Change Management Essays (Examples)

Change Management
Organizational Change

Organizational change aims at ensuring that the implementation of changes in an organization is smooth and successful. Moreover, it ensures that the benefits of these changes are achievable (Burke 2010). The introduction of social media and technology has recently had much effect on business in the recent past. Accessing information by the organization is easier nowadays thus; the need for introducing changes to business to cope with the changing world.

Organizational change can take many forms. Introduction of changes is according to the goals of the organization. For instance, changes might occur in the organization's mission, strategy, operations, technology, and attitudes and behaviors of the employees (Burke 2010). Introduction of change only takes place with a systematic diagnosis of the current state to determine the need for change and the possibility to change.

There are various steps that organizations take for management of change to be…

Change Management in Public Organizations
Change management involves an organization moving through adjustments to bring it into a different point in its development (Anderson & Anderson, 2001). Companies are almost always changing and growing, but when change management is involved these changes are calculated and they take place in a planned way. The goal is to move the company forward so that it can continue to grow and develop with the times. Sometimes change comes very rapidly, and other times it can take much longer.

What kinds of changes take place are also important to consider, because changes have to be managed carefully or they can get out of control and not produce the intended results (Kotter, 2011; Marshak, 2005). That can send a company down the wrong path very quickly, which is something an organization would want to avoid. Change can happen to one department at a time, or…

Change Management Theory
Change management is a discipline studied and implemented in various organizations. The existence of this discipline spans for over half a century currently. Thus, it is a discipline of old time, with quite a number of years in existence. However, it is surprising to note that despite the huge investments that various organizations and companies employ to facilitate organizational change studies still indicate that between 60% - 70% fail (Anderson & Ackerman, 2010 p. 37). This is a remarkably high rate of failure for organizational management change projects. The statistics holds from years of 1970's to the moment. There are numerous tools, trainings and thousands of books that organizations turn to employ to implement the change they perceive fits their organization. When the failure occurs, the question is always, should the company go back to the drawing board. Most of these organizations employ various success factors developed…

Change Management
Fabrication International

CHANGE Management AT FI

(i) Critical Assessment of Investment-Appraisal Process

The investment appraisal process at Fabrication International (FI) is divided into four distinct steps. This appraisal process reflects the values and concerns of top management that it seeks to realize during the decision making process. FI is marked by traditional expectations of doing business. It expects its long time customers to continue doing business with it irrespective of economic realities. This mindset has prevented the company from modernizing itself. ecently, the company decided to introduce a computerized welding system to bring in latest technology to its manufacturing processes. The investment decision also went through the same appraisal process that was used for the smaller scale projects the company had been dealing in up until the present.

In the first step of the investment appraisal process, the departmental heads are asked to draw up a wish list…

Change Management and esistance
My company changed the client management system. There is no formal system for managing client information. Employees will now be required to use one client management system. We need to implement the plan and will create a change management plan. Identify the potential sources of resistance to change and develop strategies to manage resistance to change. We need to choose the appropriate channels to communicate the change to employees and why we are justified in using these channels. We should list and address all obstacles to effective communication and strategies for overcoming the barriers.

ecent years have brought about tremendous growth in our business. We recently upgraded our processes that improve the quality of service to customers. This has included a new client management system designed to automate communications, improve response times, and eliminate complex forms, red tape, and uncoordinated return/complaint processes that have led to…

Change Management Websites
Website 1: http://www.change-management.com / - A website sponsored by learning organization ProSci, this site is dedicated to best practices in change management including seminar series offered globally. The site also offers the Change Management Portfolio Toolkit. Also included on this site are links to the company's Global Conference held May 1 -- 4, 2011 in Orlando. Florida.

Website 2: http://changingminds.org/disciplines/change_management/change_management.htm - This website concentrates on the more academic aspects of change management, including several links to theories and concepts. There are major categories for understanding change and for managing the change project. The person who authored the site also has a link to buy their book as well. It is an interesting site that provides both academic theories and practical guidance on change management.

Website 3: http://www.1000ventures.com/business_guide/crosscuttings/change_management.html The intent of this website is to start with the basics of change management and quickly progress through the more…

Change Management and the IT World
In today's world of competition, the fact is that a good IT organization cannot guarantee success, but an organization that is not managed well can surely lead to failure. This paper based on extensive research focuses on explaining how to organize the Information Technology staff to enhance the probability for successful completion of assigned projects and tasks.

The challenge that haunts many organizations regarding their IT management is how can IT be aligned with the business. The task at hand for many top-level executives is how can the IT infrastructure be managed from a business perspective so as to enhance the business value of the organization through proper implementation of Information Technology.

The project-based organization focuses on how to design an enterprise project office, by thoroughly understanding the importance and value of an IT enabled organization that is strong enough to transcend all geographical…

This is why the leader and his team must be selected before this step. Establishing the timeline of the process is in direct connection with the previous step.
4. Identifying the need or desire for change requires management skills like analyzing and organizing. Identifying and evaluating the effects of change require strong analysis skills, combined with the ability to forecast the development of business processes. Evaluating the climate for change requires observation abilities and control. The step consisting in developing strategies requires for the people involved in the process to be able to plan, to organize, to direct, and to control. Establishing the timeline of the process requires time management skills and the ability to organize.

