CAPELLA Change Resistance In Company For ERP Systems Implementation

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Question Description

Write a 5-7 page internal report that assesses specific change factors you have observed within a selected organization to determine a specific change recommendation and the potential benefits that would come with its implementation.

Introduction

It is important to be able to accurately diagnose the higher priority needs for change in organizations and to develop a high-level process for initiating that change. In this assessment, you will analyze the factors driving change and how these change factors impact an organization of your choice. The emphasis here is not on how to change but on what to change and why.

Preparation

Do the following:

  • Choose an organization. This can be where you currently work or an organization with which you are familiar.
  • Select a change model that best applies to a change needed in your selected organization. If you are unfamiliar with organizational change models, you may choose to use those in the Organizational Change: An Action-Oriented Toolkit text.
  • Research your selected change model and John Kotter's 8-step model. Use the Capella University Library to find three to five resources to support your assessment.

Scenario

After your recent success heading up a staff development initiative, your supervisor's boss has asked that you devote part of your time each week to supporting a task force that explores opportunities for positive change within the organization. After an initial orientation meeting with the rest of the change task force, you have been asked to create an internal report in which you assess specific change factors that you have observed within the organization to determine a specific change recommendation and the potential benefits that would come with its implementation.

Your Role

Imagine that you work in any organization you choose in any position you like. For the sake of simplicity, you may choose to imagine your present position at a company where you already work. Whatever your other responsibilities, you are now also tasked with providing change leadership within the organization.

Requirements

Using Kotter's 8-step model and one other change model of your choice, write a report in which you analyze aspects of the change needed for your chosen organization. Include the following in your analysis:

  • Describe a change challenge facing the selected organization to sustain success.
  • List the factors that are driving change for this selected organization.
  • Identify the type of change that is needed for the selected organization.
    • You may find Figure 3.1 in the Mastering the Challenges of Leading Change text useful for this identification.
  • Assess the organization's readiness for change and ways to heighten awareness. Use the force field analysis model for this assessment. You may use the Force Field Analysis Template [DOC] to guide your work.
  • Articulate recommendations for change for the selected organization. These are recommendations you would eventually deliver to the organization's executive leadership team. Make sure you support your recommendations with research. Remember, the emphasis here is not on how to change but on what to change, and why.

Your analysis should be written coherently to support a central idea, in appropriate APA format, with correct grammar, usage, and mechanics as expected of a business professional.

Deliverable Format

In your last meeting with the rest of the change task force, it was collectively agreed that your recommendation would take the form of an internal report that could be shared with other stakeholders within the company. This report should be 5–7 pages, so that you have enough space to develop your ideas and provide some academic support. Since you plan to share your report with the rest of the change task force, your supervisor's boss, and other internal stakeholders, you want this document to be well organized and readable.

Internal Report requirements:
  • References: Support the analysis in your report with 3–5 academic resources from the Capella University Library. You must use proper APA style to list your references.
  • Length: 5–7 pages, in addition to the references list.
  • Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the analysis and do not detract from the message.
  • Formatting: Use APA formatting, including correct in-text citations, proper punctuation, double spacing throughout, proper headings and subheadings, no extra line spaces before headings and subheadings, proper paragraph and block indentation, no bolding, one-inch margins all around, and no bullets.
  • Font and font size: Times New Roman, 12 point.

Evaluation

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies through corresponding scoring guide criteria:

