Part 1Use your Organizational Change An Action-Oriented T.docx

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Part 1 Use your Organizational Change: An Action-Oriented Toolkit text to practice thinking about environmental forces facing an organization you are familiar with and their implications. For this discussion, use the PEST analysis completed in Toolkit Exercise 1.2 and this unit's resources to respond to the following: Describe at least one action that can be taken to move each of the factors from VUCA to VUCA prime. Part 2 Review Table 1.3, Managerial Roles and Organizational Change, in your Organizational Change: An Action-Oriented Toolkit text, paying particular attention to the descriptions of each of the five roles. For context, use the organization in which you work or an organization that you are familiar with. Think about changes, large or small, that have taken place in your selected organization and respond to the following: What role were you in when the change occurred? How did it feel to be in that role as part of the change? What were the outcomes of that change? What advice would you have for others about to experience a similar change in their organization? .

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What advice would you have for others about to experience a
similar change in their organization?

Discussion 1 : Consider an organizational change that you are familiar with. Provide an evaluation of the change initiative, and then respond to the following questions: What is the rationale presented for the change? What are the internal and external pressures considered in the change? To what extent are single versus multiple rationales utilized? Discussion 2: There are common change processes that face most organizations. Some of the changes affect the processes of doing business and some of the changes affect the people within the organization. Drawing from this week’s lecture and readings, choose one of the common change initiatives and define the issues that might emerge at the “front line” for those responsible for implementing or facilitating the change. Be sure to support your points with the concepts discussed in the text. .

OCD Reflective Journal 2ReflectionAs a student, I think that t.docx

hopeaustin33688

OCD Reflective Journal 2Reflection As a student, I think that the approach provided in OCD this semester was interesting and different than other subjects I have taken. It requires many reading, research and understanding of how organizations do change which I find to be challenging and requires my full attention to fully understand the content the unit requires for me to do. Other than the content, having an accurate referencing style and being able to connect both the company chosen with the theories and model can difficult specially being able to pick theories or models that is related to the company. There are many assessments I found to be very helpful which improved my knowledge and learnings. The Individual Exposition Essay was one of the most challenging assessments because it requires a lot of readings, and research for the assessment that being an individual assessment made it more difficult than it really seems to be. Also, the group written assessment was also helpful as it requires for the group to pick a company and implement the theories to the specific company chosen which was Apple. however it was easier than the individual written essay since the group knew about most of the theories and content of the unit. The least helpful activity or assessment in this unit was the individual notes on literature. This individual notes on literature took five weeks which requires reading and summarizing for only 5 marks which I found to be very low grade on a very big effort. Even though this helped me understand some of the basic theories for change I think it should have not been included in this unit because it took a lot of my time for just 1 mark a week. Also, Learning Reflection Journal 1 was not necessary at all since I personally didn’t gain knowledge of this journal since most of my research was general and I had no idea what I should really reflection myself with. Graduate Capabilities · Working both autonomously and collaboratively OCD made me depend on myself and prepare with my readings two weeks before my individual assessments since it requires a lot of readings and research. I only had the unit guide which was unclear at specific points and can be confusing at times which made me more focused on the unit than any other unit. This made me work with minimum supervision since it requires me to be independent and use problem techniques to try and use the best theories and methods for my assessments. When it comes to working in groups, it gave me less pressure since work is divided to each team member however one team member had problems with his part which forced me and others to do part of his work. This helped me be aware than sometimes team work can have downsides and I need to be prepared for any issues I might face. · Work in an environmentally, socially and culturally responsible manner With the assessments given specifically the group assessments since it requires to be very specific and requires the group .

