicate the vision, 5) Remove obstacles, 6) Create short-term wins, 7) Build on the change, 8) Anchor the changes in corporate culture. Following these steps helps ensure that necessary changes are properly defined, communicated, and guided to completion through leadership and employee buy-in at all levels of the organization.
Change management ppt 3 mba
Change management ppt 3 mbaBeenish Tariq Zuberi Federal Urdu University of Arts, Science and Technology
Theories of planned change describe the activities that must take place to initiate and carry out the successful organizational change.
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Change Management Pc Overview
The document provides an overview of change management and discusses several key aspects:
1) It defines change and transition, and explains what change management is.
2) It outlines different levels of change including individual, team, organizational, and leadership during change.
3) It introduces different change management models and approaches as well as a situational framework for assessing change initiatives.
Change Management
The document discusses key principles and activities for leading corporate transformation and managing change effectively. It identifies five key activities for change management: 1) motivating change, 2) creating a vision, 3) developing political support, 4) managing the transition, and 5) sustaining momentum. It also discusses principles of change, types of resistance to change, and elements needed to enable change like change architecture, communication, and developing leadership, team, cultural and individual capacities.
Change Management Models Powerpoint Presentation Slides
Demonstrating a change management model through a presentation to the management is not a simple task. You require a lot of time and efforts to design a PPT that can win the heart of the management. To aid you out, SlideTeam has come up with predesigned change management model PowerPoint presentation slides. This change control model PPT presentation has been outlined utilizing a slide on various related subjects such as change curve model, the Johari window, Kotter’s eight phase of change, the ADKAR change model, the McKinsey 7S framework, the Burke Litwin change model, Leavitt’s diamond, three-stage change model, and Bridges transition model. With the help of these business change framework presentation slides, you can describe the tasks needed to prepare, plan, and develop business changes successfully. Use these organization change model PowerPoint slides to showcase the idea of change management, business change, business transformation, organization change, change control, and business process. Impress your audience with this editable change management models PPT slides. Folks find it easy to absorb the concept due to our Change Management Models Powerpoint Presentation Slides. It ensures your ideas don't jar. https://bit.ly/3z2sezo
Why is Change Management important?
This document discusses why change management is important for organizations. It notes that having a structured approach to managing change allows an organization to adapt to a volatile environment, lead change rather than fall behind, and realize benefits like return on investment, quality outcomes, and efficient use of resources. The document also outlines some costs of implementing change management, such as investing in training and reducing business-as-usual work. It provides quotes emphasizing the need for organizations to embrace change and have policies in place to initiate, introduce, and balance change with continuity.
Change management – Principles Process & Tools
This document provides an overview of a 1-day training program on change management principles and processes. It covers topics such as defining change, diagnosing organizational readiness for change, explaining change theories and managing resistance to change. It also describes best practices in change management, including establishing a vision, communicating effectively with employees, building resilience, and developing an engaged workforce. The document emphasizes the importance of leadership in guiding employees through the change process.
Change Management Learning Module
This document provides an overview of change management training. It discusses why change management skills are important for organizations and outlines the key aspects that will be covered, including understanding change management dimensions, designing change management steps, and leveraging change management. It also references models for managing organizational change, including Kotter's 8-step problem-centered model and the appreciative 4-D model. The training is estimated to take 2-2.5 hours and provides examples and activities to help participants apply the concepts.
Kotter's 8 step change model
John Kotter's 8-Step Change Model provides a framework for successfully implementing organizational change. The 8 steps are: 1) Create urgency, 2) Form a powerful coalition, 3) Create a vision, 4) Communicate the vision, 5) Remove obstacles, 6) Create short-term wins, 7) Build on the change, 8) Anchor the changes in corporate culture. Following these steps helps ensure that necessary changes are properly defined, communicated, and guided to completion through leadership and employee buy-in at all levels of the organization.
Change management ppt 3 mba
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Theories of planned change describe the activities that must take place to initiate and carry out the successful organizational change.
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30 years of research by leadership guru Dr. John Kotter have proven that 70% of all major change efforts in organizations fail.
Why do they fail?
Because organizations often do not take the holistic approach required to see the change through.
