Running head: ASSIGNMENT 3 1
ASSIGNMENT 3 6
Assignment 3
Managing Organizational Change
Daniel Hernandez
Strayer University
HRM560-Managing Organizational Change
Dr. Zakia R. Batchelor
February 18, 2020
Managing Organizational Change
The invention in the business world has led to rapid transformation in many Organizations. In order to remain in production, business organizations are faced with an inevitable need for change. Transformations determine which companies thrive, and that fades. To effect the move, the company faces resistance since you don't know how to go about it, who to involve, and what is in it for employees (Burnes, B., & Randall, J. 2015). There exist many theories that try to explain management change, but the outstanding one is Kotter's 8-step change model. According to Kotter, successful change in an organization such as Walmart retail cooperation involves systematic steps these steps are Establishing a sense of urgency, create a coalition, Develop vision and strategy, communicate the vision, empower broad-based action, Generating short-term wins, consolidating gains and producing more change and anchoring new approaches into the society. These steps and their application are discussed below.
Creating a sense of urgency
Intelligence urgency refers to communicating with employees on the importance of acting promptly and without delay. It describes a positive state of mind that managers should evoke to those they lead. It is not a tool of pointing how competitors are better off or showing people poor sales statistics, but, opens a convincing honest dialogue about the internal affairs of the business (Centrella, S. 2019). As a leader of a company such as Walmart retail store, one can do the following to create a sense of urgency: see probable uncertainties and extend proposal of what can take place in future, and also requests outside help from customer and business people to reinforce his case.
Creating a coalition
At this stage of transformation of a company, the management unites a group of people who have qualities to lead and can facilitate teamwork. Convincing group staff that change is important takes able leadership qualities and visible assistance from the organization. In order to create a strong coalition, one has to spot leaders and stakeholders who commit one to team building and assess the team for weaker areas.
Vision for change
Change comes about because of the idea that things can be handled differently. Having a clear vision can help employees understand why they have to do this and that in the company. If the workforce sees for themselves what you intend to archive, the directive given tends to make sense and is followed without resistance (Lawrence, P. 2014). What one needs to do in order to archive vision change includes determining the principles that are essential to change, documenting in summary where you see the company in prospect, create strategies to meet objectives i ...
Running head 8-STEP MODEL18-STEP MODEL7.docxhealdkathaleen
Running head: 8-STEP MODEL 1
8-STEP MODEL 7
Managing Organizational Change
Student’s name:
Professor’s name:
Course title:
Date:
Managing Organizational Change
The innovation in the business world has lead to quick change in numerous Organizations. So as to stay underway, business associations are confronted with an unavoidable requirement for change. , the business must embrace innovation and procedures so as to manage contenders. Changes figure out which organizations flourish, and that blurs. To impact the move, the organization faces obstruction since you don't have a clue how to go about it, who to include, and how might this benefit representatives (Burnes, B., and Randall, J. 2015). There exist many theories that try to explain management change, but the outstanding one is Kotter's 8-step change model. According to Kotter, successful change in an organization such as Sear Roebuck cooperation involves systematic steps. These steps are establishing a sense of urgency, create a coalition, Develop vision and strategy, communicate the vision, empower broad-based action, Generating short-term wins, consolidating gains and producing more change and anchoring new approaches into the society. These steps and their application in management change are discussed below.
Creating a sense of urgency
Intelligence urgency refers to communicating with employees on the importance of acting promptly and without delay. It describes a positive state of mind that managers should evoke to those they lead. It is not a tool of pointing how competitors are better off or showing people poor sales statistics, but, opens a convincing honest dialogue about the internal affairs of the business (Centrella, S. 2019). As a leader of a company such as Sears Roebuck Company, one can do the following to create a sense of urgency: see probable uncertainties and extend proposal of what can take place in future, and also requests outside help from customer and business people to reinforce his case
Creating a coalition
At this phase of change of an organization, the administration joins a gathering of individuals who have characteristics to lead and can encourage collaboration. A solid group from over the association is a significant instrument for pioneers who are supporting for new change in the organization. Concluding who to remember for the group is additionally significant. A significant instrument in an alliance is decent variety: the group made must contains people who have immense experience, aptitudes, and systems in the business world. Character characteristics likewise assume a basic job in the business condition and influence our day by day exercises and association with others in the association. Childishness and interruptions is a portion of the individual qualities that prevent cooperation, accordingly easing back the procedure of progress. Persuading bunch staff that change is significant takes capable initiative characteristics and noticeabl ...
Running head 8-STEP MODEL18-STEP MODEL7.docxtoddr4
Running head: 8-STEP MODEL 1
8-STEP MODEL 7
Managing Organizational Change
Student’s name:
Professor’s name:
Course title:
Date:
Managing Organizational Change
The innovation in the business world has lead to quick change in numerous Organizations. So as to stay underway, business associations are confronted with an unavoidable requirement for change. , the business must embrace innovation and procedures so as to manage contenders. Changes figure out which organizations flourish, and that blurs. To impact the move, the organization faces obstruction since you don't have a clue how to go about it, who to include, and how might this benefit representatives (Burnes, B., and Randall, J. 2015). There exist many theories that try to explain management change, but the outstanding one is Kotter's 8-step change model. According to Kotter, successful change in an organization such as Sear Roebuck cooperation involves systematic steps. These steps are establishing a sense of urgency, create a coalition, Develop vision and strategy, communicate the vision, empower broad-based action, Generating short-term wins, consolidating gains and producing more change and anchoring new approaches into the society. These steps and their application in management change are discussed below.
Creating a sense of urgency
Intelligence urgency refers to communicating with employees on the importance of acting promptly and without delay. It describes a positive state of mind that managers should evoke to those they lead. It is not a tool of pointing how competitors are better off or showing people poor sales statistics, but, opens a convincing honest dialogue about the internal affairs of the business (Centrella, S. 2019). As a leader of a company such as Sears Roebuck Company, one can do the following to create a sense of urgency: see probable uncertainties and extend proposal of what can take place in future, and also requests outside help from customer and business people to reinforce his case
Creating a coalition
At this phase of change of an organization, the administration joins a gathering of individuals who have characteristics to lead and can encourage collaboration. A solid group from over the association is a significant instrument for pioneers who are supporting for new change in the organization. Concluding who to remember for the group is additionally significant. A significant instrument in an alliance is decent variety: the group made must contains people who have immense experience, aptitudes, and systems in the business world. Character characteristics likewise assume a basic job in the business condition and influence our day by day exercises and association with others in the association. Childishness and interruptions is a portion of the individual qualities that prevent cooperation, accordingly easing back the procedure of progress. Persuading bunch staff that change is significant takes capable initiative characteristics and noticeabl.
20 Management ServicesSummer 2012 Change Management
Effective Change Management:
The Simple Truth
I
n a previous life I remember
walking into my new boss's
office for my induction talk
- it was my first day of my first
people management job and
I was full of excitement and
anticipation. Then he sat me
down and said: "Your job is
to get the unwilling to do the
impossible for the ungrateful."
I nearly turned around
and walked back out the
door! If we put our hands
on our hearts how many of
us would admit that change
management sometimes
feels like this? A recent
change management study
by Towers Watson surveyed
over 600 organisations that
have recently gone through
significant change and
unearthed the practices that
are at the heart of effective
change management. They are
simple truths and can make
the difference between success
and failure in many cases, but
evidence suggests that they
are often forgotten when in
the midst of a challenging
change project.
It is a fact that change is
a constant reality for any
organisation looking to
survive and thrive in these
turbulent and uncertain
times. When you boil it
up, change is about doing
things differently or doing
different things. Whether
you have to change, help
others change or define what
the change is, we all have a
vested interest in getting it
right. Our recently published
research shines a light on
what those organisations
that are effective at change
management have in common
when it comes to managing
change. So bearing this in
mind, the first issue to put to
bed is what do we mean here
when we say 'effective change
management'? In a nutshell,
if change programmes
achieve their stated goals on
time and within budget and
deliver sustainable benefit
then that would fit most
people's definition. We used
this definition to classify
organisations that are really
good at change management
and then looked at what they
did well in comparison with
their peers.
Significantly and perhaps
not surprisingly, we also
found that those businesses
that plan and execute change
well are also the ones that
are outperforming their
peers when it comes to
bottom line performance.
Companies highly effective
at both communication and
other change management
activities are 2.5 times as likely
to outperform their peers that
are not highly effective in
either area.
So considering the
prevalence of change -
and the effect of change
management on bottom-line
performance - there are plenty
of reasons to take a hard look
at how those organisations
are approaching change
management and to learn the
lessons.
From our research we
found that the following
are self-evidently true
Effective change management
is a little bit art and a little
bit science. The best change
practitioners balance rational,
data driven approaches with
a deep understanding of
emotional drivers. It's about
understanding the unique
needs of the business and its
people and then applying
insight and the right tools
to deliver the change. It is.
Change management and Managing Change as a ProcessRajlaxmi Bhosale
The process of causing a function , practice, or thing to become different somehow compared to what it is at present or what it was in the past.Types of Changes Understanding Change Management.Understanding,Planning and Implementing Change
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY Comment by Anne Richards: Report format required with table of contents, executive summary (succinct overview of whole report, about one page.
Change management planning process within an organization development model
Executive summary
Introduction
Organizations in the present day are in a constant state of change. This is necessary as they respond to the call of the fast-changing business environment in which they operate. External, internal, global, and technological environments are fast-changing hence the need to change a management strategy (Butler, 2015). √ This has a meaning that workplace systems together with strategies must continually change to adapt to these trends. A case study is presented in this paper where the management is to plan and communicate changes in senior management and additional stuff. The key emphasis is given to the way, the management is going to plan, communicate and ensure the organizations adopts these changes without affecting the morale of workers. It will be argued that a comprehensive communication strategy is Comment by Anne Richards: There has to be a significant change to ethos of business eg expansion overseas or takeover/merger
essential …
Change management planning process within an organization development model
A good management change plan can bring a smooth transition and incorporation of changes in an organization. This plan will ensure employees are well guided in the whole process of change. Comment by Anne Richards: Write this as an argument statement and put in Executive Summary
Introduction
Studies have shown that There is a 70 % failure rate in the incorporation of changes in an organization. The biggest obstacle has been negative attitudes from employees (Pollack, 2015). How do we then curb this ugly side of the organizational changes? The following are smooth steps that will help plan for the changes in employee structure. Comment by Anne Richards: First sentence but provide soutce
Defining the change clearly and aligning it with the business goals; employees should be notified about the changes and be educated on how it is in line with business goals and objectives. Clear communication and explanation of the change and how it relates to the business mission, vision, objectives, and strategy will give employees an insight into the importance of these changes. Employees should be notified about the changes, provided regular updates and be educated on how it is in line with business goals and objectives. Determination of the impacts of the affected group will be key in carrying out the changes. It is a heart taking moment for senior employees to be demoted in this case or for their roles to be merged and one or two employees retrenched. Comment by Anne Richards: Rewrite as one complete strong sentence Comment by Anne Rich ...
20 Rules of Change Management in Organizations by Catherine AdenleCatherine Adenle
20 Rules of Change Management in Organizations.
When implementing change, no two organizations are the same, nor is there a ’one-size-fits-all’ approach because each organisation is different in structure, size, vision, culture, business needs and most all, each change management is different. However, despite the range of approaches to change management, there are common guidelines for delivering a successful change. The content of this presentation is intended as a tool to facilitate best practice of change management, thereby guide the actions that will result to successful change.