NameDateCourse PSA Title _______________________.docx

pauline234567

Name: Date: Course: PSA Title: _________________________ Opening Statement: Role of Physical Educators: Role of Sport Leaders: Role of Exercise Scientists: Strategies and Steps Individuals can do: Word count: MGT 420 Case study #4 Presentation worksheet: Class Names Overview of the Organization: 1. Provide an overview of the chosen organization. 2. Justify the choice of the organization. · Why this organization? 3. Identify the change needed and how the issue has impacted the organization ( why is this a significant problem). Good place to have a citation on both the slides + note pages Organizational Subsystems in Need of Change Within the Organization: 1. Identify three of the subsystems in the organization that relate to the needed change that was identified. 2. Of the three subsystems chosen, identify the main subsystem that failed and led to the problem. 3. Provide a justification or explanation for choosing the main subsystem for change. Remember an individual is not a subsystem, a department would be an example of a subsystem. What is this the main subsystem (subsystem 1) and why? Good place to have a citation on both the slides + note pages Sub system 2 Sub systems 3 Impact of the Proposed Change on Two Other Organizational Subsystems: 1. Discuss how the proposed change will affect the other two subsystems identified. 2. Discuss any system realignment that may result from the changes proposed. Explain how the change in the main sub system (subsystem 1) affect the other 2 sub-systems? How will subsystem 2 change How will subsystem 3 change Subsystem Comparison to Another Organization: 1. Compare the chosen subsystem for change to the same subsystem in a different organization. The subsystem chosen should be from an organization that is successful in the area of change being proposed. Provide justification. Compare the main sub system (subsystem 1) in your chose organization to the same sub system in a comparison organization Good place to have a citation on both the slides + note pages Satisfaction of Three Stakeholders: 1. Identify any three stakeholders in the organization affected by the proposed change. 2. Explain how the proposed change will satisfy each of the three stakeholders identified. Identify 3 Stakeholders and how the change will affect them Stakeholder 1 (and how they will be affected) Stakeholder 2 (and how they will be affected) Stakeholder 3 (and how they will be affected) Good place to have a citation both the slides + note pages Ethical and Social Responsibility What does the organization’s website state about their view on ethics? Does the organization's published view on ethical standards conform to or differ from their practice(s)? Use the “ Four views of Ethics” to compare the published versus practiced ethical behavio.

SYSTEMS THEORYAs noted in the Learning Resources, systems theory p.docx

jonghollingberry

SYSTEMS THEORY As noted in the Learning Resources, systems theory provides a meaningful and beneficial means of examining challenges in health care organizations. To do this effectively, however, it is essential to assess all system components, as some may be relatively healthy while others are problematic. For this Assignment, you apply systems theory to the examination of a problem in a department or a unit within a health care organization. ( Note: You may use the same problem you identified for the Discussion as long as it meets the criteria for this assignment.) To prepare: · Review the Meyer article, “Nursing Services Delivery Theory: An Open System Approach,” in this week’s Learning Resources. Focus especially on the information presented in Table 1 (p. 2831) and Figure 2 (p. 2833). · Reflect on your organization or one with which you are familiar. Within a particular department or unit in this organization, identify a problem the staff is encountering. · Using Table 1 in the Meyer article as a guide, analyze the department or unit, identifying inputs, throughput, output, cycles of events, and negative feedback. Consider whether the problem you have selected relates to input, throughput, output, cycles of events, and/or negative feedback. · Think about how you could address the problem: Consider what a desired outcome would be, then formulate related goals and objectives, and translate those goals into policies and procedures. · Research professional standards that are pertinent to your identified problem. · Reflect on the organization’s mission statement and values. In addition, consider how addressing this problem would uphold the mission and values, while improving the organizational culture and climate. (Depending on the organization you have selected, you may have explored these in the Week 1 Discussion.) To complete: Write a 3- to 5-page paper (page count does not include title and reference page) that addresses the following: · Describe a department or unit within a health care organization using systems theory terminology. Include a description of inputs, throughput, output, cycles of events, and negative feedback. · Describe the problem you identified within the department or unit using an open- systems approach, and state where the problem exists using the systems theory model (input, throughput, output, cycles of events, or negative feedback). · Based on this information, explain how you would address the problem as follows: o Formulate a desired outcome. o Identify goals and objectives that would facilitate that outcome. o Translate those goals and objectives into policies and procedures for the department or unit. o Describe relevant professional standards. · Explain how your proposed resolution to the problem would uphold the organization’s mission and values and improve the culture and climate. *This paper must include a title page, introduction, summary, and references. * Follow APA 6 th ed for the ci.

