PLEASE READ THIS WHOLE ASSIGNMENT REQUIREMENT BEFORE AGREEING.

PLEASE READ THIS WHOLE ASSIGNMENT REQUIREMENT
BEFORE AGREEING.
THERE ARE 10 DIFFERENT PARTS TO THIS!!! PLEASE
SEPARATE AS UNIT. EACH HAS A DIFFERENT DATE. ALL
CAN BE SUBMITTED 11/16/18 OR EACH BY DUE DATE.
EACH ASSIGNMENT WILL BE APA FORMAT, IN TEXT
CITATION, VERIFIABLE REFERENCES AND ASSIGNMENT
LENGTH DOES NOT INCLUDE TITLE PAGE OR
REFERENCE PAGE, LESS THAN 20% OV SCORE.
PHASE 1 (#1)
Unit: Fundamentals
Due Date: Fri,11/16/18
Deliverable Length: 1 paragraph
Primary Task
500–800 words that respond to the following questions with
your thoughts, ideas, and comments.
As director of change management for Heavy WorX, this is your
first role as a member of an executive team and as a leader who
is tasked to bring needed change to an organization. Your peers
welcome you to the team but express apprehension with regard
to new initiatives or programs, citing that the company has
already seen its share of changes and with little positive
outcome. Despite the impending challenge, you are excited
about your new position because you have the opportunity to be
a critical part of the company’s future.

Using credible resources, conduct in-depth research to gain a
high-level understanding of the principles, methods, and tools
that are used in organizational development (OD) and to
understand the steps, processes, or planned change models that
are used by OD practitioners.
To inform your peers about your role and how you will
successfully initiate any large-scale changes, discuss the
following:
What are your roles and responsibilities during a planned
change initiative as both a leader and OD practitioner within
Heavy WorX?
What are the disadvantages and advantages of leading and
managing change as an internal OD practitioner as opposed
to an external OD consultant?
Of all the typical ethical dilemmas that may surface for an
OD practitioner, which do you think is the most challenging,
and how would you address it?
Type: Individual Project (#2)
Due Date: Wed,11/19/18
Deliverable Length: 10–12 PowerPoint slides with 200–250
words of speaker notes per slide
Assignment Description
One of the most difficult tasks that leaders can face is initiating
organizational change. As a leader, you need to be sensitive to
the ever-changing internal climate and external environment.

For example, changes in the market, products, and competition
may all be factors that lead to a need for change. Applying
organizational development (OD) techniques to management
problems is an essential skill because the primary task of
leadership is to manage change; however, before a change can
be implemented, the organization must anticipate the need.
To date, the executive team has been reactive to the situations
affecting their department and is unfamiliar with a systems
approach to OD. Based on what you already know about the
climate and external factors affecting Heavy WorX, what
conditions or organizational needs exist that may provide the
impetus for a large-scale organizational development or planned
change program?
Develop a PowerPoint presentation to illustrate to the
executive leadership team some potential problems at Heavy
WorX that could be changed using OD principles.
Define and describe what it means to use a systems-based
approach to change, such as social-technical systems theory,
and discuss the benefits of such an approach.
What OD steps or planned change models would you follow
at Heavy WorX?
How will you modify these steps or phases to tailor them to
the specific needs of Heavy WorX?
PHASE 2 DB (#3)
Unit: Diagnosing Issues
Due Date: Tue,11/21/18

Deliverable Length: 600 words
your thoughts, ideas, and comments. Be substantive and clear,
and use examples to reinforce your ideas.
Your earlier presentation to the executive leadership team at
Heavy WorX has initiated interest in a system approach for
increasing the effectiveness, efficiency, and morale of the
organization. The senior leadership team advocates for you to
implement a successful planned change program. Before
implementing the program, you need to anticipate the potential
for resistance to change throughout the organization.
Based on your readings, research, and experience, discuss the
following:
What resistance to change might occur with individuals,
groups, and organization as a whole?
What strategies or techniques can an organizational
development practitioner use to reduce resistance to change?
How could these methods be used in the context of Heavy
WorX?
Unit: Diagnosing Issues

Deliverable Length: 1200 - 1500 Words
As an experienced leader, you know that the company needs to
be proactive, be perceptive, and respond quickly to the ever-
changing internal climate and external environment. You
currently have an initial assessment of the climate and the
external factors affecting Heavy WorX. It seems necessary to
inform senior leaders that organizational development (OD)
relies on valid diagnostic information about current problems
and possible opportunities for improvement.
How can you convince senior leadership that you need to gather
diagnostic information about the current climate and the
company’s situation? Complete the following for this
assignment:
Identify and describe 5 diagnostic models or data-gathering
techniques that could potentially be used at Heavy WorX,
and include a comparison and contrast between the models
and techniques.
Choose 3 diagnostic models or data-gathering techniques to
use to diagnose the problem at Heavy WorX, and describe
why they are recommended.
Describe how the data will be analyzed and used to create a
diagnosis of the problems at Heavy WorX.
How will you determine the root cause of the problems at
Heavy WorX?
Explain your role in diagnosis, and discuss the support and

resources you might need.
PHASE 3 (#5)
Unit: Leading and Managing Change
Primary Task
One of the most challenging aspects of leading change is
providing feedback to key stakeholders. Many times, their
reaction can be unpredictable, defensive, dismissive, or critical.
You are preparing a presentation for senior leaders about the
data discovered during organizational diagnosis. What are some
feedback strategies that could be used to ensure that key
stakeholders understand the results of the organizational
diagnosis and are prepared to support the change?
Please address the following in your post:
Would you recommend an e-mail, individual meetings, a key
stakeholder group meeting, or a different strategy to
communicate the results? Why?
What aspects of the key stakeholders’ roles do you need to be
aware of when communicating the results?