2Change ImplementationDeyanira DiazSouthern New Ha.docxstandfordabbot
2
Change Implementation
Deyanira Diaz
Southern New Hampshire University
MBA 687
Dr. Rivero
October 2, 2022
Change Implementation
Organizational change is a complex process that requires detailed planning to succeed. A change management plan is, therefore, needed to ensure successful implementation. The plan helps manage the change process and controls schedule, scope, budget, resources, and communication. A change management plan also helps manage employee responses to organizational change. Employees respond differently to change. Some will be eager to use new processes and procedures, while others will resist. Bad communication, fear of the unknown, lack of support from the management, lack of understanding of the reason for the change, and fear of failure are some of the reasons why employees resist organizational change. No matter the reaction, a change management plan should provide a complete roadmap, as well as, tools to successfully implement change and support employees as they transition through change. In this report, I will analyze the pre-implementation and implementation stages of the change management plan in the U.S. branch.
Key Stakeholders and their Significance
Key stakeholders are individuals or groups with an interest in a change initiative and can either affect or be affected by the change. The president, the vice president, and business unit leaders are the key stakeholders in the change process. These individuals want to see successful change implementation to ensure company goals are met. Their main roles include creating a change vision and communicating change throughout the organization.
Each stakeholder’s role plays a significant part in gaining acceptance, buy-in, as well as, support for change across the organization and departments. As indicated above, one major role of the key stakeholders is to create a change vision. A change vision gives employees a picture of what the company will look like in the future after change implementation (Tanner, 2021). Also, a change vision tells employees why they should let go of the past and embrace the future. In other words, having a vision of change helps employees understand the reason for the change and the benefits it can bring. This, in turn, will create buy-in, support, and acceptance for the proposed change. Besides that, key stakeholders communicate the proposed change across departments and throughout the organization. Effective communication can encourage employees to embrace change and make them aware of the objectives and vision for change (Hasanaj, 2022). Additionally, effective communication can help the organization to convince employees that the existing state of affairs is no longer suitable. It can also encourage employees to support and accept the new state. It is necessary to be honest and clear when communicating change to create buy-in. It is also important to communicate how the change will affect employees to keep them engaged.
Every s.
IntroductionOmnicare Inc. is a specialized pharmacy that provide.docxmariuse18nolet
Introduction
Omnicare Inc. is a specialized pharmacy that provides medication to long term care facilities and nursing homes (Omnicare, n.d.). I currently work for Omnicare, Inc. and we have been going through transformational changes over the last several months. One of the changes is offshoring, or outsourcing overseas or outside the company. Offshoring and outsourcing can be risky, but it is used to minimize costs and increase profits within an organization. The reason there is a risk is because quality and service could be impacted with the change. Some internal stakeholders were affected by the offshoring because there were layoffs, but other external stakeholders were not affected in a negative way. Due to the changes and offshoring, profit was higher; therefore more money could be made (Worley, 2012).
The reason there was these changes within the organization was because of extremely poor management choices and money not being used wisely. It was a risk that executives were willing to make to attempt to lower overhead costs and increase profit margins. Before offshoring there was no clear path and no one person in charge of specific departments. The left hand did not know what the right hand was doing and we were on the verge of a complete collapse because of such poor choices. There was also a lot of conflict within certain departments and they felt it would limit the conflicts as well.
In my opinion, it was a terrible choice and impacted customers greatly. The quality of service was impacted and wait times were much longer to speak with someone to be assisted. It also impacted many families who were laid off and no longer had a job. I think there were other ways to curb the costs then offshoring and outsourcing. It left many employees feeling no security as so many changes were being made. There was also a lot more work that was left on remaining workers which then lowered the morale.
Transformational Change
Transformational change is driven by organizations needing to reinvent and create new visions and implement new structures in assisting with the company’s overall goals and objectives. This could be a new system for streamlining, change of goals, or other new technology. These are all considered transformational changes because it is an internal process that will impact the entire organization and allow the company to reposition themselves within the market. A firm cannot just keep doing what it has been doing because other competitors will end up passing them with new improvements and changes and the firm could lose customers and even go under because they are not willing to adapt to the changes in the market (Carter, 2014).
A managers role in transformational change is very simple, influence, inspire, and lead. Managers need to be able to influence their associates by setting a great example and being a positive role model during the change. They should also be able to inspire and motivate their associates so that they can co.
Running head 8-STEP MODEL18-STEP MODEL7.docxhealdkathaleen
Running head: 8-STEP MODEL 1
8-STEP MODEL 7
Managing Organizational Change
Student’s name:
Professor’s name:
Course title:
Date:
Managing Organizational Change
The innovation in the business world has lead to quick change in numerous Organizations. So as to stay underway, business associations are confronted with an unavoidable requirement for change. , the business must embrace innovation and procedures so as to manage contenders. Changes figure out which organizations flourish, and that blurs. To impact the move, the organization faces obstruction since you don't have a clue how to go about it, who to include, and how might this benefit representatives (Burnes, B., and Randall, J. 2015). There exist many theories that try to explain management change, but the outstanding one is Kotter's 8-step change model. According to Kotter, successful change in an organization such as Sear Roebuck cooperation involves systematic steps. These steps are establishing a sense of urgency, create a coalition, Develop vision and strategy, communicate the vision, empower broad-based action, Generating short-term wins, consolidating gains and producing more change and anchoring new approaches into the society. These steps and their application in management change are discussed below.
Creating a sense of urgency
Intelligence urgency refers to communicating with employees on the importance of acting promptly and without delay. It describes a positive state of mind that managers should evoke to those they lead. It is not a tool of pointing how competitors are better off or showing people poor sales statistics, but, opens a convincing honest dialogue about the internal affairs of the business (Centrella, S. 2019). As a leader of a company such as Sears Roebuck Company, one can do the following to create a sense of urgency: see probable uncertainties and extend proposal of what can take place in future, and also requests outside help from customer and business people to reinforce his case
Creating a coalition
At this phase of change of an organization, the administration joins a gathering of individuals who have characteristics to lead and can encourage collaboration. A solid group from over the association is a significant instrument for pioneers who are supporting for new change in the organization. Concluding who to remember for the group is additionally significant. A significant instrument in an alliance is decent variety: the group made must contains people who have immense experience, aptitudes, and systems in the business world. Character characteristics likewise assume a basic job in the business condition and influence our day by day exercises and association with others in the association. Childishness and interruptions is a portion of the individual qualities that prevent cooperation, accordingly easing back the procedure of progress. Persuading bunch staff that change is significant takes capable initiative characteristics and noticeabl ...
Running head 8-STEP MODEL18-STEP MODEL7.docxtoddr4
Running head: 8-STEP MODEL 1
8-STEP MODEL 7
Managing Organizational Change
Student’s name:
Professor’s name:
Course title:
Date:
Managing Organizational Change
The innovation in the business world has lead to quick change in numerous Organizations. So as to stay underway, business associations are confronted with an unavoidable requirement for change. , the business must embrace innovation and procedures so as to manage contenders. Changes figure out which organizations flourish, and that blurs. To impact the move, the organization faces obstruction since you don't have a clue how to go about it, who to include, and how might this benefit representatives (Burnes, B., and Randall, J. 2015). There exist many theories that try to explain management change, but the outstanding one is Kotter's 8-step change model. According to Kotter, successful change in an organization such as Sear Roebuck cooperation involves systematic steps. These steps are establishing a sense of urgency, create a coalition, Develop vision and strategy, communicate the vision, empower broad-based action, Generating short-term wins, consolidating gains and producing more change and anchoring new approaches into the society. These steps and their application in management change are discussed below.
Creating a sense of urgency
Intelligence urgency refers to communicating with employees on the importance of acting promptly and without delay. It describes a positive state of mind that managers should evoke to those they lead. It is not a tool of pointing how competitors are better off or showing people poor sales statistics, but, opens a convincing honest dialogue about the internal affairs of the business (Centrella, S. 2019). As a leader of a company such as Sears Roebuck Company, one can do the following to create a sense of urgency: see probable uncertainties and extend proposal of what can take place in future, and also requests outside help from customer and business people to reinforce his case
Creating a coalition
At this phase of change of an organization, the administration joins a gathering of individuals who have characteristics to lead and can encourage collaboration. A solid group from over the association is a significant instrument for pioneers who are supporting for new change in the organization. Concluding who to remember for the group is additionally significant. A significant instrument in an alliance is decent variety: the group made must contains people who have immense experience, aptitudes, and systems in the business world. Character characteristics likewise assume a basic job in the business condition and influence our day by day exercises and association with others in the association. Childishness and interruptions is a portion of the individual qualities that prevent cooperation, accordingly easing back the procedure of progress. Persuading bunch staff that change is significant takes capable initiative characteristics and noticeabl.
20 Management ServicesSummer 2012 Change Management
Effective Change Management:
The Simple Truth
I
n a previous life I remember
walking into my new boss's
office for my induction talk
- it was my first day of my first
people management job and
I was full of excitement and
anticipation. Then he sat me
down and said: "Your job is
to get the unwilling to do the
impossible for the ungrateful."
I nearly turned around
and walked back out the
door! If we put our hands
on our hearts how many of
us would admit that change
management sometimes
feels like this? A recent
change management study
by Towers Watson surveyed
over 600 organisations that
have recently gone through
significant change and
unearthed the practices that
are at the heart of effective
change management. They are
simple truths and can make
the difference between success
and failure in many cases, but
evidence suggests that they
are often forgotten when in
the midst of a challenging
change project.
It is a fact that change is
a constant reality for any
organisation looking to
survive and thrive in these
turbulent and uncertain
times. When you boil it
up, change is about doing
things differently or doing
different things. Whether
you have to change, help
others change or define what
the change is, we all have a
vested interest in getting it
right. Our recently published
research shines a light on
what those organisations
that are effective at change
management have in common
when it comes to managing
change. So bearing this in
mind, the first issue to put to
bed is what do we mean here
when we say 'effective change
management'? In a nutshell,
if change programmes
achieve their stated goals on
time and within budget and
deliver sustainable benefit
then that would fit most
people's definition. We used
this definition to classify
organisations that are really
good at change management
and then looked at what they
did well in comparison with
their peers.
Significantly and perhaps
not surprisingly, we also
found that those businesses
that plan and execute change
well are also the ones that
are outperforming their
peers when it comes to
bottom line performance.
Companies highly effective
at both communication and
other change management
activities are 2.5 times as likely
to outperform their peers that
are not highly effective in
either area.
So considering the
prevalence of change -
and the effect of change
management on bottom-line
performance - there are plenty
of reasons to take a hard look
at how those organisations
are approaching change
management and to learn the
lessons.
From our research we
found that the following
are self-evidently true
Effective change management
is a little bit art and a little
bit science. The best change
practitioners balance rational,
data driven approaches with
a deep understanding of
emotional drivers. It's about
understanding the unique
needs of the business and its
people and then applying
insight and the right tools
to deliver the change. It is.
Change management and Managing Change as a ProcessRajlaxmi Bhosale
The process of causing a function , practice, or thing to become different somehow compared to what it is at present or what it was in the past.Types of Changes Understanding Change Management.Understanding,Planning and Implementing Change
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY Comment by Anne Richards: Report format required with table of contents, executive summary (succinct overview of whole report, about one page.