The leader of change must possess a series of other management skills, like leadership, motivation, and self-management (Drucker, 1999). The most important skills that ensure the success of implementing a change management process are…

(GAO, 2008)
These criteria are stated to "inform many other elements of the positions, including roles and responsibilities, job qualifications, reporting relationships, and decision-making structure and processes." (Dejewski, 2007)

Three types of COO/CMO positions were identified as follows:

(1) the existing deputy position could carry out the integration and business transformation role. This type of COO/CMO might be appropriate in a relatively stable or small organization;

(2) a senior-level executive who reports to the deputy, such as a principle undersecretary for management could be designated to integrate key management functions and lead business transformation efforts in the agency. This type of COO/CMO might be appropriate for a larger organization;

(3) a second deputy position could be created to bring strong focus to the integration and business transformation of the agency, while the other deputy position would be responsible for leading the operational policy and mission-related functions of the agency. For…

They will look to the leadership for answers. The articulation of a formal case for change and the creation of a written vision statement are invaluable opportunities to create or compel leadership team alignment" (Jones et. all, 2004).
Furthermore, there are three steps that must be followed in order to be successful with applying this principle:

Confronting reality and articulating the need for change, in order to convince each individual that change is necessary and that it will attract positive aspects for the organization and its employees

Demonstrating the belief that the company has a viable future and the leadership to get there, so that it accentuates the need for the specific changes in case, on the one hand, and to boost employees' morale through the change management process, on the other hand

Providing a map to guide behavior and decision making, because these changes must be kept under control…

Change Management
Change as a dynamic process

The adopted approaches in the development of change process

The elements of the change management models

The Measurement Constructs Tool

Components of the constructs tool

Guidelines for the Questions asked

This paper discusses the concept of change management using various parameters. It does this through a development of personal management theory. The change management model is used to provide change management agents with a model that is both structured and measurable for the process of managing as well as evaluating the process of change. The developed tools are to be used as measurement constructs to be used for evaluating the process of change. The main argument is that there are certain fundamental variables that contribute to a successful implementation of the process of change. The variables to be used do include important success factors of the process of change, issues of communication and…

Change management is both a necessary component to organizational success, and, at the same time, it is cause for confusion and tension among employees. This paper reviews the issues and problems presented in the Spice-Trail Oriental Condiments and Relishes paper -- from the perspective of change management theories and practices. Hired by Kim as a consultant to help smooth out the rough edges and provide strategies for success, this paper reflects the need for leadership changes, cultural adjustments, and other organizational transitions in order to become profitable as well as an enjoyable place to work.
Spice Trail Issues and Problems

When it comes to the difficulties inherent in launching a new company or enterprise, Machiavelli said it very well in 1513: "There is nothing more difficult to plan, more doubtful of success, nor more dangerous to manage than the creation of new systems." Machiavelli went on to explain that the…

and, as in each of the other stages, constantly paying attention and reacting to the problems people bring up. (the role of leadership during change)
Change Management Theories:

The process of change has been described to have three fundamental phases: unfreezing, changing, and re-freezing. This view is based mainly on Kurt Lewins' assumption of the systems theory of homeostasis or dynamic stability. (Change Management 101: A primer) Change management theories are widespread, and not astonishingly change is a steady and given power in our world, so change management has become an essential tool. Business Process eengineering - BP is one of the change management theories that focus on the procedures by which organizations get their work accomplished. The organizations would be more proficient if better processes were put into practice. but, BP normally does not take into account the people side of organizations - procedures are people done things. So,…

Change Management
Critique of Kotter's Eight Stage Model of Change

The development of change models to support the way that management undertakes change may be seen as a useful development; providing a framework from which change may be understood and therefore actively managed. One of the first models of change was proposed by Lewin (1951, p22), which presented a relatively simple format for managing change, made up of three stages; unfreezing, the change and then refreezing. It may be argued that this has formed the basis of many subsequent change models, which is built on this foundation and expanded and extended the concept. For example, the well-known eight stage change model by Kotter (1996, p33) may be seen as readily some inspiration from the simple predecessor from Lewin. Kotter's model, with eight stages, has been argued as being one of the most comprehensive change management models facilitates consideration for many…

Change Management Plan for Cincom Systems
Cincom Systems is one of the leading enterprise software companies in the U.S. serving aerospace and defense, industrial, and high tech electronics manufacturers. The company's founder and CEO continues to operate the five divisions of the company privately, with only a handful of insiders knowing the real financial condition of the company. During the recessions of the 1990s, the company management decided to forego annual raises and none have been offered employees since. It is common knowledge that the only way to get a raise is to get a job offer from outside the company and see if Cincom will match it (they often do) or leave and come back in later years for a higher salary (several employees have done this as well). Cincom is having trouble holding onto its highest-performing engineering, marketing and sales employees as a direct result of not having…

Change Management
Leading Change Interview Paper

Leading Change Interview

Obstacles and barriers to change

Building change agenda

Were goals met?