It 284 week 2 discussion question 2

diatreasfiltgraph1988

Mgt 415 week 3 discussion questions

ipeqgagaf1971

Application Systems TheoryAs noted in the Learning Resources,.docx

mammiesfa

Application: Systems Theory As noted in the Learning Resources, systems theory provides a meaningful and beneficial means of examining challenges in health care organizations. To do this effectively, however, it is essential to assess all system components, as some may be relatively healthy while others are problematic. For this Assignment, you apply systems theory to the examination of a problem in a department or a unit within a health care organization. ( Note: You may use the same problem you identified for the Discussion as long as it meets the criteria for this assignment.) To prepare: Review the Meyer article, “Nursing Services Delivery Theory: An Open System Approach,” in this week’s Learning Resources. Focus especially on the information presented in Table 1 (p. 2831) and Figure 2 (p. 2833). Reflect on your organization or one with which you are familiar ( Refer to the first discussion you did for me, My organization is a hospital University of Maryland Medical center ) . Within a particular department or unit in this organization, identify a problem the staff is encountering. Using Table 1 in the Meyer article as a guide, analyze the department or unit, identifying inputs, throughput, output, cycles of events, and negative feedback. Consider whether the problem you have selected relates to input, throughput, output, cycles of events, and/or negative feedback. Think about how you could address the problem: Consider what a desired outcome would be, then formulate related goals and objectives, and translate those goals into policies and procedures. Research professional standards that are pertinent to your identified problem. Reflect on the organization’s mission statement and values. In addition, consider how addressing this problem would uphold the mission and values, while improving the organizational culture and climate. (Depending on the organization you have selected, you may have explored these in the Week 1 Discussion.) To complete: Write a 4- to 5-page paper (page count does not include title and reference page) that addresses the following: (1) Describe a department or unit within a health care organization using systems theory terminology. Include a description of inputs, throughput, output, cycles of events, and negative feedback. (2) Describe the problem you identified within the department or unit using an open- systems approach, and state where the problem exists using the systems theory model (input, throughput, output, cycles of events, or negative feedback). (3) Based on this information, explain how you would address the problem as follows: (a) Formulate a desired outcome. (b) Identify goals and objectives that would facilitate that outcome. (c) Translate those goals and objectives into policies and procedures for the department or unit. (d) Describe relevant professional standards. (4) Explain how your proposed resolution to the problem would uphold the organization’s mission and values and impro.

Theory-of-Change.pdf

pophius

Strategies for Change Week 7: "The Hard Side of Change Management" Change is a challenge. This isn’t news. We focus on all the elements that may stand in our way such as human resistance, poor leadership, or lack of motivation. But sometimes we get so wrapped up in these soft elements of change that we overlook the nuts and bolts, the hard elements that are important to making change successful. Initial Post Instructions After reading “The Hard Side of Change Management” this week, it will be fruitful to explore additional theories of change management. To prepare for the discussion forum this week, conduct some research on other theories: complexity theory; Kurt Lewin's Force Field Analysis (Unfreeze, Change, Freezing); Morgan's Images of Organization or related articles. Compare and contrast these models with Kotter's 8 Steps to Change . At this point, refrain from personal opinion - focus on an objective analysis of the theories themselves. Follow Up Posts, 75-150 words minimum After your initial post, read over the items posted by your peers and your instructor. Select at least two different posts, and address the following items in your responses: i. Did your peer’s assessment of the different theories offer new insights to you? ii. What questions remain in your mind after reading their analyses of these change model? Invite further conversation about these theories. Patricia McCarthy Kurt Lewin’s Force Field Analysis involved three steps, unfreezing, moving and refreezing. Lewin’s three concepts considered the ideas of shaping and incorporating a way to deal with the investigating, comprehension and achieving change at the organizational and societal level. The unfreezing stage was based on that the balance should be destabilized (unfrozen) before old conduct can be disposed of (unlearned) and new conduct effectively embraced. Under the moving stage one should try to consider every one of the powers at work and distinguish and assess, on a testing premise, all the accessible alternatives. In the final stage refreezing new conduct must be, somewhat, compatible with the remainder of the conduct, character and condition of the person or it will just prompt another round of disconfirmation. Morgan’s tactic was based on the principle that organization concepts depended on the understanding of images of the organization. Metaphors can be viewed as ideas which can support the understanding of an organization. Morgan’s ideas “metaphors” are a machine, an organism, an information processor (brain), a culture, a political system, a psychic prison, a flux and transformation, an instrument of domination. Morgan’s metaphors have filled in as methods for translating hierarchical issues, as beginning stages for research, and as edges for characterizing writing in the field. The metaphors also include various theories and means of making sense of organizations while some scholars see them as a tool to analyze and.