Change management planning process within an organization development model
Executive summary
Introduction
Organizations in the present day are in a constant state of change. This is necessary as they respond to the call of the fast-changing business environment in which they operate. External, internal, global, and technological environments are fast-changing hence the need to change a management strategy (Butler, 2015). √ This has a meaning that workplace systems together with strategies must continually change to adapt to these trends. A case study is presented in this paper where the management is to plan and communicate changes in senior management and additional stuff. The key emphasis is given to the way, the management is going to plan, communicate and ensure the organizations adopts these changes without affecting the morale of workers. It will be argued that a comprehensive communication strategy is Comment by Anne Richards: There has to be a significant change to ethos of business eg expansion overseas or takeover/merger
essential …
Change management planning process within an organization development model
A good management change plan can bring a smooth transition and incorporation of changes in an organization. This plan will ensure employees are well guided in the whole process of change. Comment by Anne Richards: Write this as an argument statement and put in Executive Summary
Introduction
Studies have shown that There is a 70 % failure rate in the incorporation of changes in an organization. The biggest obstacle has been negative attitudes from employees (Pollack, 2015). How do we then curb this ugly side of the organizational changes? The following are smooth steps that will help plan for the changes in employee structure. Comment by Anne Richards: First sentence but provide soutce
Defining the change clearly and aligning it with the business goals; employees should be notified about the changes and be educated on how it is in line with business goals and objectives. Clear communication and explanation of the change and how it relates to the business mission, vision, objectives, and strategy will give employees an insight into the importance of these changes. Employees should be notified about the changes, provided regular updates and be educated on how it is in line with business goals and objectives. Determination of the impacts of the affected group will be key in carrying out the changes. It is a heart taking moment for senior employees to be demoted in this case or for their roles to be merged and one or two employees retrenched. Comment by Anne Richards: Rewrite as one complete strong sentence Comment by Anne Rich ...
20 Rules of Change Management in Organizations by Catherine AdenleCatherine Adenle
20 Rules of Change Management in Organizations.
When implementing change, no two organizations are the same, nor is there a ’one-size-fits-all’ approach because each organisation is different in structure, size, vision, culture, business needs and most all, each change management is different. However, despite the range of approaches to change management, there are common guidelines for delivering a successful change. The content of this presentation is intended as a tool to facilitate best practice of change management, thereby guide the actions that will result to successful change.
2Change ImplementationDeyanira DiazSouthern New Ha.docxstandfordabbot
2
Change Implementation
Deyanira Diaz
Southern New Hampshire University
MBA 687
Dr. Rivero
October 2, 2022
Change Implementation
Organizational change is a complex process that requires detailed planning to succeed. A change management plan is, therefore, needed to ensure successful implementation. The plan helps manage the change process and controls schedule, scope, budget, resources, and communication. A change management plan also helps manage employee responses to organizational change. Employees respond differently to change. Some will be eager to use new processes and procedures, while others will resist. Bad communication, fear of the unknown, lack of support from the management, lack of understanding of the reason for the change, and fear of failure are some of the reasons why employees resist organizational change. No matter the reaction, a change management plan should provide a complete roadmap, as well as, tools to successfully implement change and support employees as they transition through change. In this report, I will analyze the pre-implementation and implementation stages of the change management plan in the U.S. branch.
Key Stakeholders and their Significance
Key stakeholders are individuals or groups with an interest in a change initiative and can either affect or be affected by the change. The president, the vice president, and business unit leaders are the key stakeholders in the change process. These individuals want to see successful change implementation to ensure company goals are met. Their main roles include creating a change vision and communicating change throughout the organization.
Each stakeholder’s role plays a significant part in gaining acceptance, buy-in, as well as, support for change across the organization and departments. As indicated above, one major role of the key stakeholders is to create a change vision. A change vision gives employees a picture of what the company will look like in the future after change implementation (Tanner, 2021). Also, a change vision tells employees why they should let go of the past and embrace the future. In other words, having a vision of change helps employees understand the reason for the change and the benefits it can bring. This, in turn, will create buy-in, support, and acceptance for the proposed change. Besides that, key stakeholders communicate the proposed change across departments and throughout the organization. Effective communication can encourage employees to embrace change and make them aware of the objectives and vision for change (Hasanaj, 2022). Additionally, effective communication can help the organization to convince employees that the existing state of affairs is no longer suitable. It can also encourage employees to support and accept the new state. It is necessary to be honest and clear when communicating change to create buy-in. It is also important to communicate how the change will affect employees to keep them engaged.
Every s.
IntroductionOmnicare Inc. is a specialized pharmacy that provide.docxmariuse18nolet
Introduction
Omnicare Inc. is a specialized pharmacy that provides medication to long term care facilities and nursing homes (Omnicare, n.d.). I currently work for Omnicare, Inc. and we have been going through transformational changes over the last several months. One of the changes is offshoring, or outsourcing overseas or outside the company. Offshoring and outsourcing can be risky, but it is used to minimize costs and increase profits within an organization. The reason there is a risk is because quality and service could be impacted with the change. Some internal stakeholders were affected by the offshoring because there were layoffs, but other external stakeholders were not affected in a negative way. Due to the changes and offshoring, profit was higher; therefore more money could be made (Worley, 2012).
The reason there was these changes within the organization was because of extremely poor management choices and money not being used wisely. It was a risk that executives were willing to make to attempt to lower overhead costs and increase profit margins. Before offshoring there was no clear path and no one person in charge of specific departments. The left hand did not know what the right hand was doing and we were on the verge of a complete collapse because of such poor choices. There was also a lot of conflict within certain departments and they felt it would limit the conflicts as well.
In my opinion, it was a terrible choice and impacted customers greatly. The quality of service was impacted and wait times were much longer to speak with someone to be assisted. It also impacted many families who were laid off and no longer had a job. I think there were other ways to curb the costs then offshoring and outsourcing. It left many employees feeling no security as so many changes were being made. There was also a lot more work that was left on remaining workers which then lowered the morale.
Transformational Change
Transformational change is driven by organizations needing to reinvent and create new visions and implement new structures in assisting with the company’s overall goals and objectives. This could be a new system for streamlining, change of goals, or other new technology. These are all considered transformational changes because it is an internal process that will impact the entire organization and allow the company to reposition themselves within the market. A firm cannot just keep doing what it has been doing because other competitors will end up passing them with new improvements and changes and the firm could lose customers and even go under because they are not willing to adapt to the changes in the market (Carter, 2014).
A managers role in transformational change is very simple, influence, inspire, and lead. Managers need to be able to influence their associates by setting a great example and being a positive role model during the change. They should also be able to inspire and motivate their associates so that they can co.
6 Change Management StagesA Management Checklist to Guide Your E.docxBHANU281672
6 Change Management Stages
A Management Checklist to Guide Your Efforts in Managing Change
· Share
· Pin
· Share
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•••
BY SUSAN M. HEATHFIELD
Updated January 17, 2020
Experience 6 Stages to Effectively Manage Change
Change is a complex process. You must consider many issues when approaching an opportunity to change or bring about change. The need for change management skills is a constant in the quickly changing world of organizations.
The following six-stage model of change will assist you to understand change and to make changes in your work unit, department, or company effectively. The model also helps you understand the role of the change agent, the person or group that is taking primary responsibility for the accomplishment of the desired changes. For change to occur, you do need leadership to communicate, provide training, and share constancy of purpose.
An organization must complete each of the steps in the model for changes to effectively transpire. However, completion of the steps may occur in a somewhat different order than appears here. In some situations, the boundaries between the stages are unclear.
What Affects Change Management?
Organizational characteristics such as the level of employee involvement and empowerment affect how changes proceed. Units that desire and/or have experience with a greater degree of people involvement can bring people willingly into the change process at an earlier stage.
Characteristics of the changes such as size and scope, also affect the change process. Large changes require more planning. Changes that involve a total organization will require more planning and the involvement of more people than making changes in a single department.
Changes that have widespread support as well as those that employees view as a gain rather than as a loss are easier to implement.
When you take the right steps, involve the appropriate people, and tend to the potential impacts of change, resistance to change is reduced. These change management steps will help your organization make necessary and desired changes.
This favorite quote about change from the book, "Flight of the Buffalo" is particularly apt.
"Change is hard because people overestimate the value of what they have—and underestimate the value of what they may gain by giving it up." -- Belasco & Stayer
Make sense? Fit your experience? Now, on with the change management stages.
Change Management Stages
These change management stages will assist you to approach change in your organization in a systematic manner that will help you effectively implement the change.
Stage 1: Initiation
In this stage, one or more people in the organization realize the need for change. There is a nagging feeling that something is not right. This awareness can come from many sources, both inside and outside of the organization. It can also occur at any level in the organization.
The people who are most familiar with the work often have the most accurate perceptions abou.
6 Change Management StagesA Management Checklist to Guide Your E.docxblondellchancy
6 Change Management Stages
A Management Checklist to Guide Your Efforts in Managing Change
· Share
· Pin
· Share
· Email
•••
BY SUSAN M. HEATHFIELD
Updated January 17, 2020
Experience 6 Stages to Effectively Manage Change
Change is a complex process. You must consider many issues when approaching an opportunity to change or bring about change. The need for change management skills is a constant in the quickly changing world of organizations.
The following six-stage model of change will assist you to understand change and to make changes in your work unit, department, or company effectively. The model also helps you understand the role of the change agent, the person or group that is taking primary responsibility for the accomplishment of the desired changes. For change to occur, you do need leadership to communicate, provide training, and share constancy of purpose.
An organization must complete each of the steps in the model for changes to effectively transpire. However, completion of the steps may occur in a somewhat different order than appears here. In some situations, the boundaries between the stages are unclear.
What Affects Change Management?
Organizational characteristics such as the level of employee involvement and empowerment affect how changes proceed. Units that desire and/or have experience with a greater degree of people involvement can bring people willingly into the change process at an earlier stage.
Characteristics of the changes such as size and scope, also affect the change process. Large changes require more planning. Changes that involve a total organization will require more planning and the involvement of more people than making changes in a single department.
Changes that have widespread support as well as those that employees view as a gain rather than as a loss are easier to implement.
When you take the right steps, involve the appropriate people, and tend to the potential impacts of change, resistance to change is reduced. These change management steps will help your organization make necessary and desired changes.
This favorite quote about change from the book, "Flight of the Buffalo" is particularly apt.
"Change is hard because people overestimate the value of what they have—and underestimate the value of what they may gain by giving it up." -- Belasco & Stayer
Make sense? Fit your experience? Now, on with the change management stages.
Change Management Stages
These change management stages will assist you to approach change in your organization in a systematic manner that will help you effectively implement the change.
Stage 1: Initiation
In this stage, one or more people in the organization realize the need for change. There is a nagging feeling that something is not right. This awareness can come from many sources, both inside and outside of the organization. It can also occur at any level in the organization.
The people who are most familiar with the work often have the most accurate perceptions abou ...
BUILDING THE TEAM 1
BUILDING THE TEAM 9
BUILDING THE TEAM
xxxxxxxx
Strategies for Change
xxxxxxxxxx
2 April 2019
Building the Team Strategies for Change
According to Kotter and Cohen, the second stage of change; an organization should build a guiding team to bring the right mastermind people with desired characters on board to effect change within an organization (Hughes, 2016). All employers working in a given organization have different characters with different perception and ideas about change about a specific issue. This stage allows leaders to integrate the minds of all workers and create a team that will foster change and leads it within the organization.
Building a team to address change
There are some ways through which leaders can build their teams in preparation for a change in an organization. First, employers should ensure that there is clarity of issues to the team members team will readily embrace a change when they all understand why, how, when, what and where the change is expected. Also clarifying to the members that the change is likely to affect the organization, employees, chains as well as the customers will make them desire to work in line to effect the change as expected by the management (Harrison, 2017). Clarity is very critical in building teamwork as it addresses “what if” situations enabling the team to plan well as act effectively towards a change. Also, it allows team members to analyze the risks and potential outcomes form a clear line of thoughts and take a perfect path in making the anticipated change a reality. Secondly, in building teams, leaders should embrace thoughts from different members to cultivate the diversity of thinking and acting through innovation. The collaboration of ideas creates an environment where people can connect, share and analyze situations concerning the desired and anticipated change with an entity. Thirdly, the management should encourage critical and strategic thinking in the run to achieving or effecting change. Critical thinking builds strategies since ideas are embraced (Hughes, 2016). The courageous aspect of thinking allows team members to see opportunities in various fields critically, anticipate for the unexpected risks, unleash the hidden excellence pursuit, and work with the motive of charitable purposes thus bringing the managerial change desired by many(Harrison, 2017). Additionally, employers should know the right composition of a team and the aggressiveness of the members of the coalition team.
