Change Management

Essay Instructions:

Final Assessment Outline Competency Name: BUS 240 Change Management Competency Statement: This course will analyze the forces that drive organizations to change, examine impediments to change, and survey a range of approaches for making organizational change more effective. This course provides practical skills for managing and leading change in your personal life and within any organization. Organizations change in order to develop new systems, capabilities, or structures so that it can add value to its stakeholders. Change management is a systematic approach for implementing strategies for effective change. In this competency, students will learn change management theories, processes, strategies, resistors and drivers so that they can implement effective change in their personal and professional life Final Assessment Title: Professional Change Management Plan Competency Learning Outcomes (CLOs) 1. Identify factors that drive change within an organization, community, and individual 2. Identify barriers to change 3. Apply change management models and concepts to demonstrate an understanding of strategies to implement change effectively 4. Demonstrate the interpersonal skills needed to successfully navigate change, including teamwork, communication, problem-solving, and critical thinking Purpose of the Assessment The final assessment for this competency is to create a professional change management plan based on research. You must include a summary of the various change management processes and strategies described throughout the competency, a plan to overcome common resistors to change, the methods you will use to drive change, and how you plan on leading effective change based on your leadership style. You will submit a paper in which you articulate your change management plan for the organization you are a part of. In this assignment, you will try to answer the question, “How will I lead this change initiative effectively?” The purpose of this assessment is to demonstrate a competent knowledge of change management and how it applies to organizational development. Submission Artifacts: Imagine you work for a mid-size company that designs software products. Top management is looking to increase profits by either creating a new product, identifying a new market, or increasing production efficiency. The CEO sees a lot of potential in you and wants to give you a major change project. She has asked you to assess the company’s needs and develop a change management strategy to either create a new product, identify a new market, or increase production efficiency. Based on this information, create a professional change management plan that includes the following sections: ● An introduction that includes general information about change management and its history, including a definition. Also include a general description about the various types of organizational change and which one you plan on changing. ● An overview of the various change management processes and strategies and the one you plan on using to drive effective change in your organization (include results from Milestone 1). ● A summary of how you plan on addressing common resistors of change, conflicts that may arise (include results from Milestone 2) and what types of drivers of change you plan on using to effectively lead the change initiative. ● An overview of your leadership style (include results from Milestone 3) and how your style will help or hinder the change initiative. ● A conclusion that summarizes your professional change management plan Submission: Final You will have a chance to submit a rough draft (which will not be graded). If you choose to submit a draft you will receive feedback from your instructor. This feedback will help you with your content, grammar, citations, and formatting. After receiving the feedback, make any necessary revisions to your paper. When you are ready, submit your final draft. The final draft of your paper is the only grade you will receive for this competency. Your grade will be based on a rubric listed below. It is important to follow the directions for the paper and make any changes necessary that are suggested by your instructor. course links: https://haiilo(dot)com/blog/change-management-definition-best-practices-examples/ https://www(dot)proscisingapore(dot)sg/blog/the-evolution-of-change-management https://www(dot)forbes(dot)com/sites/forbescoachescouncil/2022/01/25/a-new-world-needs-a-new-approach-to-change-management/?sh=45bd1aa21795 ===== For a quick overview of the final assessment, read below: Details: The final assessment for this competency is to create a professional change management plan based on research. You must include a summary of the various change management processes and strategies described throughout the competency, a plan to overcome common resistors to change, the methods you will use to drive change, and how you plan on leading effective change based on your leadership style. Scenario: Imagine you work for a mid-size company that designs cell phone accessories. Top management is looking to increase profits by either creating a new product, identifying a new market, or increasing production efficiency. The CEO sees a lot of potential in you and wants to give you a major change project. She has asked you to assess the company’s needs and develop a change management strategy to either create a new product, identify a new market, or increase production efficiency. The paper should include: An introduction that includes general information about change management and its history, including a definition. Also include a general description about the various types of organizational change and which one you plan on changing. An overview of the various change management processes and strategies and the one you plan on using to drive effective change in your organization (include results from Milestone 1). A summary of how you plan on addressing common resistors of change, conflicts that may arise (include results from Milestone 2) and what types of drivers of change you plan on using to effectively lead the change initiative. An overview of your leadership style (include results from Milestone 3) and how your style will help or hinder the change initiative. A conclusion that summarizes your professional change management plan Format: Your paper should be 1,500-2,000 words (not including title or reference pages) Be typed and double-spaced, using 12-point font, with 1 in. margins on all sides. Follow APA format Include a title page Include headings throughout to distinguish the different sections of the paper Include your name and page numbers in the header/footer. Reference a minimum of 3 Scholarly journals or articles within the paper Cite sources, parenthetically and in the reference page. Citations must follow APA format.