Measuring results

Key learning

Leading Change Interview

Change management addresses the issue of managing change within an organization. Organizations adopt different methods to implement and introduce change that relates to organizational structure, processes, or individual transactions within the company. The Human esource (H) department is usually tasked with this responsibility in large enterprises. However, the executives within a company are broadly responsible for facilitating and enforcing the change. The role of company directors has become vital in introducing any organizational change. The literature review indicates that change should be introduced gradually and rather than change itself, it is the management of change that is a more challenging task for the directors, executives, and managers of a firm. This paper aims to present findings of an interview held with a director…

Change Management
The objective of this study is to examine the evolution of change management. The work of Hiatt states that the field of change management is a confusing and often complicating field for study as change management "is the application of many different ideas from the engineering, business. And psychology fields." (2011, p.1) The body of knowledge which has become known as 'change management' is such that has expanded to "encompass more skills and knowledge from each of these fields of study." (Hiatt, 2011, p.1)

History of Change Management

Change management today is the result of "two converging and predominant fields of thought "an engineer's approach to improving business performance and a psychologists' approach to managing the human side of change." (Hiatt, 2011, p.1) Historically and traditionally, companies that embraced what Hiatt refers to as a "mechanical approach to business improvement" failed to accept change management concepts until they…

Change Management
After recession, many employers expected their employees to inject more hours into work than they did before the recession. This trend is expected to continue in the near future because employers believe that working extra hours increase productivity. This can however, be dangerous in the long run because it affects employee well being and retention (Lepore, 2011). Organizations that pressurize their employees to work extra hours to increase productivity are faced with the imminent challenge of sharp increase in voluntary turnover especially when these employee's concerns are amicably addressed and talent management initiatives put in place. Work related stress and poor work-life balance weigh down on employees and this negatively impacts companies' ability to keep their best workers. In such organizations, employees hardly have a sense of ownership or participation in new initiatives. In many such organizations, too many initiatives are introduced at the same time thereby making…

The use of competitive analysis is an example of taking a contingency outlook to the issue of change and problem solving.
Ford (2002) illustrates that often organizations base future behavior on past performance. This view is at the core of the contingency perspective, and has been taken at time by Toyota. For example the Toyota Production System itself is an example of incorporating the contingency perspective. In designing and implementing the system, Toyota worked within the constraints of their employee's ability, as demonstrated in the past, and focused on the internal strengths of those employees and their own production processes that they could leverage. TPS was entirely designed to fit within the boundaries of Japanese culture and technology at the time, based on past knowledge.

Toyota is a dynamic organization that is often viewed from the systems perspective. This perspective lies at the heart of Toyota's core competencies, including TPS…

Change Management Plan for Palms West Hospital (PWH)
The Palms West Hospital (PWH) plans to implement a change to the use of Electronic Medical ecords (EM). Implementation of this change will require leadership to examine barriers to implementation of the system including overcoming resistance to change among personnel. The hospital is a major employer in surrounding areas. Implementation of EM will allow the hospital to transfer medical records quickly and easily among facilities within the organization and to outside facilities that request them.

EM represents state of the art in patient medical record keeping. EM is gaining in popularity and old paper systems are quickly becoming outdated. The main reason for EM's success is that it improves quality, tracking ability, and most importantly, patient safety due to the speed with which staff can access the patient's medical records and history. This time savings can result in better survival rates and…

The following relates excerpts from the Website for Who Moved My Cheese?: "The more important your cheese is to you the more you want to hold on to it." (p. 36)
To Succeed at Change:

Prepare for Change

Gain (obtain) Change Skills

Achieve a Change

Four Change Skills

The following four "easy to understand' change skills are routinely used in training sponsored by Johnson.

Skill #1: Anticipating Change

Anticipating Change is the ability to see what has happened in the past and what is happening now, and realizing what is most likely going to happen next. When you use this skill and become experienced at anticipating change, you feel more in control in changing situations, and become more valuable.

Skill #2: Taking New Actions Now is the ability to see what you need to do differently and to do it soon. Then, look at the results and see where you…

Change Management -- a Case Study of ritish Telecom
About CRM

Theoretical Perspectives, Concepts and Practices Involved in Implementing a CRM

Change Management

About ritish Telecom

ritish Telecom -- Implementing CRM

CRM Systems -- Data Quality and systems Integration

ritish Telecom -- A Case Study

T's Solution

Analyzing T's CRM from an Academic Perspective

An Example of Systems Integration

ritish Telecom -- uilding Customer Relationships

Problems with Implementing a CRM System

Change Management -- A Case Study of ritish Telecom

Today, when one thinks of ritish Telecom, the leading telecommunications firm in the united Kingdom, the words that come to mind are likely to be: successful company, preferred service provider, good service, market leader, reliable, financially solvent, satisfied employees. However, this was not always the case.

In 1981, the ritish government announced its intention to privatize ritish telecom with the sale of up to 51% of the company's shares to…

Organisations exist in a constantly evolving environment, warranting change. Organisational change occurs as a result of factors such as industry and market shifts, technological advances, socioeconomic changes, as well as political and regulatory shifts (Hayes, 2014). Adapting to change is a crucial ingredient of success in today’s world. Indeed, examples of previously powerful organisations that have declined or even collapsed due to failure to adapt to change are not uncommon. Nokia, BlackBerry, Motorola, Kodak, Sears, U.S. Postal Service, Blockbuster, Yahoo, and Xerox are ideal examples. These organisations failed to innovate and embrace change, leading to either acquisition by other companies or collapse. In an ever changing world, organisations must remain innovative – they must embrace change by introducing new products, services, processes, and/or structures (Euchner, 2013). This paper critically evaluates research on change management. Following a comprehensive definition of the field of change management, attention is specifically paid to innovation…