However, by following the 8 Step Process outlined by Professor Kotter, organizations can avoid failure and become adept at change. By improving their ability to change, organizations can increase their chances of success, both today and in the future.
Introduction to change management
The document discusses managing change and outlines several models for understanding and navigating change processes. It begins by defining different types of change and explaining that change management involves addressing both tangible and intangible aspects. It then covers the William Bridges transition model of endings, a neutral zone, and new beginnings. Additional sections provide an overview of roles in change management projects, challenges to change like resistance, and strategies for managing resistance.
Change management
This document provides an overview of change management. It defines change management as a systematic approach to dealing with organizational transitions. It discusses the importance of having an effective vision to guide change efforts. It also outlines principles of change, different forces that can drive change, models of change management, and common responses to and obstacles of change. The document concludes by noting that the nature of change has become more abrupt and impactful in today's context.
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This document outlines the units of a change management course. Unit 1 discusses organizational change, including definitions, importance, types of changes and factors influencing change. Unit 2 covers models of change including Lewin's force field analysis and continuous change process model. It also addresses overcoming resistance to change. Unit 3 discusses approaches to change management and organizational development (OD). Unit 4 is about diagnostic strategies and skills, including methods for obtaining diagnostic information. Unit 5 defines interventions and classifications of OD interventions at the interpersonal, team and intergroup levels.
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The document discusses managing change in organizations. It states that change is constant and inevitable, and organizations must learn to adapt quickly. It identifies several keys to managing change successfully, including understanding systems thinking, communicating openly with employees, addressing emotions related to change, creating a vision and short-term wins, and institutionalizing changes into the organizational culture. The document also lists common reasons why change efforts fail, such as complacency, lack of buy-in, and not anchoring changes firmly.
Change Management Models- a comparison
1) The document compares five popular models for managing business change: Kotter's 8 steps, Bridges' transition model, Rogers' technology adoption curve, Kubler-Ross' five stage grief model, and Prosci's ADKAR model.
2) Each model provides a framework for understanding how organizations and individuals experience and respond to change. Kotter's model focuses on buy-in and clear steps. Bridges differentiates between change and transition. Rogers' model describes how innovations are adopted over time. Kubler-Ross' model applies grief stages to change. ADKAR focuses on specific business results.
3) While no single model can perfectly capture the complexity of change, these frameworks provide useful
Organizational Change Management
The document discusses organizational change management. It defines OCM as managing changes to an organization's culture, policies, processes and employee roles in response to business needs and technology changes. Effective OCM requires assessing needs, clear communication, coaching employees through change, and training. John Kotter's influential 8-step model for successful change management is described, including establishing urgency, building teams, communicating vision, empowering employees and creating short-term wins. The roles and responsibilities of change managers are also outlined.
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Change management involves implementing strategies to effectively manage organizational change. There are various types of changes including happened, reactive, anticipatory, planned, incremental, operational, strategic, directional, fundamental, and total changes. Happened changes are unpredictable due to external factors, while reactive changes respond to events and anticipatory changes prepare for future events. Planned changes improve operations, and incremental changes introduce small, gradual changes. Operational changes address competition, while strategic changes affect the organization holistically. Directional changes respond to the environment, and fundamental or total changes involve redefining the organizational vision or mission.
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This document discusses strategies for managing resistance to change and successfully implementing change within an organization. It provides tips for developing a clear vision, educating employees, involving employees in planning and decision making, setting goals, identifying change leaders, making gradual incremental changes, assessing skills and preparing employees for future changes, standardizing changes, and creating a sense of urgency around the need for change. The overall message is that change can be successfully managed by having a vision, educating people, involving people in the process, setting clear goals and expectations, and making the transition gradual.
The Process of Change / Transformation
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Chapter 9 : Managing Change
- Organizational change is any alteration of an organization's people, structure, or technology. The "calm waters" view sees change as occasional disruptions that can be planned using Lewin's three-step model, while the "whitewater rapids" view sees change as ongoing and continual.
- Forces for change can come from external factors like the marketplace, regulations, or the economy, or internally from changes to strategy, workforce, or employee attitudes. Managers and consultants can act as change agents to initiate and manage change.
- Planned changes are often implemented through organization development, which focuses on constructively changing attitudes and values so the organization can adapt to new directions through participation.