Showing enthusiasm and commitment to team members
Building a guiding coalition in bringing change to an organization requires a high degree of enthusiasm and commitment. To show enthusiasm and commitment leaders should first consider the level of an organization and the weight if the change anticipated. Through this, leaders may decide to choose a group of 10, 20, or more members to a gu.
Discussion 1Post 1Top of FormToday, data quality and privac.docxcuddietheresa
Discussion 1
Post 1:
Top of Form
Today, data quality and privacy are important components in any organization around the world. Thus , project managers are required to come up with proper ways of ensuring better data quality and privacy to ensure there is availability and improve customer service that will go to the heart of enabling the organization have a proper and functioning system at the end of the day. The managers need to adopt the following recommendations for the business as follows. The first recommendation is the need to have a high level of accuracy and measurement when it comes to degree where the data values are obtained. Data accuracy is very important in the business as wrong values will produce wrong output and this will affect the quality of decision making process at the end of the day (Chiregi & Navimipour, 2016) Another important mechanism is to ensure that all the data is complete and contains all the required attributes that will ensure there is proper data that will used in the decision making process. Also, there is need for the data to be consistency and this means that all the attributes should be uniform and all the instances and references from the set of data (Pearson & Wegener,2013). Thus, all the data collected need to be accurate and all values be consistent form the source. Finally, there is need to have a unique demonstration of the records that will need to be represented within the data sets and this will remove the element of duplicates at the end of the day.
References
Chiregi, M., & Navimipour, N. J. (2016). A new method for trust and reputation evaluation in the cloud environments using the recommendations of opinion leaders' entities and removing the effect of troll entities. Computers in Human Behavior, 60, 280-292.
Pearson, T., & Wegener, R. (2013). Big data: the organizational challenge. Bain Co.
Response1:
Post 2:
Top of Form
Recommendations that IT managers group collectively provide
In the modern workplace, Information Technology Managers (IT Managers) plays a vital role. IT managers helps to implement and administrate technology within their organization. He gives proper direction to the organization, the communications system and the structure. He ensures that the long-term objectives are translated into concrete plans of actions and understood and supported by people working at various levels. Other responsibility of the manager is a system of communications which enables managers throughout the organization to be aware, and the manager responsible for the systems stay informed of the changes that are taking place (How do Managers (Leaders) Contribute to an Organizations?, 2012). Below are some recommendations that an IT Managers provide:
Planning and Assessments: The organization need to identify the strengths, weaknesses and outside threats to work against its success and name the problem or issue that they are concerned about. It should utilize their current network to identify ...
1Change Plan and Coalition BuildingWEEK 2Walden UnEttaBenton28
1
Change Plan and Coalition Building
WEEK 2
Walden University
MGMT 6140: Initiating and Managing Change
September 18th, 2021
Change Plan and Coalition Building
Introduction
Positive improvements that may be made in my present company include reducing the sales department's passivity in guaranteeing fast, accurate, and thorough accounting and boosting receivables collection. Turnover balances are prioritized to reduce legal responsibility and exposure to bad debt.
The five-star luxury hotel company for which I work is renowned in the hospitality sector for providing excellent customer service and beautiful experiences via opulent rooms and gourmet services. As an accounts receivable manager, I help my firm manage its revenue stream by ensuring that systems in place satisfy both visitor expectations and the company's financial requirements in line with standard operating procedures. A team of department heads, middle management, and supervisory employees assist the general manager, who also serves as executive director, in operating the institution.
My firm's sales department is in charge of providing our services and ensuring that a documented sales agreement exists between our company and our clients that precisely describes the terms of the agreement to eliminate misunderstandings and disagreements. When setting up customer accounts, I use this sales agreement as a reference tool to ensure that we have a clear grasp of client expectations and the services we have agreed to offer, which protects us against unreasonable requests and circumstances beyond our control (The Heart of Change: Real-Life Stories of How People Change Their Organizations, 2002). Our customers can choose their payment schedules, which must be completed in full and on time 72 hours before the event date, following our standard 100 percent pre-payment policy. A payment method on file, most commonly in the form of a credit card, is required to ensure contractual payment commitments are met. This payment plan must be included in the contract.
This has never been the case, however, because agreements have consistently failed to include the payment methods specified during the sales phase, forcing the meetings and special events department to pursue payments in addition to their other responsibilities, such as attending to the details of the events to ensure their success. As a result, violence and miscommunication between these two groups occur regularly. This position, which the sales department manufactured, is a ticking time bomb for the company, putting it at risk of future disaster, which might have legal and financial consequences if not addressed swiftly (The Heart of Change: Real-Life Stories of How People Change Their Organizations, 2002). This complacency can be attributed to the lack of a substantial and viable tragedy and our previous success in collecting on our collections, which solidifies the ancestral root of this complacency. This recognized ...
Cracking the Change Management Code Main New.pptxWorkforce Group
The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn:
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.
The purpose of this research paper is to identify why Human Resources (HR) is a change agent in any organization to drive organizational excellence. HR practitioners, as change agents, are responsible for easing the impact of changes in their organization and to empower employees against the consequences of these inevitable changes. Sometimes, the change helps to produce a significant increase in performance excellence and the company can boost sales and production without major additional cost.
Several vital competencies that are reviewed in this paper include how HR practitioners are path creators amongst the path breakers of organizational culture, by being change drivers and business focused. HR practitioners who are unable to function as change agents will inevitably create a barrier against their becoming a well-integrated strategic partner. Therefore, the role of change agent also mediates the relationship between certain HR competencies and organizational performance. This involves monitoring employee engagement and keeping levels high, developing strategies to retain top performers, and continuing to provide value-added services to employees.
Organizational Change Management Paper
Contents
Your paper MUST follow this outline:
Identify and describe a failed organizational change
Identify and describe one organizational change theory
Apply the theory above to the failed change above
In General
Strict APA formatting
Minimum three professional sources
Full use of in-text citations
8-10 pages on content
Title page
Running head
Table of Contents
Reference page
Due Date
Due by the 7th class meeting at class time
Late papers will suffer a 10% grade reduction
Managing Organizational Change
By Michael W. Durant, CCE, CPA
The increased pace of change that many of us have encountered over the past ten years
has been dramatic. During the late 1980s, many of us were grappling with issues that we
had never encountered. The accelerated use of leverage as a means of increasing
shareholder wealth left the balance sheet of some of America’s finest organizations in
disarray. Many of our largest customers, that for years represented minimal risk and
required a minimum amount of time to manage, consumed most of our energy. By the end
of 1993, many of these organizations had either resolved their financial troubles in
bankruptcy court or no longer existed.
Just as we began to think the external environment would settle down and our
professional lives would return to a normal pace, many of our organizations initiated
efforts to improve operating efficiency to become more competitive in the world
marketplace.
Competition has heated up across the board. To succeed, the organization of the future
must serve customers better, create new advantages and survive in bitterly contested
markets. To stay competitive, companies must do away with work and processes that
don’t add value.
This hypercompetition has invalidated the basic assumptions of sustainable markets.
There are few companies that have escaped this shift in competitiveness. Entry barriers,
which once exerted a stabilizing force on competition, have fallen in the face of the rapid
changes of the information age. These forces have challenged our capacity to cope with
organizational life.
Permanent White Water
Things are not going to settle down. Many things we used to take for granted are
probably gone forever. We cannot predict with any certainty what tomorrow will be like,
except to say that it will be different than today.
Peter Vaill has captured the essence of the problem of a continuously changing context in
a compelling image - “permanent white water.” In the past, many of us believed that by
using the means that were under our control we could pretty much accomplish anything
we set out to do. Sure, from time to time there would be temporary disruptions. But the
disruptions were only temporary, and things always settled back down. The mental image
generated by these thoughts is that of a canoe trip on a calm, still lake.
However, Vaill explains, in today’s environment, we never get out of the rapids. As soon
as we digest one .
Find a recent merger or acquisition that has been announced in the.docxMalikPinckney86
Find a recent merger or acquisition that has been announced in the media. What are the implications for the merger or acquisition and plans for implementing the blending firms? Also, evaluate and describe two possible technological innovations that may have led to the merger or acquisition. Would you have obtained this new technology or innovation differently? Why? Include the reference information of the article. Respond substantively to at least two other learners.
.
Find an example of a document that misuses graphics. This can be a d.docxMalikPinckney86
Find an example of a document that misuses graphics. This can be a document that you have received (please blot out any sensitive information and names) or a document that you find on the Internet. Discuss how the graphics are misused and what could be done to better them. Address the three “Cs” of technical writing: Clarity, Conciseness, and Correctness. Add one or two personal experiences with this topic.
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6 Change Management StagesA Management Checklist to Guide Your E.docxBHANU281672
6 Change Management Stages
A Management Checklist to Guide Your Efforts in Managing Change
· Share
· Pin
· Share
· Email
•••
BY SUSAN M. HEATHFIELD
Updated January 17, 2020
Experience 6 Stages to Effectively Manage Change
Change is a complex process. You must consider many issues when approaching an opportunity to change or bring about change. The need for change management skills is a constant in the quickly changing world of organizations.
The following six-stage model of change will assist you to understand change and to make changes in your work unit, department, or company effectively. The model also helps you understand the role of the change agent, the person or group that is taking primary responsibility for the accomplishment of the desired changes. For change to occur, you do need leadership to communicate, provide training, and share constancy of purpose.
An organization must complete each of the steps in the model for changes to effectively transpire. However, completion of the steps may occur in a somewhat different order than appears here. In some situations, the boundaries between the stages are unclear.
What Affects Change Management?
Organizational characteristics such as the level of employee involvement and empowerment affect how changes proceed. Units that desire and/or have experience with a greater degree of people involvement can bring people willingly into the change process at an earlier stage.
Characteristics of the changes such as size and scope, also affect the change process. Large changes require more planning. Changes that involve a total organization will require more planning and the involvement of more people than making changes in a single department.
Changes that have widespread support as well as those that employees view as a gain rather than as a loss are easier to implement.
When you take the right steps, involve the appropriate people, and tend to the potential impacts of change, resistance to change is reduced. These change management steps will help your organization make necessary and desired changes.
This favorite quote about change from the book, "Flight of the Buffalo" is particularly apt.
"Change is hard because people overestimate the value of what they have—and underestimate the value of what they may gain by giving it up." -- Belasco & Stayer
Make sense? Fit your experience? Now, on with the change management stages.
Change Management Stages
These change management stages will assist you to approach change in your organization in a systematic manner that will help you effectively implement the change.
Stage 1: Initiation
In this stage, one or more people in the organization realize the need for change. There is a nagging feeling that something is not right. This awareness can come from many sources, both inside and outside of the organization. It can also occur at any level in the organization.
The people who are most familiar with the work often have the most accurate perceptions abou.
6 Change Management StagesA Management Checklist to Guide Your E.docxblondellchancy
6 Change Management Stages
A Management Checklist to Guide Your Efforts in Managing Change
· Share
· Pin
· Share
· Email
•••
BY SUSAN M. HEATHFIELD
Updated January 17, 2020
Experience 6 Stages to Effectively Manage Change
Change is a complex process. You must consider many issues when approaching an opportunity to change or bring about change. The need for change management skills is a constant in the quickly changing world of organizations.