Personal Changes A major change among RNs that challenged them and was difficult for them to make focused on implementing a transcultural care model among the nurses that required the nurses to become more educated about different cultures and how to respond to patients of these various cultures. It required of the nurses the need to maintain two different perspectives and sets of beliefs in the minds at once—their own beliefs and an empathetic view of the beliefs of the patient of the different cultural background. As Kodama and Fukahori (2017) noted, the main challenge for RNs tasked with a change of this nature is to develop respect and empathy for others while holding a micro and macro perspective. This paper will describe the different perspective on change by those who like it and those who dread it, explain why readiness for change is so crucial to its success, show…

Change is an action that an organization conducts in order to alter the way the firm operates. These changes may be small and only impact some aspect of daily activity among workers—or they may be large and completely alter the aspect of the company and its approach to business. For an IT firm, change management will have an after-effect just as it will in any other organization. This paper will provide a review of what has been written on change management and its after-effects in IT. One of the after-effects of change management is a change in workplace culture (Perkins, 2018). If employees are not ready for the alteration in the culture of the workplace, they could demonstrate resistance. Resistance is a significant after-effect of change management and in IT, it can lead to workers deliberately opposing infrastructural plans for development and change as well as some workers leaving the…

The Practical Application of Change Management Motivation is a key concept in change management, primarily because if managers want employees to embrace a change in the workplace the right incentives are required to inspire workers to “buy in” to the change (Heath & Heath, 2010; Symbolic Framework, n.d.). As Wells (2012) points out, one of the best motivators is a leader who is willing to engage in self-leadership—i.e., a leader who demonstrates to his workers how to embrace change by embracing it himself. Other types of motivation exist, however: Grenny et al. (2013) identify intrinsic and extrinsic motivators as pivotal in moving employees (knowledge, praise and self-empowerment are all examples). In short, to get employees to drop resistance to change, managers must find the right ways to motivate. This paper will provide synopses of three sections of each of these three books, synthesize the information, and provide an opinion from…

Changing Organizational Life: Leading Organizational Change and Innovation Strategies Introduction
Innovation leadership in the 21st can be a great way to help bring about change in the IT industry (McEntire & Green-Shortridge, 2011). The IT industry is based on the idea that great products require great minds to constantly push the envelope. At the same time, changing organizational life is not easy. Anytime there is a change, there will be obstacles: people who do not like change pushing back and resisting the change. For that reason, leaders have to show respect, appreciation, empathy, fairness and honesty by explaining the logical reason for change, how it will help, and why it is important to embrace (Victor & Franckeiss, 2002). This paper will discuss the reality of changing organizational life; the strategies I will focus on to become a stronger leader of innovation and change; how my strategies are related to my…

Coaching for Influence Influencing others is an essential skill and competency in the present day work setting. It is imperative to learn how to influence others in a more efficacious manner so as to advance in different leadership roles within the organization. The following are guiding principles that need to be taken into consideration in coaching for influencing:
Pinpointing Precisely the Goal or Objective
In regard to influencing others, it is always important to start with the end in mind. That is, it is important to ascertain precisely what the goal or objective for influencing is. That is, being sure of what one wishes the outcome to be, what the influencing is meant to make the others do and also what any sort of change will look like. In the similar phase, it is essential to know your audience. That is, determining who they are, what is significant to them…

Elite Business Solutions (EBS) Worldwide, Inc. Introduction
Change management is a crucial part of any business because, given the ever-shifting economy and the relevant economic forces, a business must change to adapt to the prevailing market forces (Doppelt 2017). The process of change management can either be successful or a failure, and its success or failure can significantly affect the continuation of the business. It is not always that failure of change management will translate to failure of the business, but it can significantly affect growth. This paper focuses on the Indian business environment by analyzing a Small and Medium Enterprise (SME) and an Entrepreneur who has experience of managing change. The analysis of the business will be done through Lewin's Change Management Model. Therefore, this paper analyses EBS Worldwide Inc., formerly known as EasyBuyMusic and the entrepreneur Chris George.
Overview of the Company
EBS Worldwide is an international full-service…

Review and analysis of Billions of drops in millions of buckets: Why philanthropy doesn't advance social progress by Goldberg Introduction
Goldberg proposes that donors require assistance to differentiate among efficient and inadequate nonprofits, and then he provides a method to pull-in 3rd phase financing to those companies which are effectively handling ‘$100m social issues’, through a virtual nonprofit stock exchange known as IMPEX (Impact Index). Goldberg feels the significant lack of efficiency-powered philanthropy signifies that a much better usage of resources is much more critical than enhancing the total amounts provided. In present circumstances, he proposes, “Charitable contributions identify their strategy to contribute by way of a haphazard blend of fortune, charm, and razzmatazz which is inappropriate for their work” (Goldberg, 2009. p. 29). This paper explores the position introduced by Goldberg and is going to consequently create a position that facilitates it.
Goldberg suggests that the malfunction of ‘anaemic’…

Above all else, senior management must show belief in and a strong commitment to the change as well for it to succeed (Aladwani, 2001). Best practices in this area are achieved when companies rely on transformational or Coach-based leadership relative to transactional or authoritarian-based means
(Ash, Burn, 2003). The greater the belief those most affected by the EP implementation see the new system as a compliment to what they are doing, the lower the resistance to change. Senior management must take on a leadership role for this to happen however.