California How Well the Organization Is Responding to The Change.docx

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dentify a change initiative within your current or previous orga.docx

cargillfilberto

dentify a change initiative within your current or previous organization of which you were a participant . Discuss 2 successful systems of communication that were used in the organization in which you worked during this change initiative. Clearly define two (2) successful systemic communication strategies used Why, in your opinion, were these strategies effective? What were the reactions of the participants? Discuss two (2) challenges the organization had to overcome to effect the change Include how these challenges were overcome using the systems thinking approach to managing change Organization and Structure Categorize and label each section of your first responsive post with APA Headers (e.g., Situation, Communication System, Two Systemic Communication Strategies and Rational, Overcoming Two Challenges) Follow APA guidelines for citing your work. Cite from your textbook Senge and the Alonso article .

ASSIGNMENT 2SLP MOD 3SLP 3, MOD 3 ASSIGNMENTModule .docx

braycarissa250

***ASSIGNMENT 2 SLP MOD 3** SLP 3, MOD 3 ASSIGNMENT Module 3 - SLP The Four Change Antecedents: Culture, Capacity, Commitment, and Capability For the Module 3 SLP, you are asked to administer the adapted Organizational Readiness to Change (Climate of Change) to someone you know who has experienced a major workplace change. As you learned from the Background materials, one of the four factors that may be used to determine the potential success of a major organizational change is the organization’s culture; that is, the organization’s culture must exist in a state that is ready for—and amenable to—major change or organizational transformation. For purposes of this SLP, you are free to administer the survey to someone who has experienced either a major (transformational) or minor organizational change. This adapted survey is intended to measure an organization’s readiness to change from the perspective of the organization’s culture. Download the survey: Organizational Change Questionnaire - Climate of Change - Adapted). Following completion of the survey, respond to the following in a 3- to 4-page paper: 1.Identify the nature of the change: What was the change that the organization experienced? Then, identify the change as a minor or major organizational change. 2.Was the organizational change successful? In other words, does the interviewee believe that the organization achieved its stated purpose? 3.Provide the total score and the level of readiness for organizational change. 4.From the perspective of the organization’s culture, what does the interviewee believe was the single, most important characteristic of the organization’s culture that contributed to the success or failure of the change (e.g., open communication/ poor communication, high level of trust/ mistrust, etc.)? How does this identified characteristic compare with the general responses (and the total score) given by the interviewee? 5.Conclude your SLP by commenting on the extent to which the interviewee’s organizational culture contributed to the success or failure of the change. How do the interviewee’s responses inform (or align with) the success or failure of the organizational change? SLP Assignment Expectations 1.Your SLP should be 3-4 pages in length (not including Cover and Reference pages). 2.Be sure to cite your sources using APA Style. 3.Upload your paper to the SLP 3 Dropbox before the assignment due date. •Module◦Characterize adaptive versus planned organizational change, and distinguish these organizational change processes from organizational transformation. ◦Explain the role that four antecedents—namely Culture, Commitment, Capacity, and Capability—play in successful organizational change. •Case◦Assess the extent to which Culture, Commitment, Capability, and Capacity factor into the readiness for purposeful organizational change processes. •SLP◦Following the administration of an adapted Organizational Climate questionnaire, determine the extent to which ...