The following six-stage model of change will assist you to understand change and to make changes in your work unit, department, or company effectively. The model also helps you understand the role of the change agent, the person or group that is taking primary responsibility for the accomplishment of the desired changes. For change to occur, you do need leadership to communicate, provide training, and share constancy of purpose.
An organization must complete each of the steps in the model for changes to effectively transpire. However, completion of the steps may occur in a somewhat different order than appears here. In some situations, the boundaries between the stages are unclear.
What Affects Change Management?
Organizational characteristics such as the level of employee involvement and empowerment affect how changes proceed. Units that desire and/or have experience with a greater degree of people involvement can bring people willingly into the change process at an earlier stage.
Characteristics of the changes such as size and scope, also affect the change process. Large changes require more planning. Changes that involve a total organization will require more planning and the involvement of more people than making changes in a single department.
Changes that have widespread support as well as those that employees view as a gain rather than as a loss are easier to implement.
When you take the right steps, involve the appropriate people, and tend to the potential impacts of change, resistance to change is reduced. These change management steps will help your organization make necessary and desired changes.
This favorite quote about change from the book, "Flight of the Buffalo" is particularly apt.
"Change is hard because people overestimate the value of what they have—and underestimate the value of what they may gain by giving it up." -- Belasco & Stayer
Make sense? Fit your experience? Now, on with the change management stages.
Change Management Stages
These change management stages will assist you to approach change in your organization in a systematic manner that will help you effectively implement the change.
Stage 1: Initiation
In this stage, one or more people in the organization realize the need for change. There is a nagging feeling that something is not right. This awareness can come from many sources, both inside and outside of the organization. It can also occur at any level in the organization.
The people who are most familiar with the work often have the most accurate perceptions abou ...
BUILDING THE TEAM 1
BUILDING THE TEAM 9
BUILDING THE TEAM
xxxxxxxx
Strategies for Change
xxxxxxxxxx
2 April 2019
Building the Team Strategies for Change
According to Kotter and Cohen, the second stage of change; an organization should build a guiding team to bring the right mastermind people with desired characters on board to effect change within an organization (Hughes, 2016). All employers working in a given organization have different characters with different perception and ideas about change about a specific issue. This stage allows leaders to integrate the minds of all workers and create a team that will foster change and leads it within the organization.
Building a team to address change
There are some ways through which leaders can build their teams in preparation for a change in an organization. First, employers should ensure that there is clarity of issues to the team members team will readily embrace a change when they all understand why, how, when, what and where the change is expected. Also clarifying to the members that the change is likely to affect the organization, employees, chains as well as the customers will make them desire to work in line to effect the change as expected by the management (Harrison, 2017). Clarity is very critical in building teamwork as it addresses “what if” situations enabling the team to plan well as act effectively towards a change. Also, it allows team members to analyze the risks and potential outcomes form a clear line of thoughts and take a perfect path in making the anticipated change a reality. Secondly, in building teams, leaders should embrace thoughts from different members to cultivate the diversity of thinking and acting through innovation. The collaboration of ideas creates an environment where people can connect, share and analyze situations concerning the desired and anticipated change with an entity. Thirdly, the management should encourage critical and strategic thinking in the run to achieving or effecting change. Critical thinking builds strategies since ideas are embraced (Hughes, 2016). The courageous aspect of thinking allows team members to see opportunities in various fields critically, anticipate for the unexpected risks, unleash the hidden excellence pursuit, and work with the motive of charitable purposes thus bringing the managerial change desired by many(Harrison, 2017). Additionally, employers should know the right composition of a team and the aggressiveness of the members of the coalition team.
Showing enthusiasm and commitment to team members
Building a guiding coalition in bringing change to an organization requires a high degree of enthusiasm and commitment. To show enthusiasm and commitment leaders should first consider the level of an organization and the weight if the change anticipated. Through this, leaders may decide to choose a group of 10, 20, or more members to a gu.
Discussion 1Post 1Top of FormToday, data quality and privac.docxcuddietheresa
Discussion 1
Post 1:
Top of Form
Today, data quality and privacy are important components in any organization around the world. Thus , project managers are required to come up with proper ways of ensuring better data quality and privacy to ensure there is availability and improve customer service that will go to the heart of enabling the organization have a proper and functioning system at the end of the day. The managers need to adopt the following recommendations for the business as follows. The first recommendation is the need to have a high level of accuracy and measurement when it comes to degree where the data values are obtained. Data accuracy is very important in the business as wrong values will produce wrong output and this will affect the quality of decision making process at the end of the day (Chiregi & Navimipour, 2016) Another important mechanism is to ensure that all the data is complete and contains all the required attributes that will ensure there is proper data that will used in the decision making process. Also, there is need for the data to be consistency and this means that all the attributes should be uniform and all the instances and references from the set of data (Pearson & Wegener,2013). Thus, all the data collected need to be accurate and all values be consistent form the source. Finally, there is need to have a unique demonstration of the records that will need to be represented within the data sets and this will remove the element of duplicates at the end of the day.
References
Chiregi, M., & Navimipour, N. J. (2016). A new method for trust and reputation evaluation in the cloud environments using the recommendations of opinion leaders' entities and removing the effect of troll entities. Computers in Human Behavior, 60, 280-292.
Pearson, T., & Wegener, R. (2013). Big data: the organizational challenge. Bain Co.
Response1:
Post 2:
Top of Form
Recommendations that IT managers group collectively provide
In the modern workplace, Information Technology Managers (IT Managers) plays a vital role. IT managers helps to implement and administrate technology within their organization. He gives proper direction to the organization, the communications system and the structure. He ensures that the long-term objectives are translated into concrete plans of actions and understood and supported by people working at various levels. Other responsibility of the manager is a system of communications which enables managers throughout the organization to be aware, and the manager responsible for the systems stay informed of the changes that are taking place (How do Managers (Leaders) Contribute to an Organizations?, 2012). Below are some recommendations that an IT Managers provide:
Planning and Assessments: The organization need to identify the strengths, weaknesses and outside threats to work against its success and name the problem or issue that they are concerned about. It should utilize their current network to identify ...
1Change Plan and Coalition BuildingWEEK 2Walden UnEttaBenton28
1
Change Plan and Coalition Building
WEEK 2
Walden University
MGMT 6140: Initiating and Managing Change
September 18th, 2021
Change Plan and Coalition Building
Introduction
Positive improvements that may be made in my present company include reducing the sales department's passivity in guaranteeing fast, accurate, and thorough accounting and boosting receivables collection. Turnover balances are prioritized to reduce legal responsibility and exposure to bad debt.
The five-star luxury hotel company for which I work is renowned in the hospitality sector for providing excellent customer service and beautiful experiences via opulent rooms and gourmet services. As an accounts receivable manager, I help my firm manage its revenue stream by ensuring that systems in place satisfy both visitor expectations and the company's financial requirements in line with standard operating procedures. A team of department heads, middle management, and supervisory employees assist the general manager, who also serves as executive director, in operating the institution.
My firm's sales department is in charge of providing our services and ensuring that a documented sales agreement exists between our company and our clients that precisely describes the terms of the agreement to eliminate misunderstandings and disagreements. When setting up customer accounts, I use this sales agreement as a reference tool to ensure that we have a clear grasp of client expectations and the services we have agreed to offer, which protects us against unreasonable requests and circumstances beyond our control (The Heart of Change: Real-Life Stories of How People Change Their Organizations, 2002). Our customers can choose their payment schedules, which must be completed in full and on time 72 hours before the event date, following our standard 100 percent pre-payment policy. A payment method on file, most commonly in the form of a credit card, is required to ensure contractual payment commitments are met. This payment plan must be included in the contract.
This has never been the case, however, because agreements have consistently failed to include the payment methods specified during the sales phase, forcing the meetings and special events department to pursue payments in addition to their other responsibilities, such as attending to the details of the events to ensure their success. As a result, violence and miscommunication between these two groups occur regularly. This position, which the sales department manufactured, is a ticking time bomb for the company, putting it at risk of future disaster, which might have legal and financial consequences if not addressed swiftly (The Heart of Change: Real-Life Stories of How People Change Their Organizations, 2002). This complacency can be attributed to the lack of a substantial and viable tragedy and our previous success in collecting on our collections, which solidifies the ancestral root of this complacency. This recognized ...
Cracking the Change Management Code Main New.pptxWorkforce Group
The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn:
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.
The purpose of this research paper is to identify why Human Resources (HR) is a change agent in any organization to drive organizational excellence. HR practitioners, as change agents, are responsible for easing the impact of changes in their organization and to empower employees against the consequences of these inevitable changes. Sometimes, the change helps to produce a significant increase in performance excellence and the company can boost sales and production without major additional cost.
Several vital competencies that are reviewed in this paper include how HR practitioners are path creators amongst the path breakers of organizational culture, by being change drivers and business focused. HR practitioners who are unable to function as change agents will inevitably create a barrier against their becoming a well-integrated strategic partner. Therefore, the role of change agent also mediates the relationship between certain HR competencies and organizational performance. This involves monitoring employee engagement and keeping levels high, developing strategies to retain top performers, and continuing to provide value-added services to employees.
Organizational Change Management Paper
Contents
Your paper MUST follow this outline:
Identify and describe a failed organizational change
Identify and describe one organizational change theory
Apply the theory above to the failed change above
In General
Strict APA formatting
Minimum three professional sources
Full use of in-text citations
8-10 pages on content
Title page
Running head
Table of Contents
Reference page
Due Date
Due by the 7th class meeting at class time
Late papers will suffer a 10% grade reduction
Managing Organizational Change
By Michael W. Durant, CCE, CPA
The increased pace of change that many of us have encountered over the past ten years
has been dramatic. During the late 1980s, many of us were grappling with issues that we
had never encountered. The accelerated use of leverage as a means of increasing
shareholder wealth left the balance sheet of some of America’s finest organizations in
disarray. Many of our largest customers, that for years represented minimal risk and
required a minimum amount of time to manage, consumed most of our energy. By the end
of 1993, many of these organizations had either resolved their financial troubles in
bankruptcy court or no longer existed.
Just as we began to think the external environment would settle down and our
professional lives would return to a normal pace, many of our organizations initiated
efforts to improve operating efficiency to become more competitive in the world
marketplace.
Competition has heated up across the board. To succeed, the organization of the future
must serve customers better, create new advantages and survive in bitterly contested
markets. To stay competitive, companies must do away with work and processes that
don’t add value.
This hypercompetition has invalidated the basic assumptions of sustainable markets.
There are few companies that have escaped this shift in competitiveness. Entry barriers,
which once exerted a stabilizing force on competition, have fallen in the face of the rapid
changes of the information age. These forces have challenged our capacity to cope with
organizational life.
Permanent White Water
Things are not going to settle down. Many things we used to take for granted are
probably gone forever. We cannot predict with any certainty what tomorrow will be like,
except to say that it will be different than today.
Peter Vaill has captured the essence of the problem of a continuously changing context in
a compelling image - “permanent white water.” In the past, many of us believed that by
using the means that were under our control we could pretty much accomplish anything
we set out to do. Sure, from time to time there would be temporary disruptions. But the
disruptions were only temporary, and things always settled back down. The mental image
generated by these thoughts is that of a canoe trip on a calm, still lake.
However, Vaill explains, in today’s environment, we never get out of the rapids. As soon
as we digest one .
Find a recent merger or acquisition that has been announced in the.docxMalikPinckney86
Find a recent merger or acquisition that has been announced in the media. What are the implications for the merger or acquisition and plans for implementing the blending firms? Also, evaluate and describe two possible technological innovations that may have led to the merger or acquisition. Would you have obtained this new technology or innovation differently? Why? Include the reference information of the article. Respond substantively to at least two other learners.
