Description
***Please submit 4-6 paper instead of video***
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.
Note: If you are using a tablet or smartphone you will need to email the video file to yourself, then save it to a computer in order to upload to Blackboard. You may want to upload your video to a file sharing service, such as Dropbox, if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app.
Once you are ready to upload your video to Blackboard, click here to view the "Student Video Assignment Submission" video tutorial in the "Creating a Presentation for Your Course" playlist.
Please use the following naming convention in the popup window for your video once it is finished uploading:
Title: Your First Name, Your Last Name – Managing 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:
- Ascertain how each of the steps applies to your specific organization.
- Develop a strategy that illustrates how you would address each of the eight (8) stages of change:
- Establishing a sense of urgency
- Creating coalition
- Developing vision and strategy
- Communicating the vision
- Empowering broad-based action
- Generating short-term wins
- Consolidating gains and producing more change
- Anchoring new approaches into the culture
- 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 assignment, 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.
Explanation & Answer
Attached.
Running Head: MANAGING ORGANIZATIONAL CHANGE
Managing Organizational Change
Name of Student
Institutional Affiliation
1
MANAGING ORGANIZATIONAL CHANGE
2
Managing Organizational Change
The Kotter's 8-step process was developed by John Kotter, who is known for being an
author of change. It is mostly aimed at achieving change in an organization. In other words, it
promotes a different way of thinking, definition of how to handle change and also having things
done. Change initiation may at times be painful. Although most consider it uncomfortable during
the first trial, it continuously encourages and vouchers for change hence creating a different
mindset in an organization. Its application can also be put into action in a Human Resource (HR)
situation when not only experience and old habits are relied on.
KOTTER’S 8-STEP MODEL APPLICATION IN HR
1. Establishing a Sense of Urgency
This brings the right people together. To focus on change, the first step in the Kotter's
model is the creation of a sense of urgency. Without change being considered as urgent, there
will be no convincing power on the employees and the staff. According to Kotter (2007), this
form of management triggers the determination for pursuing and accomplishing in the
management organization. For instance, it is known that close to 50% of these initiatives of
change often fail. The drive in most of the rest could outweigh failure and success at very low
levels than what was meant to be achieved. In this case, the HR department could study the
market and the competitions to be faced, identify the organization's c...
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