Lessons Learned

Based on the lessons learned from successful and unsuccessful EP implementations, the key success factors of enabling top management leadership to take a role in defining risks and rewards of the new implementation is critical (Aladwani, 2001). Second, the EP implementation must be "owned" by those most affected by fit for the change management program to be effective…

The problems typically at any organization is optimal motivation for each person to stimulate him/her perform their best. The goals of the organization are typically not aligned with the personal goals of the employees and for this reason the people do not feel psychologically to make the most efforts for the best of the organization. The reward and recognition system in any organization, for the benefit of the latter, must be worked out in order to monitor consistently the personal motivation drivers for each of the employees, motivate them accordingly, and show them precisely how the changes in the organization are aligned with their personal goals and aimed to improve the organization and personal employee position. All the people employ very small portion of their skills and capabilities daily and right management can reveal much more talents for the advantages of the organization.

Smaller firms can use change management concepts to assess the current economic and environment and find a unique niche that they can fill, and become a first mover in a new marketplace. Strategies for dealing with change resistance are often important in large organizations with many different employee subcultures, but a small firm may also be resistant because of its 'homey' atmosphere that can cause resistance to change. A smaller organization with more limited resources can likewise benefit from the constant housecleaning of inefficient ideas and processes of change management. In both small and large organizations, change only happens through people, and the people-focused strategy of managing change and making changes work rather than hinder the organization is useful to all organizations, regardless of size ("Thirteen Tips for Managing Change," 2006, North Central Regional Educational Laboratory).

orks Cited

McNamara, Carter. (1997). "Basic Context for Organizational Change." Management

Help. Retrieved 6…

Change Management
An Evaluation of the OD Approach to Change

Change may occur in a number of ways, reflecting practical differences in the way it is implemented as well as the attitudes of management in the implementation. The current fashion in management literature, reflecting the predominant management theories is the utilization of organizational development values, with a softer and more humane approach to change management. This approach may be seen as contrasting significantly with the harder approaches to change management, often argued as the more favourable approach, but it is not always the best approach.

In order to appreciate when the OD approach is beneficial, and harder approach may be more useful it is necessary to examine both models and consider their application. To appreciate the differences a useful approach can be achieved by looking at Beer and Nohria (2000a, p136) model where change is divided into two types; Theory…

Change Management
Change in the words of Wong (2007, p.195) "may consist of policy changes, new requirements, reorganizations, new management, budget cuts, or a change in business plans." As the author further points out, these changes could either be systematic or sudden. Changes are largely inevitable. In projects, changes according to Meredith and Mantel (2009, P.167) could be caused by three things; errors in initial assessments, receipt of new info regarding the ongoing project, and project environment changes. In some instances, a manager could encounter some behavioral alterations on the part of team members as they encounter change. The said alterations in this case could be as a result of the different responses people have to change. For instance, as Wong (2007) notes, while there are those who may be curious to learn more or view the possibility of change as an opportunity, others could either be suspicious or skeptical…

Change Management Scenario
The contemporary business environment is rapidly evolving. Globalization has taken over the organization environment, and with this business is forced to undergo continuous and rapid change driven by increasing stakeholder expectations, new technological advances, and competition that is not only global, but viral (Bendell, 2005). This has resulted in a dramatically different business environment in which the modern business, in order to survive and prosper, is forced to evolve and regularly revise their internal and external business processes. Typically, aggressive and rapid change management systems germinate within the private sector -- only after trial and error, testing, and numerous permutations did they become standard within the public sector organization. This paradigm, however, changed in the late 1990s with a combination of rising client expectations to effectively address major socio-culture, economic, and demographic issues, and change in governmental oversight and minimal requirements pushed management in the public sector…

The consultant's proposed solution was second-order change, a kind of solution that was applied to employee turnover because it provides a remedy to a problem that seemed to be inherently problematic and systematically impossible to resolve given the current situation of the hospitality industry. By allowing Gunter look into the problem through a different perspective, that is, by looking at turnover as simply a reality and not a problem, he realized that there is no need to solve it, but only to capitalize on it. That is, highlight Green Mountain as a premiere training resort for aspiring hospitality managers, and make this asset work for the resort to hire competent employees that will make Green Mountain resort profitable and eventually, a first-class resort.
The above-mentioned images of change managers allowed Gunter and the consultant to integrate these images and help Green Mountain resort get back on track and not suffer…

If the need for change is accepted, rationally, then emotionally, then gradually workers will become more willing and open to learn, and to incorporate the change into the organization's standard operating procedures. Individuals are more apt to accept change if, for example, they are convinced that it will improve patient care in the long run, than if the directive is merely dispensed as required because 'management says so.'
The critical aspect of fifth phase of the change process of "learning" is how changes are introduced. Communicating is an essential aspect of 'buy-in' but so is fostering a positive sense within the organization about the proposed changes by 'creating early wins' (Campbell 2008). This will lead to an increase in people's perceived own competence in their new roles. Unfortunately, starting with easier projects is not always feasible, but even if it is not, a Clinical Nurse Leader must be particularly sensitive…

Change Management
As a manager of students, there are a number of changes that may be expected of me during the time that I am in the position of responsibility. It is therefore significant to understand the aspect of change management and how to implement change without meeting a lot of obstacles. The changes within the academic sphere could be in the form of improvement plans management or improvement of the daily work.