.
Find an example of a document that misuses graphics. This can be a d.docxMalikPinckney86
Find an example of a document that misuses graphics. This can be a document that you have received (please blot out any sensitive information and names) or a document that you find on the Internet. Discuss how the graphics are misused and what could be done to better them. Address the three “Cs” of technical writing: Clarity, Conciseness, and Correctness. Add one or two personal experiences with this topic.
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Find a scholarly research study from the Ashford University Library .docxMalikPinckney86
Find a scholarly research study from the Ashford University Library that uses measurement scales for data collection (e.g., a survey). Explain the measurement scales that the study used, and evaluate them. Did you think the researchers made good decisions about the scales? Why or why not? Cite the study in your post, and document it in APA style as outlined in the Ashford Writing Center
.
Find a work of visual art, architecture, or literature from either A.docxMalikPinckney86
Find a work of visual art, architecture, or literature from either Ancient Greece or Rome that appeals to you. Ensure that your choice was created in the time frames identified here. It should not simply be a depiction of something in this time period.
In your initial post, describe where you can see the influence of your work of art in modern and contemporary times. What elements (its style, ideas, purpose, principles) can we see reflected in the world today, in art or in other areas, including government, philosophy, social structure, and entertainment?
.
Find a real-life” example of one of the following institutions. Exa.docxMalikPinckney86
Find a “real-life” example of one of the following institutions. Examples can be found in every state. A simple search for “Department of Corrections” is a good place to start.
Medium-Security Adult Male Institution
Regional Parole and Probation Office Team
Correctional Training Academy Team
Juvenile Justice Male Correctional Institution
Community Correctional Institution
Supermax Correctional Institution
Correctional Education Program of a State Correctional System
Correctional Mental Health Program of a State Correctional System
Medium/Minimum-Security Adult Female Institution
Large County Detention Center (County Jail)
Introduce your institution by identifying the following:
1) Name
2) Mission statement (if published)
3) Population served (number and demographics)
4) Examples of programs offered
5) Number of uniformed personnel and other staff members
Then develop a strategic plan considering the major themes of
Communication; Coordination (formal channels); and Cooperation (informal):
Include in your plan the following:
1) Four (4) organizational objectives (these can be future goals over a 1, 5, or 10-year period)
2) Strategies to address each of the objectives
3) At least 1 employee
or
inmate program that helps to achieve each objective
4) A method for assessing success for each objective
The final work product can include photographs, charts, graphics, or any other appropriate elements to enhance the effectiveness of your presentation
.
Find a listing of expenses by diagnosis or by procedure. The source .docxMalikPinckney86
Find a listing of expenses by diagnosis or by procedure. The source of the list can be internal (within a health care facility of some type) or external (such as a published article, report, or survey). Comment upon whether you believe the expense grouping used is appropriate. Would you have grouped the expenses in another way?
.
Financial Reporting Problem and spreedsheet exercise.This is an.docxMalikPinckney86
Financial Reporting Problem and spreedsheet exercise.
This is an comanding assignment. I am willing to pay good money because I need this assignment to be done correctly and on time. Please review the assignment before sending me an handshake.
**Serious inquires only***
Please see attachment for the assignment.
.
Find a Cybersecurity-related current event that happned THIS WEEK, a.docxMalikPinckney86
Find a Cybersecurity-related current event that happned THIS WEEK, activity, or development in the news. In your discussion post, briefly summarize the event and reflect on its significance. You should use any legitimate news source (television, internet, periodicals, etc.) to support your topical input.
Questions to address might include:
How does the event relate to issues addressed in class?
How might similar situations be mitigated?
What is the broader impact of the event (e.g., nationally, globally, etc.)
Include a link to the story or a citation so that others may read the story.
.
Financing Health Care in a Time of Insurance Restructuring Pleas.docxMalikPinckney86
"
Financing Health Care in a Time of Insurance Restructuring" Please respond to the following:
Analyze the impact of the ACA on changes to health care insurance and coverage. Investigate the major implications of the legislation on the manner in which institutions now provide health care in the U.S.
(NO MORE THAN 200 WORDS ALLOWED)
.
Financing International Trade Please respond to the followingCom.docxMalikPinckney86
Financing International Trade" Please respond to the following:
Compare two (2) methods that a company can use in order to finance international trade. Examine the advantages and disadvantages of financing with a portfolio of currencies. Provide two (2) examples of how companies or MNCs finance international transactions by using their own
bank
” or by keeping currencies on hand (marketable securities).
Analyze Interest Rate Parity (IRP) and two (2) methods for forecasting exchange rates. Determine the primary manner in which they all affect a company’s short-term financing decision. Support your response with one (1) example of the manner in which IRP and forecasting exchange rates methods affect a company’s short-term financing decision.
.
Financial Statement Analysis and DisclosuresDiscuss the import.docxMalikPinckney86
Financial Statement Analysis and Disclosures
Discuss the importance of financial statement analysis, and determine why it is important to investors and creditors.
Imagine you are considering investing in a corporation.
Suggest what key information you would look for in a company’s financial statements, and explain why this information is important to you.
From the e-Activity, highlight the main elements that primary disclosure accounting policies encompass, and provide at least two (2) examples of the most commonly required disclosures.
Give your opinion on the way in which the disclosures you identified are important to financial statement users.
Provide a rationale for your opinion.
e-Activity
Go to the International Financial Reporting Standards (IFRS) Website to review authoritative guidance on “accounting policy disclosures”, located at
http://www.ifrs.org
in the search engine type in “accounting policy disclosures”.
Be prepared to discuss.
.
Financial Ratios what are the limitations of financial ratios .docxMalikPinckney86
Financial Ratios
what are the limitations of financial ratios? Classify your answer into at least the following categories: liquidity ratios, activity ratios, leverage ratios, and profitability ratios.
Financial Analysis
R.E.C. Inc.’s staff of accountants finished preparing the financial statements for 2010 and will meet next week with the company’s CEO as well as the Director of Investor Relations and representatives from the marketing and art departments to design the current year’s annual report. Write a paragraph in which you present the main idea(s) you think the company should present to shareholders in the annual report. Why do you think those ideas should be included?
.
Financial mangers make decisions today that will affect the firm i.docxMalikPinckney86
Financial mangers make decisions today that will affect the firm in the future. The dollars used for investment expenditures made today are different from the cash flows to be realized in the future. What are these differences? What are some of the techniques that can be used to adjust for these differences?
.
Financial Laws and RegulationsComplete an APA formatted 2 page pap.docxMalikPinckney86
Financial Laws and Regulations
Complete an APA formatted 2 page paper (not including the title and reference pages) answering the following questions:
What are five elements pertaining to the establishment of a false claim under the False Claims Act?
HIPAA privacy standards were designed to accomplish what three broad objectives? Explain each.
Stark II laws prohibit physician referrals to entities in which the physician has a financial relationship. What are 10 specific designated health services (DHS) for which referrals by physicians who have financial relationships with the entity providing the DHS are prohibited?
Discuss the following:
Qui tam
HIPAA Privacy Rule
EMTALA
Compliance programs
.
Financial Management DiscussionWhen reviewing the financial st.docxMalikPinckney86
Financial Management Discussion
When reviewing the financial statements of a company, there are many different ratios to choose from. Choose a ratio that looks at liquidity, solvency and profitability and discuss its importance.
75- 150 words required.
.
Final Written Art Project (500 words) carefully and creatively wri.docxMalikPinckney86
Final Written Art Project (500 words) carefully and creatively written words and sentences. Artist Statement (250 words)
WRITTEN ART PROJECT
Create a disjunctive or non-narrative piece
that engages all three aspects of reality that we have been discussing throughout the quarter: 1) larger political, social, and economic realities 2) personal or human dramatic situation and 3) detritus of existence. Make sure each of these are well represented and that they do not merely serve as a backdrop or props for other parts of your piece. In other words, make sure each of these aspects of reality is given its due as determining of your or others reality.
Possible Strategies and Advice:
Switch between first and third person perspectives. Make use of actual seeings—what you see. Describe and only occasionally explain or meditate. Meditate a great deal but be sure you are specific . Enact and don’t preach.
Create a concept (a title for your piece) that gives the reader a sense of the intent of your work.
This concept should serve to suggest complementary or conflictual relations between the different parts of your piece. Ultimately in placing all your parts together, in proximity to one another, you want the “whole” to be greater than the sum of the parts.
ARTIST STATEMENT
Please describe the intent of your piece and how you think its disjunctive form allows you to create a sense of reality that you wish to create. Please consider key words and concepts from the module syllabus as well as the ideas that have emerged from course discussions and thought challenges. You might also find these artist’s statements of use:
Chekov
Remove everything that has no relevance to the story. If you say in the first chapter that there is a rifle hanging on the wall, in the second or third chapter it absolutely must go off. If it’s not going to be fired, it shouldn’t be hanging there.
Marguerite Duras
Sometimes I realize that if writing isn’t, all things, all contraries confounded, a quest for vanity and void, it’s nothing. (
The Lover,
8)
Leslie Scalapino
I intended this writing to be the repetition of historically real events the writing of which punches a hole in reality. . . . There was when writing the work something else going interiorily besides what’s going on in segments.
.
Final Research Paper Research the responsibility of a critical t.docxMalikPinckney86
Final Research Paper
Research the responsibility of a critical thinker in a contemporary society. You may choose any topic that deals with a contemporary social concern. Examine the principles of critical thought in relation to the chosen societal concern, and consider the importance of ethics, moral reasoning, a research-based process to search for truth, and the advantages of information technology in gathering data.
Potential social concerns include, but are not limited to health (e.g., obesity, smoking, or underage drinking), poverty (e.g., homelessness, basic needs, or transportation issues), family relations and dynamics (e.g., teen violence, physical abuse, depression, or suicide), social media (e.g., privacy), immigration (e.g., illegal), and education (e.g., plagiarism and/or cheating).
.
Financial management homeworkUnit III Financial Planning, .docxMalikPinckney86
Financial management homework
Unit III
Financial Planning, the Financial System and Governance
Review:
Learning Activities (Non-Graded):
See Study Guide
Read:
Chapter 4:
Financial Planning
Chapter 5:
The Financial System, Corporate Governance, Interest, and the Financial Crisis of 2008
Submit:
.
Final ProjectThe Final Project should demonstrate an understanding.docxMalikPinckney86
Final Project
The Final Project should demonstrate an understanding of the reading assignments, class discussions, your own research and the application of new knowledge. It should utilize previous skills developed in foundational health care courses and apply them within the context and viewpoint of a health care administrator and their role in managing health and human services.
For the Final Project, select one of the following topics and conduct scholarly and professional research while integrating the course’s learning outcomes to address a selected topic:
Research specific leadership and management traits and theories necessary for managing a multidisciplinary and multicultural health care organization to promote organizational effectiveness.
Present how strategic planning, performance improvement, and information systems are interrelated and fundamental to the delivery of quality health care.
Examine the financial characteristics of health care delivery along with managing costs, revenues, and human resources.
Analyze ethical and legal concepts, including specific federal regulations, required of health care organizations to ensure the delivery of high quality health care that protects patient safety.
Research Requirements
Academic research and papers must meet certain standards of quality that are recognized by the academic community. What constitutes quality academic research?
The use of primary (original), credible sources written by experts in the field of study.
Ensuring secondary sources are supported by research in primary sources.
Making sure all research is relevant and that material used is pertinent to the area of study.
In graduate work, the use of peer-reviewed journal articles (journal articles reviewed by recognized experts in the relevant field of study) is required.
Keep in mind that educational websites may be appropriate, in some cases, but should be evaluated carefully.