L1Q1 Have you ever made an assumption about the causes of ano.docx

LaticiaGrissomzz

L1Q1: Have you ever made an assumption about the causes of another person's behavior at work (e.g., poor performance) that you based your response to the person on, where the assumption turned out to be wrong? Briefly describe the situation. What was the consequence for you, for the other person, and for the organization? Have you ever been the "victim" of an incorrect assumption? Tell us about it. L1Q2: HHave you ever been involved in creating an organization's mission statement? If so, was it easy or difficult? If it's difficult, what did you find hard about it? Were the difficulties just conceptual, or was organizational politics involved in articulating what the organization should be doing? L1Q4: Evaluate your own behaviors as a manager, and/or the behaviors of the person who manages you. How effective or ineffective are you/your manager? Which of Mintzberg's managerial role behaviors do you/your manager exhibit? Which ones do you/your manager not exhibit but should? Being as honest as you can, how well or poorly are you/your manager carrying out these roles? What could you/your manager do to improve? L2Q1: Describe the external environment, primary tasks, size and technology of an organization that you (or someone you know) have been a member of (now or in the past). As best you can, describe this organization’s overall design and the design of its subunits (i.e., its departments, divisions, etc.) in terms of the “organic” and “mechanistic” concepts. Evaluate the appropriateness of its design in relation to the contingency factors identified above. That is, to what extent does the design "fit" its external environment, primary tasks, size, and technology? If the fit is not very good, how would you re-design the organization differently? How is the design affecting performance? L2Q2: What, in general, would you consider to be the most and least desirable characteristics of the functional, divisional, and matrix approaches to structural differentiation? Why? Which of these structures do you think you would be most comfortable working in, and why? L2Q3: Describe as best you can the organization where you work (or one you have known in the past) in terms of how subunits are differentiated. Does this approach to structure appear to be effective or ineffective? Why? If the organization's structure has some shortcomings, what are they, and how would you re-structure it? L3Q1: Describe a situation or two that you have observed, or been a part of, at work (or on a team or club or formal group that you were a member of) that involved use of the integrative mechanisms we have discussed. Which mechanisms were they, and how were they applied? L3Q2: Which of the above integration attempts worked well? Which worked poorly? Why? What do you think could have been done to integrate the organization more effectively? L3Q3: Have you ever found yourself in a job conflict or job overload situation due to multiple lines of authority? How did you react.

1 week 6 assignment ebp change process formace star model o

SUKHI5

1.Describe a situation in which you were part of a formal work g.docx

elliotkimberlee

1. Describe a situation in which you were part of a formal work group and one of the members of the group did not contribute much work to the project. How did the other group members deal with this person? How did this person’s behavior affect the attitude of the other group members? 2. If you were creating a project team for an organization, what kinds of factors would you take into consideration in deciding the composition of the team? Would these factors be different if you were putting together a problem-solving team? Why, or why not? 3. People handle conflict in different ways. Assume you are the project leader and two of your team members (who report to you) are trying to negotiate who will take the major share of the work on a new project. Both feel they are overwhelmed and overworked already and neither wants the additional responsibility. Assume one of the team members has a competing style and the other prefers a collaborative style of conflict resolution. What do you think the outcome of the negotiation will be? Explain your answer. 4. Identify the stages of team development. Define the main issues at each stage and the actions that the project can take to assist the team through each stage. 5. “All managers should be leaders, but not all leaders should be managers.” Do you agree or disagree with this statement? Support your position. Each response should be at least 75 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. Pinto, J. K. (2010). Project management: Achieving competitive advantage (2nd ed.). Upper Saddle River, NJ: Prentice Hall. .

and Organizational Success of Implementation.docx

write5

Ogc chap 8

BHUOnlineDepartment

225798313 hh2800-1041530 - copy

homeworkping10

225798313 hh2800-1041530

homeworkping10

PART B Please response to these two original posts below. Wh.docx