The chapter discusses in depth the aspect of improving the daily work which is very relevant within a school as well as the methods of problem solving. The concept of managing and improving daily work has been given a five pronged approach while problem solving has been given a seven pronged approach.

Managing and improving daily work

The five steps towards managing and improving the daily work within an institution has been summarized as Understanding the process,…

Software quality management, compliance, and collaboration across the entire organization also need to be integrated at the process and role level with the LMA supply chain. As the LMA supply chain is very unique in that it specifically deals with prototypes often that are under covered under security guidelines and clearances, there needs to be continual focus on change management and task ownership in this area as well. For LMA supply chains is their major source of pricing competitive advantage as the company ahs been responsible for several innovations in this process area (Cheung, Myers, 2008). In conclusion as CEO of LMA the challenge of attaining and strengthening global competitiveness begins with being a transformational leader followed by concentrating on transforming compliance into a competitive advantage, and also striving to create a high level of task ownership, mastery and collaboration within and between the company's teams and outside partners including…

In this system, in which we must increasingly compete for students and research dollars and create new sources of funding, international university rankings are the utmost importance." (Probert, 2006) it is emphasized in this report that these changes are of great significance toward ensuring "greater strategic capacity within the Faculty." Probert (2006) relates two key changes which have been proposed and states them as follows:
1) the reduction in number of existing departments to ensure increased accountability and improved governance structures, and;

2) the creation of a Faculty Executive based on the Heads of School and key Associate Deans. (Probert, 2006)

There are two benefits from these changes noted and stated specifically is: "Growing Esteem requires us to work collaboratively as a Faculty in new ways (for example, in the management of the A, the improvement of the graduate student experience, development of Graduate Schools, multi-disciplinary teaching and research, as…

The change leader should feel confident about the change if decision criteria are driven by impartial and objective considerations and his position is based on organizational, mission, vision and strategies. Then leader should try to convince all employees on objective and factual grounds while also taking care of their emotional issues. If leaders do not behave well and control their own emotions then employee morale gets affected. "Most executives do a good job of communicating a strong sense of urgency to effect change and move people out of their comfort zones. This often launches a flurry of activities in the right direction to start with. However, sustaining the quality and level of activities is a different ball game. For the abstraction that is called business, it requires more than organizational structure, incentives and job descriptions to have a multitude of people work in a concerted manner towards a common objective…

According to Liao (2006), "The companies have entered into significant, long-term agreements that give Lenovo customers preferred access to IBM's world-class customer service organization and global financing offerings. This will enable Lenovo to take advantage of IBM's powerful worldwide distribution and sales network. Lenovo's customers are able to count on the entire IBM team - including sales, services and financing - for access to IBM's legendary end-to-end it solutions" (p. 3). In addition, pursuant to IBM's five-year contractual commitment, it will also provide Lenovo with warranty services and provide Lenovo customers with leasing and financing arrangements. According to Liao, "Through this long-term relationship, customers will receive the best products with the lowest total-cost-of-ownership" (2006 p. 3). Among the company's initiatives in this final phase of the change management process were additional efforts to further support their new dual business model. To this end, Lenovo upgraded its technology to work with…

Change management is one of the most important components in the successful operations of a company or business organization. The modern business environment is characterized by numerous changes that are attributable to various factors including technological developments and globalization. In this regard, business organizations or companies increasingly face the need to adopt changes in their operations in order to align their businesses with the industry they operate it. However, the process of instituting organizational change in complex and can hurt a company’s operations if not conducted appropriately. As a result, there are various change management models that have been developed to help the management in instituting and managing organizational change. These models help in management of planned and unplanned change in the organization in order to enhance its efficiency and effectiveness in the industry or market it operates in. Some of these change management models include Kurt Lewin’s Three-Step Change…

Change Management
Describe at least three internal and external drivers of change for the organization in this simulation.

Internally, organizational changes are driven by three external pressures, as defined by Lewin's along the three-stage model of unfreezing, changing and refreezing employee behaviors. Motivating people during each of these change stages reinforces the acquired behaviors. Unfreezing involves the motivational factor of persuading people to replace the old behaviors and attitude with the preferred behaviors and attitudes by demonstrating the need for change by infusing employees with the knowledge and the confidence that the new behaviors and attitudes are needed to cope with external pressures. (Kreitner and Kinicki, 2004). hen, refreezing means the new behavior and attitude become integrated into the normal standard operating procedures of the organization. hen, the external pressures of positive reinforcement, modeling and coaching should be used to encourage the desired behaviors continuance. 'Change and constancy are relative…

Change Management
Kotter's sequence: establishing a sense urgency creating a guiding coalition.

Change management: Best Buy's successful adoption of change

Change management: Best Buy's successful adoption of change

It is said that change is constant and the one constant in economic life is change. But despite the 'predictability' of change, the phenomenon of change resistance is another 'constant' in organizations. John Kotter in his book Leading Change offers an eight-step prescription to fight against change resistance, to create a positive environment that fosters change. The efficacy of Kotter's eight steps can be seen in Best Buy and its shift a results-only system of valuing employee's contributions, which stands in stark contrast to its previous attempts to institute change.