The Ashford University Library offers many excellent databases and other resources to assist you in conducting scholarly research.
What sources are not acceptable for academic research and referencing?
Encyclopedias
Dictionaries
Wikipedia, other wikis, or blogs
Websites and other sources that do not provide quality researched materials (e.g., they do not use credible sources to support the information in the document).
All research must reflect professional academic protocol and must be documented according to APA standards as outlined in the Ashford Writing Center.
Creating the Final Project
You may choose to present your research is the form of an eight- to ten-page research paper (excluding title and reference pages) or a comprehensive 10- to 15-slide PowerPoint presentation (excluding title and reference slides) with detailed speaker notes. In either case, the content of the assignment must include each of the elements listed below:
Introduction
Describe the issue. Include why it was selected, the perspective of your appr.
Final ProjectImagine that you work for a health department and hav.docxMalikPinckney86
Final Project
Imagine that you work for a health department and have been asked to make a presentation to a group of health care professionals on the role and responsibilities of community and public health.
After reviewing the materials throughout the course and based on what you have learned, create a PowerPoint presentation of at least six slides that covers the following topics:
Describe the role of community and public health in the well-being of populations.
Describe the public health organizational structure.
Examine the legal and ethical dimensions of public and community health services.
Analyze funding of public and community health services.
Discuss the role of communication in community and public health programs.
Creating the Final Project
The Final Project:
Must be created using a screencast program such as Jing, Screencast-O-Matic, Screenr, or other audio/video program.
Must be a minimum of six PowerPoint slides in length (excluding title and reference slide), and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title slide with the following:
Title of presentation
Student’s name
Course name and number
Instructor’s name
Date submitted
Must include a succinct thesis that is presented on the opening slide.
Must address the topics with critical thought.
Must use at least four scholarly sources (not including the course text), including a minimum of two from academic journals found in the Ashford University Library. Other sources should be obtained from appropriate epidemiological information.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference slide, formatted according to APA style as outlined in the Ashford Writing Center.
.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
1. Running head: ASSIGNMENT 3 1
ASSIGNMENT 3 6
Assignment 3
Managing Organizational Change
Daniel Hernandez
Strayer University
HRM560-Managing Organizational Change
Dr. Zakia R. Batchelor
February 18, 2020
Managing Organizational Change
The invention in the business world has led to rapid
transformation in many Organizations. In order to remain in
production, business organizations are faced with an inevitable
need for change. Transformations determine which companies
thrive, and that fades. To effect the move, the company faces
resistance since you don't know how to go about it, who to
involve, and what is in it for employees (Burnes, B., & Randall,
J. 2015). There exist many theories that try to explain
management change, but the outstanding one is Kotter's 8-step
change model. According to Kotter, successful change in an
organization such as Walmart retail cooperation involves
systematic steps these steps are Establishing a sense of urgency,
create a coalition, Develop vision and strategy, communicate
the vision, empower broad-based action, Generating short-term
wins, consolidating gains and producing more change and
anchoring new approaches into the society. These steps and
2. their application are discussed below.
Creating a sense of urgency
Intelligence urgency refers to communicating with employees
on the importance of acting promptly and without delay. It
describes a positive state of mind that managers should evoke to
those they lead. It is not a tool of pointing how competitors are
better off or showing people poor sales statistics, but, opens a
convincing honest dialogue about the internal affairs of the
business (Centrella, S. 2019). As a leader of a company such as
Walmart retail store, one can do the following to create a sense
of urgency: see probable uncertainties and extend proposal of
what can take place in future, and also requests outside help
from customer and business people to reinforce his case.
Creating a coalition
At this stage of transformation of a company, the management
unites a group of people who have qualities to lead and can
facilitate teamwork. Convincing group staff that change is
important takes able leadership qualities and visible assistance
from the organization. In order to create a strong coalition, one
has to spot leaders and stakeholders who commit one to team
building and assess the team for weaker areas.
Vision for change
Change comes about because of the idea that things can be
handled differently. Having a clear vision can help employees
understand why they have to do this and that in the company. If
the workforce sees for themselves what you intend to archive,
the directive given tends to make sense and is followed without
resistance (Lawrence, P. 2014). What one needs to do in order
to archive vision change includes determining the principles
that are essential to change, documenting in summary where you
see the company in prospect, create strategies to meet
objectives in line with the vision, and often memorize you
vision speech.
Communicate the vision
3. There different forms of communication that one can adopt in
conversing in a business organization. After you develop a
clear vision, you need to communicate it to other personnel in
the organization. Since the company has numerous
communications, emailing your vision alone is not enough. To
effect the change, you must take every chance that comes your
way to restate it (Lawrence, P. 2014). To effectively relay your
vision change, you must: speak in convincingly and
persuasively about the vision, attach the idea to every aspect of
the company, clearly showcase the difference between the
current state of affairs and future expectation as per concept
created, and also respond to people issue candidly and publicly.
Remove obstacles
Where a company has been in existence for long, implementing
change is always faced with hindrances. This hindrance results
from employees, the company's processes, or the organization's
structure. The vision bearer needs to remove barriers so as to
empower and facilitate change move forward on the right track.
To deal with these barriers, one needs to: identify and hire
leaders whose work is to deliver change, evaluate organization
structure and performance to ensure they are at par with the
vision, distinguish and remunerate individuals for building
change and take measures to remove the barriers (people or
otherwise).
Create short-term wins
Success is the most excellent motivator. Within one year or
less, appreciating the type of change you intend, you should be
able to point out some achievements that your team can attest
to. Devoid of which, critics and pessimistic thinker can ruin
your advancement. Creating achievable short term goals is vital
in realizing the broad objective. Entire labor forces can be
motivated by arching short term wins. Here are some means to
do this: one is to find a short-term achievable project that needs
no sign off from opposition carefully choose targets that can be
met-failing at an early stage can negatively impact on the
proposed change, and consider rewarding workforce that is
4. important in realizing objectives.
Build on change
Quick wins can mislead you to think that the process of change
has been accomplished. Early gains are not enough to sustain
change (Burnes, B. & Randall, and J. 2015). To reach the top,
you must keep on improving. Thus, to build change on, you
must: Scrutinize what was done right and what was inaccurate
after each win, the set goal that enhances the momentum you
have archived, and bring in more influential change agents.
Anchor the change in cooperate culture
The last step in the change process, as per Kotter's model, is to
integrate change in the organization's core. To ensure that the
change process remains an integral part of the company, one
must talk about progress at every possible opportunity,
recognize and reward change agents, and communicate core
values of change to new employees.
To conclude, change in an organization is not an easy task.
However, if you plan cautiously and establish a good base,
executing change can be exceedingly more accessible. Make a
need to keep moving, produce a vision, and viably express it,
remove barriers, make vigorous achievements, and maximize
your potential. Doing these activities can help to establish
acceptable governance in the company. That is the point where
you can affirm a real victory.
It would be great if we could fill this page. On my last
assignment she mentioned and gave us a break but will not do it
for now on in not to have incomplete pages. Again, if we could
add more coming from any of the other parts of the eight steps
that might seem short would be great. Thank you!
References
Burnes, B., & Randall, J. (2015). Perspectives on Change: What
5. Academics, Consultants, and
Managers Think About Change. NY: Routledge.
Centrella, S. (2019). Hustle Believe Receive: An 8-Step Plan to
Changing Your Life and Living
Your Dream. New York, NY: Simon & Schuster.
Huber, J., Shilkrot, R., Maes, P., & Nanayakkara, S.
(2017). Assistive Augmentation. Basingstoke, NY: Springer.
Lawrence, P. (2014). Leading Change: How Successful Leaders
Approach Change
Management. London, England: Kogan Page.
Mauritz, T. (2017). Applied Neuroleadership Models in Project
and Change Management: A
Toolbox for Project Managers. Munich, NY: GRIN Verlag.
Running head: KOTTER CHANGE MANAGEMENT MODEL 1
Assignment 3: Kotter Change Management Model 7
Assignment 3
Kotter Change Management Model
6. xxxxxxxxx
Strayer University
HRM560-Managing Organizational Change
xxxxxxxx
February 17, 2020
Ascertaining the Steps
John Kotter’s Eight (8) Steps of change management can be
applied to Sears Employees Performance Policy and Procedures.
Each step in this holistic approach allows for the planning and
successful implementation of change within an organization.
Vision and strategy gives an organization a picture of what the
future of the company will look like after change has been
implemented. Applying Kotter’s Eight (8) steps approach will
provide the guidance for an organization’s successful
transformation in their decision to change. The change that I
have recommended to Sears Employee Performance Program is
not only needed to improve employee’s performances but is
necessary for the future of the organization. Each step in
7. Kotter’s Eight (8) Step Process for change would be a great
approach and guide in successfully leading change within the
Sears organization.
Developing a Strategy for Successful Change
Step 1- Creating a sense of urgency will be a must. Hosting a
meeting with all management teams at every level to inform
them of the upcoming change, the reason for the change, the
urgency of the change, and the plan for making it happen. I
would also discuss the ‘why’ for the change and the future of
the company. Then, I would create a sense of urgency with
those in leadership roles to support the vision. Next, a
mandatory meeting for all employees will be critical to inform
them of the change, and how their role will be vital in helping
to make change happen successfully. Employees that are unable
to attend will be asked to conference in. Creating a sense of
urgency must be established during this step in order to
successfully move forward with the other steps. Creating a
sense of urgency will help to keep employees motivated and
energized (Romita, 2015). Creating a sense of urgency forces
employees to understand that change is critical for the
continued success of the organization. Employees must be
convinced that change is not only needed but is necessary.
Step 2- Creating a coalition among managers and employees
will strengthen the process and enable it to move forward
without strong resistance. Team leaders, supervisors, managers,
and executives must build teams that will support the change in
their action and behavior. Change must be seen in leaders first.
After observing change in leaders, employees will be
encouraged and motivated to also change their old habits to new
habits. In addition, leaders must build a guiding coalition that
establishes trust between themselves and employees. Building
effective relationships with employees will help to ensure
support and strong coalition for the vision and mission of the
organization.
Step 3- Leaders at every level will communicate the vision
8. through specific messages that are directly related to the
change, and align company goals with the change. If employees
and managers do not understand the desired future, the resulting
organizational change initiatives will be unsuccessful (Romita,
2015). A successful change vision and strategy will identify the
areas of change, provide clear and realistic targets for
measuring success, explaining the why and how, and appeal to
the long-term goals of the organization (Romita, 2015). Forming
a strategic vision and initiatives allows employees to clearly see
and understand the need for the change. Once employees can
see the why and how for the change, they are more willing to
accept change as a positive instead of a negative.
Step 4- Employees will be communicated the reason for the
change, how the company will implement the change, and why
the change will be necessary for the future of the company in
terms of growth. Effective and creative communication will be
everything to the success of the change. The strategy will be to
communicate early, and with clear easy understandable
messages though company memos, team meetings, group
meetings, and internal communication tools. Efficient and
effective communication during the process of change will be
vital. Leadership must enlist a volunteer army of employees that
are willing and eager to support change. The support of majority
of the employees especially those in leadership roles to support
the change will be a huge plus for the change transformation.
There is strength in numbers; therefore, getting employees to
rally around and support the change is a great opportunity and
right step in making change successful.
Step 5- The strategy will be not to under-communicate; but, to
effectively inform employees early of the change. A main focus
will be to eliminate obstacles or rethink parts of the change in
this step. Management must make every effort to ensure that all
equipment, software, employee trainings, seminars, module
trainings, and IT support staff are in place and ready to
implement the change. Additionally, test runs of new software
will be performed to ensure everything is working properly
9. before the effective day of change. “Identify people who are
resisting change, and help them see what’s needed. Should this
not be a possibility, you need to take action quickly to remove
barriers (human or otherwise)” said, Prendergast and Lambert
(2014, p. 49).