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Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
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This document discusses three models of change management strategy for information systems (IS) specialists: the traditional IS model, the facilitator model, and the advocate model. The traditional model views technology as the driver of change and the IS specialist as an expert responsible only for technical matters. This can lead to reduced credibility and inhibit organizational change. The facilitator model sees people, not technology, as the drivers of change and positions the IS specialist as a facilitator of group processes to build user capacity. The advocate model positions the IS specialist as responsible for achieving organizational change through technology.
Leading through Change
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
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Kotters eight step model of Organizational Change - Organizational Change an...
30 years of research by leadership guru Dr. John Kotter have proven that 70% of all major change efforts in organizations fail.
Why do they fail?
Because organizations often do not take the holistic approach required to see the change through.
However, by following the 8 Step Process outlined by Professor Kotter, organizations can avoid failure and become adept at change. By improving their ability to change, organizations can increase their chances of success, both today and in the future.
Introduction to change management
The document discusses managing change and outlines several models for understanding and navigating change processes. It begins by defining different types of change and explaining that change management involves addressing both tangible and intangible aspects. It then covers the William Bridges transition model of endings, a neutral zone, and new beginnings. Additional sections provide an overview of roles in change management projects, challenges to change like resistance, and strategies for managing resistance.
Change management
This document provides an overview of change management. It defines change management as a systematic approach to dealing with organizational transitions. It discusses the importance of having an effective vision to guide change efforts. It also outlines principles of change, different forces that can drive change, models of change management, and common responses to and obstacles of change. The document concludes by noting that the nature of change has become more abrupt and impactful in today's context.
Organizational Transformation
Creating and sustaining change in an organization can be challenging. Change leadership and change management are both essential components of driving change. In this deck, we walk through our framework for successful transformation: thinking there, getting there, and living there.
Change Management key notes
This document outlines the units of a change management course. Unit 1 discusses organizational change, including definitions, importance, types of changes and factors influencing change. Unit 2 covers models of change including Lewin's force field analysis and continuous change process model. It also addresses overcoming resistance to change. Unit 3 discusses approaches to change management and organizational development (OD). Unit 4 is about diagnostic strategies and skills, including methods for obtaining diagnostic information. Unit 5 defines interventions and classifications of OD interventions at the interpersonal, team and intergroup levels.
Change Management
The document discusses managing change in organizations. It states that change is constant and inevitable, and organizations must learn to adapt quickly. It identifies several keys to managing change successfully, including understanding systems thinking, communicating openly with employees, addressing emotions related to change, creating a vision and short-term wins, and institutionalizing changes into the organizational culture. The document also lists common reasons why change efforts fail, such as complacency, lack of buy-in, and not anchoring changes firmly.
Change Management Models- a comparison
1) The document compares five popular models for managing business change: Kotter's 8 steps, Bridges' transition model, Rogers' technology adoption curve, Kubler-Ross' five stage grief model, and Prosci's ADKAR model.
2) Each model provides a framework for understanding how organizations and individuals experience and respond to change. Kotter's model focuses on buy-in and clear steps. Bridges differentiates between change and transition. Rogers' model describes how innovations are adopted over time. Kubler-Ross' model applies grief stages to change. ADKAR focuses on specific business results.
3) While no single model can perfectly capture the complexity of change, these frameworks provide useful
Organizational Change Management
The document discusses organizational change management. It defines OCM as managing changes to an organization's culture, policies, processes and employee roles in response to business needs and technology changes. Effective OCM requires assessing needs, clear communication, coaching employees through change, and training. John Kotter's influential 8-step model for successful change management is described, including establishing urgency, building teams, communicating vision, empowering employees and creating short-term wins. The roles and responsibilities of change managers are also outlined.
change management -Types of change
Change management involves implementing strategies to effectively manage organizational change. There are various types of changes including happened, reactive, anticipatory, planned, incremental, operational, strategic, directional, fundamental, and total changes. Happened changes are unpredictable due to external factors, while reactive changes respond to events and anticipatory changes prepare for future events. Planned changes improve operations, and incremental changes introduce small, gradual changes. Operational changes address competition, while strategic changes affect the organization holistically. Directional changes respond to the environment, and fundamental or total changes involve redefining the organizational vision or mission.