Establish a sense of urgency

At Best Buy, before adopting a results-only work environment, the organization was a "ferociously face-time place" (Smashing the Clock, 2006, Business Week). Burnout and attrition of high-quality…

Yes, the merger may have been a good idea in the beginning and would have allowed both companies to form a considerable economy of scale, but only if they could work out their differences and be able to make the changes necessary. According to Lewin's model they never even got past the first age, therefore they were never able to make the changes in the first place. A merger requires that both companies "unfreeze" of their business model and other elements of their company. Unless they can get past the first age, they will not be able to get to the second and third stage of the change model. This one the key lessons that is learned by the failed merger of Daimler-Chrysler.

In 2007, the failed restructuring attempt led to the decision by Daimler AG to sell Chrysler to Cerberus Capital Management (Szczesny, 2007). One of the key reasons…

1.3. Summary of argument, Hypothesis

The role of leadership styles and their applicability to the success or failure of mergers, acquisitions and alliances is the focus of this research. Any leadership study, to be relevant, must also focus on the needs of those served by the organizations studies. That is why in the proposed Change Management Equilibrium Model have customer-driven processes at their center or core. The focus of the research to either validate or refute the model is based on consistency and collaboration as two factors that also serve to create greater levels of integration between the two or more healthcare providers merging or changing their organizational structures to better serve the market. This market orientation is what many public-ally-owned and operated healthcare providers struggle with, as often the source of funding becomes their "customer" or whom they serve (Brinkmann, O'Brien, 2010). Studies by AM esearch for example show…

Change Strategy Worksheet and Simple SWOT Analysis
Would the strategy best facilitate change for the short or long-term and why?

Education and communication

The strategy would enhance both long-term and short-term change. It prevents the presence of resistance especially where there is inadequate information about The New Hire Orientation Project. The step is essential because people will start to adjust to the new system even before the project is established. More so, the strategy allows employees and other stakeholders to understand the primary reasons for establishing the change (Zeng, 2014). Education will also play a significant role because it will enable the employees to connect the practicum change with the institution's short- and long-term objectives. For this reason, they will help with the implementation of the change.

Participation and involvement

I would facilitate change for the short-term. In this case, it is effective in situations where the initiators do not…

Chaos theory states that change represents a contemporary corporate model which is best suited to the advanced corporations of the current era. The theory understands the fact that change is unavoidable, but that forecasting its trajectory and time is hard (Taneja, 2013). Mergers, acquisitions, governmental takeovers and liquidations, which are ever more frequently observed, all support chaos theory premises. Akin to chemistry, organizational change may be classified as organic (flowing from an existing process) or inorganic (entirely different) (Wong, 2016).
A Discussion That Assesses the Factors That Contribute to The Organic Evolution of Change

Just like in the case of living beings, an effective institution realizes the important aspect that the totality is always greater than its individual components' sum, that diverse areas must undergo organic growth and change, and that diverse groups must develop and adjust at their own pace (Oner, Benson, & Beser, 2014). As organic evolution necessitates…

).
Over time, from one second to the next, human behavior constantly changes, contributing to the fact that human behavior, consequently human cognition, constitutes a dynamic process. (Thelen and Smith, 1994). Communication, also a continuous interactive process, serves as the overtime interaction between the human motivated information processing system and the communication message. (Geiger and Reeves, 1993; Lang, 2000; Rafaeli, 1988)

Media multitasking indicates a user will simultaneously experience exposure to content from various media. As an individual possesses only a limited number of cognitive resources, he/she will not be able to process information at the same level of efficiency as media single use. As a result, the continuing, shifting attention results in less effective retrieval of information, as well as, experiencing challenges retrieving, encoding and storing information.

Statement of Problem

Despite contradictory indications from communication and cognitive psychology, younger adults' fill their lives with multitasking around media, as well…

Introduction A change management plan to implement a new process in the workforce to allow for a business to provide more personalized service is needed in the retail industry (Aloysius, Hoehle, Goodarzi & Venkatesh, 2018). Brick and mortar stores must do something to differentiate themselves from e-commerce businesses, which can provide more convenience to shoppers who prefer not to have to leave their homes. In other words, brick and mortar retailers need to give consumers a reason to come in—and that reason is personalized service. This has been demonstrated successfully by companies like Best Buy, which introduced the Geek Squad to provide a service-oriented approach to consumers so as to get them physically into the store (Meyer, Shankar & Berry, 2018). This paper will discuss the topic of implementing a service-oriented approach to consumers for brick and mortar retailers as a change management plan, using examples such as Best Buy…

change management process within a project. Provide two specific reasons why having a structured change management process will improve the chances of success for a project. In at least 200 words, provide a comprehensive answer using your reading, knowledge and experience.
Every project must ultimately be implemented by human beings and serve human beings -- and yet, by nature, human beings are change-resistant. Change management is an important way to ensure that the change 'sticks' by creating buy-in for the change. Conveying a sense of urgency and the need for change is a vital component of enhancing change receptivity. People may use the excuse that they cannot handle the change to ensure that it does not work. "Just as the state of 'unconscious incompetence', needs to be developed into 'conscious competence' to provide a basis for training, so a person's subjective emotion needs to be developed into objectivity before beginning…

The first is structural resistance. This resistance may lie in the organization's rigidities as demonstrated by their current structure.
Closed mind-sets of organizational members offer another form of resistance to change. This is often found in a dedication to obsolete business strategies. Organizational members may simply not see the value in the change to occur, when compared to existing processes and procedures. Dan Sweeney, a vice president at IBM's retail consulting practice, found IBM in exactly this situation.