Step 6- As change is in progress, employees will be rewarded
when they reach short-term goals. Rewards shall be given every
three months to those employees that have supported and shown
new habits and behaviors during the change process. Creating
short term goals will help employees to stay motivated to reach
long-term goals. Giving out rewards will also motivate other
employees to take the initiative to work harder towards the
success of the change.
Step 7- As a company, we will analyze our weaknesses and
build on them. We will evaluate to see what is working and
what can be made better or eliminated. The organization will
build on the change, discuss the weak points in the process, and
provide ways to improve or even eliminate parts that are not
working efficiently. Another focus will be to provide additional
training for those employees that are not quite up to speed, and
to any employee that feel they need additional training. Hodges
and Gill (2015), emphasized, “Never letting up. Organizations
should keep learning from experience and not declare victory
too soon. They must continue to carry out strategic initiatives
and create new ones, to adapt to shifting business environments,
and thus to enhance their competitive positions” (p. 247).
Step 8- The last step in developing a strategic approach will be
to include the new change into policies and procedures. By
doing this, employees will know that the change is real and
anchored in the organization’s culture. In this step, the
organization must continue to focus on making the change stick.
Executives and each level of management must continue to
show change in their actions and behaviors. Making the change
stick will be critical in the successful implementation of
change. Change must be practiced and seen at every level of
management. Employees need to see that leaders within the
10. organization are supporting the change in their actions and
behaviors. Anchoring the change into corporate culture by
including it in policy and procedures will be critical in the
successful implementation of change within the organization.
Furthermore, Friesen (2016), emphasized, communicate with
change leaders, project team and key stakeholders. Explain why
the changes are needed and risks of not changing. Correct
misinformation as it arises. Demonstrate support for the change
through words and actions. Balance the needs of both project
and business teams to achieve goals. Coach employees through
the change process. This includes coaching people to prepare
for changes in their roles and explaining new performance
expectations. Identify and manage resistance. Respond to
questions and concerns (p. 43).
In conclusion, implementing change will not be easy; but, it is
attainable and important. The use of Kotter’s Eight (8) Step
Model is a great framework and guide to lead organizations into
the successful implementation of change. Further, creating a
sense of urgency and effectively communicating the vision is
key and are critical factors in the implementation of change.
Equally important, communicating the vision effectively gives a
picture of what the future will look like after change has been
made. Prendergast and Lambert (2014) said, “Organisational
change is hard because you must change more than just the
structure and operations, you need to change people’s
behaviour” (p. 49). As a final point, following Kotter’s Eight
(8) steps process will allow the organization to effectively
communicate and create a promising vision that convinces
employees that the future looks brighter and better with change
in place. As a result, employees are now ready to embrace,
support, and make adjustments that will help the organiza tions
move into the future without resistance.
11. References
Friesen, W. (2016). Change Management: A Key to a Successful
Future. Business Credit, 118(9), 42-43.
Hodges, J., & Gill, R. (2015). Sustaining Change in
Organizations. Thousand Oaks, CA: Sage.
Prendergast, N. n., & Lambert, K. k. (2014). Organizational
Change and Flexibility. Exchange (19460406), (220), 48-51.
Romita, T. (2015, February, 27). 8 Steps Strategic Planning
Process by Tom Tomita, Facilitator. Retrieved from
https://www.youtube.com/watch?v=gSdJ9LBfcEg
Assignment 3: Kotter Change Management Model
Due Week 6 and worth 140 points
Using the company that your instructor previously approved,
apply Kotter’s eight (8) steps of change management to an HR
situation you have selected for change. You will address all
eight (8) of the Kotter steps, developing an action plan for each
step. Use a tablet, smartphone, laptop, desktop, or traditional
video recorder to record a maximum of a five to seven (5-7)
minute dynamic video on the topics detailed below.
Alternatively, you may submit a four to six (4-6) page paper
instead of the video submission.
Title: Your First Name, Your Last Name – Managing
12. Organizational Change
Tags: HRM560, Organizational Change
Description: First Name, Last Name – HRM560 Assignment 3
(Date Uploaded ex. 11-14-2014)
Prepare and present a video that is a maximum of five to seven
(5-7) minutes OR write a four to six (4-6) page paper in which
you:
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 (8) stages of change:
A. Establishing a sense of urgency
B. Creating coalition
C. Developing vision and strategy
D. Communicating the vision
E. Empowering broad-based action
F. Generating short-term wins
G. Consolidating gains and producing more change
H. Anchoring new approaches into the culture
3. Use at least four (4) quality academic resources in this
assignment. Note: Wikipedia and other similar Websites do not
qualify as academic resources.
Note: If you choose to submit a video presentation, please also
submit a one (1) page summary of your presentation.
If you choose the written paper, your assignment must follow
these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size
12), with one-inch margins on all sides; citations and references
must follow APA or school-specific format. Check with your
professor for any additional instructions.
· Include a cover page containing the title of the assi gnment, the
student’s name, the professor’s name, the course title, and the
date. The cover page and the reference page are not included in
the required assignment page length.
The specific course learning outcomes associated with this
assignment are:
13. · Compare theories of change management and select an
appropriate theory for an organization change.
· Analyze diagnostic models relevant to various aspects of the
change management process.
· Use technology and information resources to research issues in
managing organizational change.
· Write clearly and concisely about managing organizational
change using proper writing mechanics.
· Identify organizational changes that link to vision.
Points: 140
Assignment 3: Kotter Change Management Model
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
1. Ascertain how each of the steps applies to your specific
organization.
Weight: 5%
Did not submit or incompletely ascertained how each of the
steps applies to your specific organization.
Partially ascertained how each of the steps applies to your
specific organization.
Satisfactorily ascertained how each of the steps applies to your
specific organization.
Thoroughly ascertained how each of the steps applies to your
specific organization.
2a. Develop a strategy that illustrates how you would address
each of the eight (8) stages of change: establishing a sense of
urgency.
Weight: 10%
14. Did not submit or incompletely developed a strategy that
illustrates how you would address each of the eight (8) stages of
change: establishing a sense of urgency.
Partially developed a strategy that illustrates how you would
address each of the eight (8) stages of change: establishing a
sense of urgency.
Satisfactorily developed a strategy that illustrates how you
would address each of the eight (8) stages of change:
establishing a sense of urgency.
Thoroughly developed a strategy that illustrates how you would
address each of the eight (8) stages of change: establishing a
sense of urgency.
2b. Develop a strategy that illustrates how you would address
each of the eight (8) stages of change: creating coalition.
Weight: 10%
Did not submit or incompletely developed a strategy that
illustrates how you would address each of the eight (8) stages of
change: creating coalition.
Partially developed a strategy that illustrates how you would
address each of the eight (8) stages of change: creating
coalition.
Satisfactorily developed a strategy that illustrates how you
would address each of the eight (8) stages of change: creating
coalition.
Thoroughly developed a strategy that illustrates how you would
address each of the eight (8) stages of change: creating
coalition.
2c. Develop a strategy that illustrates how you would address
each of the eight (8) stages of change: developing vision and
strategy.
Weight: 10%
Did not submit or incompletely developed a strategy that
illustrates how you would address each of the eight (8) stages of
change: developing vision and strategy.
Partially developed a strategy that illustrates how you would
address each of the eight (8) stages of change: developing
15. vision and strategy.
Satisfactorily developed a strategy that illustrates how you
would address each of the eight (8) stages of change:
developing vision and strategy.
Thoroughly developed a strategy that illustrates how you would
address each of the eight (8) stages of change: developing
vision and strategy.
2d. Develop a strategy that illustrates how you would address
each of the eight (8) stages of change: communicating the
vision.
Weight: 10%
Did not submit or incompletely developed a strategy that
illustrates how you would address each of the eight (8) stages of
change: communicating the vision.
Partially developed a strategy that illustrates how you would
address each of the eight (8) stages of change: communicating
the vision.
Satisfactorily developed a strategy that illustrates how you
would address each of the eight (8) stages of change:
communicating the vision.
Thoroughly developed a strategy that illustrates how you would
address each of the eight (8) stages of change: communicating
the vision.
2e. Develop a strategy that illustrates how you would address
each of the eight (8) stages of change: empowering broad-based
action.
Weight: 10%
Did not submit or incompletely developed a strategy that
illustrates how you would address each of the eight (8) stages of
change: empowering broad-based action.
Partially developed a strategy that illustrates how you would
address each of the eight (8) stages of change: empowering
broad-based action.
Satisfactorily developed a strategy that illustrates how you
would address each of the eight (8) stages of change:
empowering broad-based action.
16. Thoroughly developed a strategy that illustrates how you would
address each of the eight (8) stages of change: empowering
broad-based action.
2f. Develop a strategy that illustrates how you would address
each of the eight (8) stages of change: generating short- term
wins.
Weight: 10%
Did not submit or incompletely developed a strategy that
illustrates how you would address each of the eight (8) stages of
change: generating short- term wins.
Partially developed a strategy that illustrates how you would
address each of the eight (8) stages of change: generating short-
term wins.
Satisfactorily developed a strategy that illustrates how you
would address each of the eight (8) stages of change: generating
short- term wins.
Thoroughly developed a strategy that illustrates how you would
address each of the eight (8) stages of change: generating short-
term wins.
2g. Develop a strategy that illustrates how you would address
each of the eight (8) stages of change: consolidating gains and
producing more change.
Weight: 10%
Did not submit or incompletely developed a strategy that
illustrates how you would address each of the eight (8) stages of
change: consolidating gains and producing more change.
Partially developed a strategy that illustrates how you would
address each of the eight (8) stages of change: consolidating
gains and producing more change.
Satisfactorily developed a strategy that illustrates how you
would address each of the eight (8) stages of change:
consolidating gains and producing more change.
Thoroughly developed a strategy that illustrates how you would
address each of the eight (8) stages of change: consol idating
gains and producing more change.
2h. Develop a strategy that illustrates how you would address
17. each of the eight (8) stages of change: anchoring new
approaches into the culture.
Weight: 10%
Did not submit or incompletely developed a strategy that
illustrates how you would address each of the eight (8) stages of
change: anchoring new approaches into the culture.
Partially developed a strategy that illustrates how you would
address each of the eight (8) stages of change: anchoring new
approaches into the culture.
Satisfactorily developed a strategy that illustrates how you
would address each of the eight (8) stages of change: anchoring
new approaches into the culture.
Thoroughly developed a strategy that illustrates how you would
address each of the eight (8) stages of change: anchoring new
approaches into the culture.
3. 4 References
Weight: 5%
No references provided.
Does not meet the required number of references; some or all
references poor quality choices.
Meets number of required references; all references high quality
choices.
Exceeds number of required references; all references high
quality choices.
4. Clarity / Coherence in Presentation and writing mechanics
Weight: 5%
More than 6 errors present. Information is confusing and fails to
include reasons and evidence that logically support ideas.
5-6 errors present. Information is partially clear with minimal
reasons and evidence that logically support ideas.
3-4 errors present. Information is mostly clear and generally
supported with reasons and evidence that logically support
ideas.
0-2 errors present. Information is provided in a clear, coherent,
and consistent manner with reasons and evidence that logically
support ideas.
18. 5. Met formatting requirements, including one (1) page
summary for presentation option.
Weight: 5%
Did not submit or incompletely met formatting requirements,
including one (1) page summary for presentation option.
Partially met formatting requirements, including one (1) page
summary for presentation option.
Satisfactorily met formatting requirements, including one (1)
page summary for presentation option.
Thoroughly met formatting requirements, including one (1) page
summary for presentation option.