What is your plan to address the possible reactions of key
stakeholders to the results?
How will you facilitate the creation of an action plan with
the key stakeholders, using the results of organizational
diagnosis?
Unit: Leading and Managing Change (#6)
Deliverable Length: 1,000–1,200 words
The essential outcomes of the diagnostic process are to identify
the preliminary root causes for specific problems, analyze the
data, and present them to senior leaders in a meaningful way so
that effective solutions can be identified. Once feedback has
been provided to senior leaders, the OD practitioner can begin
to develop a strategy for an action plan. At this point, senior
leaders may want to know the return on investment (ROI) of an
action plan.
In this assignment, you will choose an existing organization to
benchmark and complete a ROI case analysis. A case analysis
describes the organization, the problem or issue the
organization is attempting to address, the perspectives on or
alternative solutions for the problem or issue, and your
informed recommendation for the potential solution to the
problem or issue. Your case analysis should include references
gathered from professional and academic sources to justify your
reasoning. In your 1,000–1,200-word paper, please include the
following information:

What existing organization did you choose for the case
analysis, and why did you choose it?
What problem or issue is the organization attempting to
address?
Did the organization receive a positive return on investment
(ROI) for its change plan? Why or why not?
What other organizations are attempting to address the
problem or issue, and how do their perspectives on or
alternative solutions for the problem or issue differ in terms of
return on investment (ROI)?
What is your recommendation for the potential solution to the
problem or issue at Heavy WorX? Considering your findings,
what might be the potential return on investment (ROI) at
Heavy WorX for this solution?
PHASE 4 (#7)
Unit: Strategies
Primary Task
Organizational development offers a wide range of approaches

to a variety of problems. Since it is a broad-based approach to
change, it is important to choose interventions that best suit the
needs of the organization. OD professionals may use different
configurations of models and interventions that are tailored
based upon diagnostic information, ROI, and other factors.
What interventions would you recommend to senior leaders
considering the diagnosis of Heavy WorX?
How will you communicate and carry out the interventions?
What is the potential for resistance to change for each
intervention, and how will you address it?
Unit: Strategies
Deliverable Length: 1,000 word Executive Summary
The change process is now complete, and you are beginning to
gather compelling evidence to demonstrate the organization’s
results to senior leaders. To evaluate a change, you need to
revisit diagnostic models and decide upon measures that will
describe data about the change process. You want to report what
happened during the change process, if the change was indeed
effective, and what unanticipated conditions, both positive and
negative, have occurred. Senior leaders have asked that you
prepare an executive summary outlining the results of your
evaluation. In 1,000 words, prepare an executive summary that

includes the following:
Describe the interventions, programs, or initiatives that were
conducted during the change process, any unanticipated
conditions, positive or negative, that arose, and how they
were addressed.
Give a brief overview of the assessments that were used to
gather the data and evaluate the change.
Summarize the state of the organization after the change
process. Did it achieve its intended return on investment
(ROI)? Why or why not?
PHASE 5 (#9)
Unit: Organizational Leadership
Deliverable Length: See assignment details
Summative Discussion Board
Review and reflect on the knowledge you have gained from this
course. Based on your review and reflection, write at least 3
paragraphs on the following:
For this assignment, complete the following:
Critique 3 ideas, concepts, or topics from this course, and

reflect on how they relate to the course objectives and your
career aspirations. What were the most compelling topics
learned in this course?
How did participating in discussions help your understanding
of the subject matter? Is anything still unclear that could be
clarified?
What approaches could have yielded additional valuable
information?
The main post should include at least 1 reference to research
sources, and all sources should be cited using APA format.
Unit: Organizational Leadership (#10)
Deliverable Length: 15 PowerPoint slides with 150 words
speaker notes per slide
Acquisition and Globalization Plan
Heavy WorX has agreed to be acquired as a wholly-owned
subsidiary of the Stellar Goal Group, forming a large
multinational corporation operating in 20 different countries.
Since Heavy WorX previously only had domestic operations, it
will need to participate in a comprehensive change management
plan as part of the acquisition. Because of your success with
change management programs at Heavy WorX, you have been
appointed the vice president of change management, overseeing
all change management initiatives associated with the
acquisition and the globalization of Heavy WorX. The CEO and
Board of Directors have asked you to prepare a presentation of
your acquisition and globalization plan. In 15–20 slides, please

address the following:
In your opening remarks, describe change management, OD,
any why it is necessary to create an acquisition and
globalization plan.
Create a diagram that demonstrates your vision of how Heavy
WorX and the Stellar Goal Group can merge and globalize
their organizational cultures.
Describe the roles of the CEO, Board of Directors, VP of
Change Management, OD consultants, managers, and
employees in the change process.
Identify the potential problems that may arise and the
anticipated resistance to change that might be experienced
during the change process.
Describe what change models will be used and how they will
be tailored for the change process.
Describe your assessment and feedback plan. Your plan
should include a description of the methods and data analysis
techniques that you would use to conduct the diagnosis and
how you will provide feedback to the key stakeholders.
Benchmark at least 3 other organizations and describe the
potential return on investment (ROI) that might be achieved
in the acquisition globalization of Heavy WorX.
Make specific recommendations for the interventions that the
organization should implement, how they will be
communicated, and how they will be evaluated.
Create a diagram that describes a 1-year time line for

completing the project that includes each step in the change
process.
In your closing remarks, describe how you will use your
qualities as a change leader to implement the acquisition and
globalization plan.

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