Change management ppt
This document discusses strategies for managing resistance to change and successfully implementing change within an organization. It provides tips for developing a clear vision, educating employees, involving employees in planning and decision making, setting goals, identifying change leaders, making gradual incremental changes, assessing skills and preparing employees for future changes, standardizing changes, and creating a sense of urgency around the need for change. The overall message is that change can be successfully managed by having a vision, educating people, involving people in the process, setting clear goals and expectations, and making the transition gradual.
The Process of Change / Transformation
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Chapter 9 : Managing Change
- Organizational change is any alteration of an organization's people, structure, or technology. The "calm waters" view sees change as occasional disruptions that can be planned using Lewin's three-step model, while the "whitewater rapids" view sees change as ongoing and continual.
- Forces for change can come from external factors like the marketplace, regulations, or the economy, or internally from changes to strategy, workforce, or employee attitudes. Managers and consultants can act as change agents to initiate and manage change.
- Planned changes are often implemented through organization development, which focuses on constructively changing attitudes and values so the organization can adapt to new directions through participation.
Understanding, Initiating and Managing Change by Catherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
Change Management Toolkit including Models, Plans, Frameworks & Tools
Toolkit Downloadable at www.slidebooks.com | Created By ex-Deloitte Change Consultants | Download and Reuse Now a Change Management Toolkit including 10+ Models, Plans, Frameworks & Tools.
Change management
Importance of successful change management ; Change management principles ; Change management process ; Resistance to change ; ; Building culture for change ; ADKAR Model ; Change management strategies; John P Kotter's change management strategies
Change management strategy_team_xyz
This document discusses three models of change management strategy for information systems (IS) specialists: the traditional IS model, the facilitator model, and the advocate model. The traditional model views technology as the driver of change and the IS specialist as an expert responsible only for technical matters. This can lead to reduced credibility and inhibit organizational change. The facilitator model sees people, not technology, as the drivers of change and positions the IS specialist as a facilitator of group processes to build user capacity. The advocate model positions the IS specialist as responsible for achieving organizational change through technology.
Leading through Change
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Leadership and change management to succeed in process improvement
This workshop was dedicated to the driving forces of behavioural change and leadership; to maximise skills required to deliver on process improvement and culture change initiatives.
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Kotter's 8-Step Change Model provides an 8 step process for leading successful organizational change:
1) Create urgency by highlighting potential threats and opportunities to motivate change.
2) Form a powerful coalition of leaders committed to change.
3) Create a clear vision for change that people can easily understand and remember.
4) Communicate the vision widely and demonstrate behaviors that support the vision.
5) Remove obstacles that inhibit change and empower people to implement the vision.
6) Create short-term wins by implementing early goals that show success and motivate continued effort.
7) Build on the momentum of change by continually improving and bringing in new leaders.
8) Anchor changes in corporate culture
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This document discusses change management and outlines key aspects of managing organizational change. It begins with definitions of change management and reasons why organizations change. It then covers common reactions to change, success rates of change initiatives, and impact of change. Models of change management are presented, including those developed by Kurt Lewin, McKinsey, and Kotter. Resistance to change is examined along with reasons why change efforts fail. The conclusion emphasizes the importance of change for organizations to adapt to future challenges.
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The document discusses the nature and forces of organizational change. It states that change is vital to avoid stagnation, is a constant process, and is increasing in speed. Resistance to change stems from individual fears and uncertainties as well as threats to organizational structures and power dynamics. Effective change management involves open communication, participation in the process, and addressing the underlying sources of resistance. Models like Lewin's three-step model and Kotter's eight steps provide frameworks for guiding change initiatives.
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Mail me if you want it on akej0008@gmail.com
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Managing change is about transitioning from the old way of doing things to the new way. It involves recognizing the context and factors driving change, creating a clear vision and communicating it effectively, addressing resistance to change, and anchoring changes in the organizational culture. Key steps include forming a coalition to lead change, removing obstacles, creating short-term wins to build momentum, and focusing on continual improvement. Guiding principles are to have a plan but remain adaptable, involve stakeholders, set objectives to celebrate successes, and gain commitment. Successfully implementing change requires strong communication, training, and leadership support to guide the transition.