  • Competency 1: Assess the complex and dynamic nature of organizational change.
    • Describe a change challenge facing the selected organization to sustain success.
    • List the factors that are driving this selected organization's change.
  • Competency 2: Analyze ways in which leaders and managers can effectively initiate, shape, and support organizational change.
    • Assess the organization's readiness for change and ways to heighten awareness.
  • Competency 3: Analyze the processes of change in people, groups, and organizations.
    • Describes the type of change that is needed for the selected organization.
    • Articulate recommendations for change for the selected organization.
  • Competency 5: Communicate effectively in a professional manner.
    • Communicate in a manner that is scholarly, professional, and consistent with expectations for business professionals.
    Criteria Non-performance Basic Proficient Distinguished
    Describe a change challenge facing the selected organization to sustain success. Does not identify a change challenge facing the selected organization to sustain success. Identifies but does not describe a change challenge facing the selected organization to sustain success. Describes a change challenge facing the selected organization to sustain success. Analyzes a change challenge facing the selected organization to sustain success, using literature to support and validate the analysis.
    List the factors that are driving this selected organization's change. Does not list the factors that are driving this selected organization's change. Lists factors of organizational change but not all are relevant for this selected organization's change. Lists the factors that are driving this selected organization's change. Describes the factors that are driving this selected organization's change.
    Describes the type of change that is needed for the selected organization. Does not describe the type of change that is needed for the selected organization. Identifies the type of change that is needed for the selected organization. Describes the type of change that is needed for the selected organization. Assesses the type of change that is needed for the selected organization using appropriate sources.
    Assess the organization's readiness for change and ways to heighten awareness. Does not identify the organization's readiness for change and ways to heighten awareness. Identifies but does not assess the organization's readiness for change and ways to heighten awareness. Assesses the organization's readiness for change and ways to heighten awareness. Analyzes the organization's readiness for change and ways to heighten awareness; summarizes findings using real organization examples.
    Articulate recommendations for change for the selected organization. Does not identify recommendations for change for the selected organization. Identifies but does not articulate recommendations for change for the selected organization. Articulates recommendations for change for the selected organization. Articulates recommendations for change for the selected organization and summarizes the prioritization of those changes and why.
    Communicate in a manner that is scholarly, professional, and consistent with expectations for business professionals. Does not communicate in a manner that is professional and consistent with expectations for members of the business professions. Communicates in a manner that is usually professional and consistent with expectations for members of the business professions but may include some distracting errors in grammar, usage, or mechanics. Communicates in a manner that is professional and consistent with expectations for members of the business professions. Communicates without error in a manner that is professional and consistent with expectations for members of the business professions.

Unformatted Attachment Preview

Force Field Analysis Template Force Field Analysis Template This table is based on Schein’s force field analysis section in “Models and Tools for Stability and Change in Human Systems” (Schein, 2002). Present State Desired Future State Statement of current conditions Statement of future conditions Driving Forces 1. 2. 3. 4. 5. 6. 7. Restraining and Resisting Forces 1. 2. 3. 4. 5. 6. 7. List the actions to be taken to unfreeze the equilibrium and drive toward the desired state: 1. 2. 3. 4. Reference Schein, E. H. (2002). Models and tools for stability and change in human systems. Reflections, 4(2), 34–46. 1 ...
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Tutor Answer

masterjoe
School: UC Berkeley

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Running Head: CHANGE RESISTANCE IN COMPANY X

1

Change Resistance in Company X for Enterprise Resource Planning (ERP) Systems
Implementation
Author’s name:
Author’s institution:

CHANGE RESISTANCE IN COMPANY X

2
Abstract

This study aims to discuss organization change in the implementation of Enterprise Resource
Planning system in Company X. We will tackle change challenge facing Company X to sustain
success and explain the factors that are driving change for this company. We will identify the
type of change that the organization needs and assess the organization's readiness for change and
ways to heighten awareness using the force field analysis model for this assessment and Kotter’s
8-step model. Recommendations for the change for Company X are articulated.
Keywords: Resistance, Enterprise Resource Planning system, Organization change.

CHANGE RESISTANCE IN COMPANY X

3

Change Resistance in Company X for Enterprise Resource Planning (ERP) Systems
Implementation
Organizational change is constant for any vision-driven organization. Reason being that
we live in a world that demands considerable change after a decade or less. Organizational
change, whether focused on people, structure, processes, or technology, is mostly linked to
culture change (Quattrone & Hopper 2001). Whether we are considering a small scale change or
a large scale change in the organization, it is normal to feel uneasy and frightened by the scale of
the change to set up a new norm (Burke, 2018). Therefore, challenges may arise in the process
and pose an obstacle. Despite the challenges facing the change, goals have to be set to meet the
organizational objectives to sustain the predetermined success. To reach the organization's target,
the organization may need to come up with the necessary plans to carry out the change.
Change challenge: Resistance to change
One of the significant challenges facing organization change in Company X is resistance
to change. The problem may prevent the implementation of systems that would improve
organizational processes. We define resistance to change as the unwillingness and rejection of
proposed change (Rodrigo & Carlos 2014). Resistance is a rational and complex phenomenon.
Changes to management systems pose a high demand for time and resources spent in training
and installation. It is not also a progressive situation, and...

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