organizational change paper

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Question Description

This paper will give you an opportunity to evaluate a failed organizational change, identify a theory that could have been used to develop the change, and aapply that theory to the failed change. The paper must follow these standards:

  • be 8-10 pages of content in length
  • have at least three outside professional resources
  • follow APA standards

A PowerPoint of the paper is attached as well as the PowerPoint and the docuemtns discussing organizational change.

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Organizational Change Management Dr. Charles Poplos, PMP Organizational Change Management • Organized, systematic application of – Knowledge – Tools – Resources of change • To provide organizations with a key process to achieve their business strategy Difference Between Project and Change Management • Project Management focus is on specific project activities and deliverables • Change Management focus is on the impact the project will have on the organization Thus • Project Management – the change • Change Management – getting the change accepted Essential Components • • • • • • • Sponsor Management End-user Communication Readiness Training Coaching Transition Planning Resistance Management Sponsor Management • Sponsor is key • CM team works to produce the Sponsor Roadmap – Let the sponsor know about expectations, and – How the sponsor can help achieve success End-user Communication • Permeate the gaining organization’s hierarchy with change information – Keep them informed – Get them ready for the impact – Make them comfortable Readiness • Readiness involves • Analyzing an organization to identify – The current state – The future desired state, – What is required to move from one state to the other • Organizations need to understand – The specific impacts the new system will have on their own internal operations – To prepare proactively for those impacts Training • Training plays a critical role in helping the gaining organization adapt the new processes, hardware, software, etc. into their operations • CM Team performs training needs analysis – Determines the training strategy – Helps manage the training plan – Identifies the skill gaps of the affected end-user community Coaching • The CM team works with supervisors to ensure they are aware of the – Project or what is being changed – Impacts – Expectations of them • The coaching effort can range from – Coaching info sheets to – Formal meetings with managers/supervisors to advise them on how best to coach their staff Transition Planning • Transition Planning involves – Preparing the organization to support the new system once the change is completed – The team • Reviews the skills necessary to support the new system • Works with individuals on the production side to develop transition plans to successfully support the new application – Users may • • • • Require Training Require remedial training in related skill sets Need to acquire entirely new skill sets Will have job reclassification issues Resistance Management • A resistance management plan is a proactive approach to managing resistance • It is important to identify potential resistance points by defining – What resistance may look like – How to identify resistance – How to mitigate the impact of resistance In General • Change Management – Manages change as a process – Recognizes that projects deal with people – Helps people through the change with open and honest communication – Provides awareness of the new environment – Ensuring readiness to function competently Preparation For Major Change • It is important for organizations to understand – Impacts the implementation will have on their own internal operations • And to – Prepare proactively for those impacts Concerns • Organizational Change Management is concerned with: – Managing change as a process and recognizing that people are the focus – Providing direct, knowledgeable, and frequent communication The Change Problem • Change problem is – Some future state to be realized – Some current state to be left behind – A some structured, organized process for getting from the one to the other Change Answers Three Questions • How do we make the change? • What needs to be changed? • Why is it being changed? How Do We Make The Change? • How do we get people to – Be more open? – Assume more responsibility? – Be more creative? What Needs To Be Changed? • • • • • What are we trying to accomplish? What changes are necessary? What indicators will signal success? What standards apply? What measures of performance are we trying to affect? Why Is It Being Changed? • Frequently chains and networks of business must be traced out before one finds the “true” reason for a change effort • CM wants to find the ultimate purposes of functions and find new and better ways of performing them – Why do we do what we do? – Why do we do it the way we do it? The Theories • • • • • Satir’s Change Process Model Kubler-Ross Stages of Change Model Kotter’s Phases of Change Model Lewin’s Dynamic Stability Model Prosci Change Management Model Satir’s Change Process Model • Satir’s change model is one of many tools she invented to enhance communication and encourage growth – “Change” is the project announcement which leads to a period of uncertainty, chaos, and productivity decreases – As people learn more and receive training/coaching, their productivity begins to rise – There is a period of flux until the new system becomes the status quo. Kubler-Ross Stages of Change Model • Describes the process by which people deal with grief – Significant changes in the working environment can bring about a form of grief Kubler-Ross Stages of Change Model • Five stages – Denial: The initial stage: "It can't be happening." – Anger: "Why ME? It's not fair?!" Recognition of changes in the day-today routine, perceived (or real) loss of prestige, power, knowledge, movement to the new state where things are unfamiliar and uncomfortable. – Bargaining: "Just let me live to see my son graduate." A sense of “just leave me alone”, or “just don’t change this one particular thing too”. Sometimes expressed as “as long as I don’t lose anything”, or “just make sure I get the training I need”. – Depression: "I'm so sad, why bother with anything?" When a system first implements feelings like “this is too hard”, “this is too slow”, “this takes too much work”, and “this is stupid” are not uncommon. – Acceptance: "It's going to be OK." Once people get used to the new system, they begin to accept it, and in time will defend it as strongly as they defended the old system. Kotter • Kotter’s change phases model deals with the phases of change Lewin’s Dynamic Stability Model • Refers to “unfreezing, changing, and refreezing” – It gives rise to thinking about a staged approach to changing things. Looking before you leap is usually sound practice. • Using Lewin’s approach as a starting point – Most change associated with projects comes from the envisioning of some future state yet to be realized – To arrive at the “to be” state, it is important to understand the “as is” state. Prosci Change Management Model • Prosci – Is a nationally recognized research and development company that specializes in bench-marking change management best practices – Has made a significant step forward in the integration of organizational change management and project management – Released its Change Management Process • Following eight years of research with over 1000 organizations Prosci Change Management Model • Built into the process are scalable and flexible components for customizing OCM activities to the specific organizational change being implemented – ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) system for working through change • Includes – Tools to perform organizational analysis – Templates which can be customized to aid the process of preparing organizations for change Selecting a Change Strategy • • • • • • • • Degree of resistance Target population The stakes Time frame Expertise Dependency Organizational Strategy Funding Basic Change Management Steps • Provide awareness of the change that is going to occur • Ensure there is understanding about why the change needs to happen and the benefits of that change • Facilitate acceptance of the change • Act as someone who cares, listens, and responds to individual needs and concerns • Manage people and expectations • Assist people to use their insights, skills, and sense of values to move forward with organization/team efforts. In Summary • Organizational Change Management is an important part of any process implementation • Getting the people to accept the change is essential in project success • Organizational change management is made up of seven essential components – – – – – – – Sponsor management End-user communication Readiness Coaching Training Transition Planning Resistance Management In Summary • Change Management – helps answer the question “how are we going to move from this current state to the future state?” – is drawn from the fields of psychology, sociology, business administration, economics, industrial engineering, systems engineering, and the study of human and organizational behavior • Change Management and Project Management must work together to ensure project success and acceptance of the change brought about by new systems 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 ...
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Tutor Answer