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Kotter's 8-Step Change Model outlines an 8-step process for leading change in organizations: 1) establish a sense of urgency, 2) form a powerful coalition, 3) create a vision, 4) communicate the vision, 5) remove obstacles, 6) create short-term wins, 7) build on the change, and 8) anchor new approaches in the culture. The model is based on Kotter's research of successful change initiatives at various organizations. While presented linearly, the steps are actually an ongoing cycle to maintain momentum of change. Each step provides actions leaders can take to guide their organization through the change process.
Organizational Change Methods
Organizational change occurs when a company transitions from its current state to a desired future state. There are various reasons for organizational change, including changes in business conditions, management, existing structures, technology, government policies, and scope. Lewin's three-stage model of planned change includes unfreezing the current state, changing to a new state through learning new behaviors and attitudes, and refreezing the new state through reinforcement. Similarly, Kotter's eight-step change model outlines key activities like creating urgency, forming a coalition, communicating a vision, empowering change, creating short-term wins, and anchoring changes in corporate culture. Managing organizational change effectively requires understanding change processes and motivating employees through the transition.
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查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
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在线办理(Murdoch毕业证书)莫道克大学毕业证电子版成绩单一模一样
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
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三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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Change management Kotter and Lewin
- 1. CHANGE MANAGEMENT FLORENCE F. A. OBONYO HAWA MPH, BSC KRN,KRM,KRCHN(PB)
- 2. CHANGE “Nothing is so painful to the human mind as a great and sudden change.” Mary Wollstonecraft Shelley, Frankenstein
- 3. CONTENT • Concept of change management • Kurt Lewins theory • John Kotters 8 step model
- 4. CONCEPT OF CHANGE Think of a change you have experienced a) why did you resist the change? b) what did others do to support you?
- 5. CHANGE MANAGEMENT Change management is a structured approach to shifting / transitioning individuals or teams from a current state to a desired future state Organizations and individuals need to update their practices to maintain durability. The prospects are usually quite intimidating
- 6. RESISTANCE TO CHANGE • It is the unwillingness to adapt to altered or new circumstances . It can be covert or overt, organized, or individual. www.balancecareers.com • Organizations or individuals may resist change to avoid leaving their comfort zone
- 7. RESISTANCE TO CHANGE Employees may resist change due to: fear of unknown or other threats Kurt Lewin suggests 3 steps to reduce resistance: •Unfreezing existing practices and ideas. •Change •Refreezing establish new norms and standard practices
- 8. KURT LEWIN’S THEORY • The group leader may due to pressure, create minimum resistance from the forces which want to maintain the status quo. Thus tension from the need to implement the new change becomes overwhelming This leads to unfreezing • Change is then introduced • Refreezing involves putting in place the new and better strategies of doing the same job. This will include training workers to acquire new knowledge, skills and attitudes
- 9. DR. JOHN KOTTERS 8 STEPS MODEL Step1- Create a feeling that change is needed and a sense of urgency. Assess any potential threats that could arise in the near or distant future. changes in technology or market demand for your products Step 2 – Form a powerful coalition .You will need allies and stakeholders. Having other visible members of staff united behind your vision sends a powerful message and helps spread support. Step 3 – Create and sell the vision for change. Develop a mission statement which should be frequently recited Step 4 – Communicate the desirable future
- 10. KOTTERS 8 STEP MODEL Step 5 – Empower the entire group and identify committed people. Remove any obstacles and facilitate the change Step 6 – Note and celebrate short term goals Step 7 –Be optimistic , do not give up Step 8 – Reward and reinforce the change making it part of the corporate culture This Photo by Unknown Author is licensed under CC BY-NC
- 11. CHANGE MANAGEMENT ( KOTTERS MODEL) STEP 1 Step 2 •Create a feeling that change is needed •Create a sense of urgency Step 2 and 3 •Create a vision which inspires •Communicate he vision clearly Step 5 •Remove obstacles •Involve those who may oppose STEP 5 • build a critical mass of committed people • Step 6: plan for easy wins and celebrate success • Step 7 don’t declare victory too soon- keep reinforcing the new values
- 12. MAINTAINING THE CHANGE Implementing change management in any organization requires visible signposts for communicating information to new employees They help to cement new ideas . Create , print and distribute articles, leaflets and banners for the transformation you want to take place.