Essay Sample Content Preview:

Change Management Name Institution Course Code and Title Instructor Date Change Management Introduction Change management in an organization is the process used to help a company to cope with and adjust to the needed transitions and disruptions in the organization. The history of change management has shown how the method has been improved over time. From 1930 to 1950, Kurt Lewin, who is often regarded as the father of social psychology, introduced the concept of "unfreezing, changing, and refreezing" to explain the procedure of the organizational change. In the 1980s, the idea of change management became popular among the companies as they had to compete with other companies and the need to adapt to the technological advancements that were happening very fast at that time (Errida & Lotfi, 2021). Some models like John Kotter's 8-Step Process for Leading Change have become the most famous of them. The growth of information technology and globalization in the 1990s became the main driving force of the organizations change in that time. From the 2000s to date, change management has been constantly changing with the development of the digital transformation, lean methodologies, and the fact that the role of organizational culture in the implementation of the change is now being recognized (Errida & Lotfi, 2021). Organizational changes vary depending on the type of change. The changes can either be structural, cultural or strategic. The structural changes consist of the modifications to the organizational framework, such as the hierarchy, the reporting relationships, the division of the departments and the workflow processes. Contrary to this, strategic changes are all about the redefinition of the organization's mission, vision, goals, and competitive positioning. Cultural changes mean the organizations are changing in their values, norms, beliefs, and behaviors. This kind of shift usually implies a creation of a culture of innovation, collaboration or customer-centricity that will help to the performance and adaptability (Errida & Lotfi, 2021). In an organization intending to improve production efficiency, both strategic and structural changes are needed since production efficiency touches on workflow processes and the company's competitive positioning. Developing ADKAR model to guide the change process, bureaucratic leadership to manage the change and effective change resistance management will help in optimizing the success of improved production efficiency at the company. Change Management Processes and Strategies Many change management processes and strategies are available for organizations to choose from. Leading change is dependent on the strong leadership of the top managers. Leaders should express the vision, show the willingness to commit, and be the main reason for the employees to believe in their leaders and be motivated to work hard for the change effort (Dzwigol et al., 2019). Realization of the necessities, problems and the sway of different stakeholders is the key. Stakeholder analysis is the means to find the important persons, foresee the possible resistance and to form the communication and engagement strategies in a way that the resistance is avoided. Carrying out the analysis of the organization's preparedness for change leads to the creation of specialized interventions which in turn, will fill in the gaps and build up the capabilities. This means that one has to take into consideration the factors like culture, structure, systems, and the level of employee readiness (Dzwigol et al., 2019). Through the use of the already established change models and methods, the organization can obtain a structured framework for controlling the change. The models like Kotter's 8-Step Process, Lewin's Change Management Model, and Prosci's ADKAR Model are the systematic ways of planning, implementing and sustaining of the change initiatives. Offering the necessary training and development programs prepares the employees to be able to cope with new processes, systems, and roles by getting the skills and knowledge they need. The training programs should be designed to meet the particular needs and should be available in different formats so that the different learning styles can be accommodated (Paramitha et al., 2020). A change risk management plan is the stepping stone to the possible negative effects of change, therefore, the likelihood of change success is be...

Updated on August 10, 2024

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