Lessermaster
School: UT Austin

Attached.

Running Head: FAILED ORGANIZATIONAL CHANGE

Failed Organizational Change
Name
Course
Tutor
Date

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FAILED ORGANIZATIONAL CHANGE

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Table of Contents
Introduction ......................................................................................................................................3
Failed organizational change ...........................................................................................................3
Organizational change theory ..........................................................................................................6
Theory application ...........................................................................................................................8
Conclusion .....................................................................................................................................10
References ......................................................................................................................................11

FAILED ORGANIZATIONAL CHANGE

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Introduction
Many organizational changes are occurring every day around the world. Some of these
organizational changes are successful, while others are unsuccessful, or better yet, failures.
Before an organization takes on any kind of change, it is important that it takes into
consideration every single bit of the current state of the organization, the future expectations, as
well as how it will make the change possible, in a seamless manner. What this means is that, it is
important that the organization takes into consideration all the steps that they ought to undergo,
consider all the resources required, and ensure that all the needs are met in the process. Failure to
ensure these needs are met, will only lead to a failed organizational change, which means loss of
resources. The organization can either take on outsourcing help in such a case or making use of
the in-house assistance available with regard to the consideration of the effectiveness of the
strategies put in place. All processes and steps should be considered beforehand, and invested in,
so that the change does not come tumbling down on the organization. This then, calls for change
management, which puts into perspective all that an organization ought to do, and engage in
ensuring that the process is successful.
Failed organizational change
Innovation is an important aspect of any organization, as well as of any industry in operation.
Companies have to be ready to take on new challenges, especially with regard to improving
technology, which then impacts the way customers, and the world operates. In this regard, an
example that would best fit as a failing organizational change would be the one applied by
Blockbuster, following its refusal to work with Netflix when the latter was still gaining ground
within the entertainment industry. Blockbuster was a company dealing with matters to do with

FAILED ORGANIZATIONAL CHANGE

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video rentals, where customers would rent movies, and other types of videos, and then return
them, and do so at a fee. Around the year 2004, Blockbuster was making a lot of revenue from its
line of work, considering that this was the only way through which the public could get access to
videos. At the time, Netflix was an upcoming organization, looking to deal in streaming of
movies, and other entertainment sources, and making this available to the public. It was still a
startup at this time (Sta...

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Anonymous
Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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