The corporation was stuck in their mechanistic command and control model, a business strategy that had lost its effectiveness (Engdahl, 2005).

The organization may also be entrenched in organizational culture that simply isn't conducive to change. In some instances the organizational values can be a powerful motivator of change, however, in others, it may be a strong resistor. This is especially true in the instances where organizational members don't have the skills…

change management, more than 60% of the efforts for organizational change fail. Organizational changes usually fail because they do not approach it in a holistic manner needed to come up with and achieve change. esearch methods for engaging employees in the process of change and for benchmarking the progress of change initiatives include:
Establishing a Vision

Establishing a mode of making people appreciate the purpose of the change is beneficial in the entire change process. When people are aware and informed of the goals and objectives together with the changes that they need to effect, they usually seem to make more sense in their work, reducing resistance. The moment a coalition is established and trained to implement the change, experience of experimental learning and participation at times usually equips others with the full with the knowledge of the required changes that need to take place and how to witness its…

The focus of each study is how to navigate the complexities of organizational change while keeping the company in balance and moving forward towards its objectives (Galbraith, 1982). One analysis concentrates on the structural components of an effective culture that is agile enough to change yet solid enough to be stable enough to grow on (Designing the Innovative Organization) (Galbraith, 1982). The other concentrates on how best to define the cultural foundation of a company from a sociability and solidarity standpoint (Goffee, Jones,1996). Both of these approaches are highly effective in creating a navigational focus on change management and cultural strategy decisions. As both analyses illustrate just how potent the potential is for modifying a culture based on its ability to take into account the myriad of factors that resist change, their insights would be invaluable for managers looking to side-step the major stumbling blocks evident in resistance to change.…

Change Management Plan
For I

Mike Lucas

The role of change

"Change is so pervasive in our lives that it almost defeats description and analysis" -- (Mortensen, 2008)

Change at any level, individual or collective (communal/familial, societal, or organizational), is a complex and challenging process that requires time, energy, commitment, and often some level of distinct intention and sacrifice, on both the front and back ends of the process. Change describes both the action(s) and the result(s) of any type of alteration, modification, transformation, or exchange of one behavior/idea for another from smaller-scale individual changes to large-scale organizational (or social systems) changes.

At any level, the process of change needs to be managed to some degree. Generally, individuals can manage their own processes of change and in many individual cases, change may happen more spontaneously. Change that occurs in systems, like organizational change, requires a more strategic (or structured) approach…

1940 Kurt Lewin
The theory outlines three stages including the unfreeze, make changes and refreeze stages (Levasseur, 2001). In the unfreezing stage, the current processes are unearthed to examine how matters are undertaken. This implies examining each phase and human interrelation for prospective improvements. The second phase encompasses the deployment of the changes and providing guidance to the team as they adapt. In this stage, aspects such as constant communication, training and support are pivotal in order to restrict any for, of challenges in the transition. It also includes a change in the organization’s policies, norms, and policies. The final phase of refreezing is aimed to stabilize the new change to safeguard it from regressing. Frequent reviews need to be undertaken to ascertain that the new approaches are being adhered to (Hossan, 2015). In the first phase, the staff becomes cognizant of and acknowledges the need for a change. The…

Bill Brady and the financial institution he works for is an interesting one. An infusion of young blood has led to the presence of potential upheaval. The new EVP has some of the same ideas as Bill but the time horizon for change is immediate rather than gradual. It would also seem that age discrimination might be at issue given the propensity for the new EVP to hire younger people with the attrition that is about to occur quite likely affecting older and more experienced workers much more significantly. While being ambitious and bold is typically a good thing, being reckless and brash is less than wise.
As stated in the introduction, the changes desired by the EVP are many of the same changes that were suggested by Bill in the past. However, the time horizon in question is much more constricted. The only saving grace, it would seem, is…

Leadership and Organizational Change Potential in the NFL
Organizational Problem or Opportunity

Description of the Problem or Opportunity

Purpose of the Investigation

Management/Business

Audience

Summary of Section Highlights

Problem or Opportunity Background

• Current State of the Target Organization

• elevant Organizational Processes or Systems or Functions

• elevant Theory

isk Management

Organizational Change

Lewin's Change Management Model

McKinsey 7-S Model

Kotter's 8 Step Change Model

Leadership

Corporate Social esponsibility

Investigative Steps

Investigative Approach and Design Strategies

• Investigative Approach

• Theory Thread Strategies

• Data Collection and Preparation Strategies

Investigation Parameters or Limitations

Summary

Findings of the Investigation

Introduction

elevant Analysis

Overall Findings: A Synthesis

Summary

Interpretation and ecommendations 34

Organizational Implications 34

ecommendations 34

• Implications for Decision Makers 35

• Future esearch 35

Summary 36

eferences 37

Executive Summary

The National Football League (NFL) is currently the most popular sport with American adults, however this position is…