Western Governors University: Change Management Essay

Essay on Change Management from Western Governors University.

 Start typing right now. 1. Describe how one recommended innovation strategy might be implemented by management as part of the organization's change management process. Start typing right now. Describe how four phases from Kotter's eight-step model could be used to the change process for the organization in this case. F Start typing right now. G. Describe how each of the five pillars of sustainable change could be applied to the corporation in the scenario in order to keep the learning organization environment alive and thriving. Start typing right now. References The primary instructional material in the C721 course is Acrobatiq, which is a software package (this is the 12 module readings). For your convenience, I've included a link to the reference. Assuming that you cited Acrobatiq in your paper, you can leave the reference shown below in its current format. Make sure to include the phrase "(Acrobatiq, 2017)" as an in-text citation in the body of your article whenever it is necessary.

Additionally, include any other references that you used in this reference area. Acrobatiq is a type of acrobat (2017). Change Management is a term that is used to refer to the process of implementing changes. The following is a learning resource for C721-Change Management. The document is available at https://wgunx.acrobatiq.com/courseware/contents/wgu chngmgmt nov15. There are TWO different versions of the C721-Change Management course available. This Tips document is only applicable to Version 2 of the software. Scenario: An industrial manufacturing business has hired you to work as a change management consultant, and you are thrilled. Currently, the company's leadership employs a top-down management method to achieve success. The organizational structure is based on a hierarchical structure (pyramid type). Creative thinking, making suggestions, or making decisions are not encouraged amongst employees. They are also not encouraged to experiment with new ideas and come up with novel solutions to existing problems. Over the previous decade, the company has experienced significant growth, going from generating $1 million in sales to generating $100 million in sales. The company has grown its foreign operations in the last year, and currently employs 500 people across the globe. Because of the company's rapid growth, the organization has not made significant investments in training and development opportunities for its personnel, which might help them to promote innovation and process improvements. In addition, the company's inventory management techniques and software systems have become out of date as a result of its growth.

The senior leadership team will receive a report from you as the change management consultant in which you will diagnose the need for change and explain how to prepare for change, implement change, and maintain the changes that have been implemented so far. Also included will be an explanation of how the company may transform into a learning organization in order to remain at the forefront of change and innovation. Requirements: Your entry must be a completely original piece of work. If sources are correctly cited, no more than 30% of the submission and no more than 10% of the submission can be directly quoted or closely paraphrased from them, even if the sources are correctly cited together. In order to determine the degree of originality, refer to the Turnitin Originality Report that is provided in Taskstream for guidance. You must use the rubric to lead the production of your submission because it contains comprehensive criteria that will be used to evaluate your work. If you do not follow the rubric, your submission will be disqualified. Each of the requirements listed below may be evaluated by more than one aspect of the rubric. The titles of the rubric aspects may include hyperlinks to relevant sections of the course materials. A. Using either the systems contingency model or the organizational life cycle model, discuss the necessity for change for the company in the scenario. B.

Describe the distinctions between a learning organization and a typical organization in terms of structure and culture. To begin, determine which level of Woolner's 5-stage model the organization is now in. a. Describe why the company is currently in the stage of Woolner's 5-stage model that has been recognized. 2. Describe how the corporation in the scenario might employ Senge's five disciplines to transform itself into a learning organization. 3. C. Using the model developed by Balogun and Hope-Hailey, identify the end result and the nature of the change required to transform the company from a traditional organization to a learning organization. Please keep in mind that you can either identify the end result and the form of change separately, or you can identify the name of the quadrant in Balogun and Hope-model Hailey's that corresponds to the end result and the nature of change separately. 1. Using the model developed by Balogun and Hope-Hailey, explain why the ultimate outcome and nature of change would be appropriate for the company in the case under consideration. In the example, discuss how the four steps of the action research model could be implemented to the transformation process (from traditional organization to learning organization) for the corporation. • E. Specify two innovative strategies that management may employ to transition the company in the scenario from its current state of being a traditional organization to its current state of being a learning organization. 1. Describe how one recommended innovation strategy might be implemented by management as part of the organization's change management process.

Describe how four phases from Kotter's eight-step model could be used to the change process for the organization in this case. F G. Describe how each of the five pillars of sustainable change could be applied to the corporation in the scenario in order to keep the learning organization environment alive and thriving. H. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized. I. Demonstrate professional communication in the content and presentation of your submission. Not Evident Approaching Competence Competent Articulation of Response The candidate provides The applicant makes a presentation. The candidate gives weak (clarity, unsatisfactory adequate articulation of articulation of response. organization, articulation of response. response. mechanics)

To be competent in this element of the assignment, the submission must be properly organized and contain appropriate language. If you have any trouble with this component, consult the Articulation of Response document found under the Evaluation Procedures tab in TaskStream, contact the Center for Writing Excellence or your course mentor. A. Addressed need for change and Systems Contingency or Organizational Life Cycle Models There is no discussion of the necessity of change in this document. .

c721 change management essay

Failure to effectively express the need for change in the company in the scenario, or a failure to employ either or both of the organizational life cycle models, are among the problems with the debate. Using either the systems contingency model or the organizational life cycle model, the discussion appropriately depicts the need for change for the corporation in the scenario. There are two main issues that need to be addressed: Describe 1) the need for change within the organization and, 2) a clearly articulated account of the systems contingency model, including its three phases, or a properly articulated description of the organizational life-cycle model, including its five stages of growth. What is it about the company that requires change? What exactly does the appropriate model look like? What role do they play in assisting an organization in planning for and evaluating change initiatives? It is not possible to provide a definitive response or solution in terms of the most effective strategic strategy using the systems contingency model. It does, however, aid in the simplification of the organization's complications and is required to address all of the ad hoc circumstances that may occur. There are three input phases that must be taken into consideration when developing this response. It is also necessary to provide a detailed description of each phase. The organizational life-cycle model portrays the life-cycle of an organization from the time of its inception to the time of its dissolution or closure. When responding to this criterion, make certain that you provide the sequence or events described in this model in your response. These are not coincidental occurrences. The five phases should be presented clearly and in the order in which they occur, with each step being explained correctly and completely. B. Organizational Learning versus Traditional Organization This document does not include an explanation of the distinctions between a learning organization and a traditional organization Inaccurate information is provided in the description of one or more differences between a learning organization and a regular organizational structure. An accurate distinction is made between a learning organization and a traditional organization in the description provided herein. An organization that is structured traditionally and one that is structured to learn have major distinctions. The most fundamental assumption of a traditional organization is that what has worked in the past will continue to function in the present and the future, regardless of the circumstances. Learning organizations, on the other hand, build internal structures that are capable of responding to change and assisting organizational members in acting more proactively. The goal is to empower members at all levels of the organization to accept change as a necessary and good component of the organization's ongoing existence. B1. Woolner's Five Stages of Development Woolner's 5-step approach does not have a stage identified, and this is not provided. The stage of Woolner's 5-stage model that was selected for the company based on the scenario is not accurate. Western Governors University's Change Management Certificate Program The stage of Woolner's 5-step model that was indicated in the essay is accurate for the company in the situation. When a corporation embarks on its road to become a learning organization, Woolner describes five stages that it must go through. When presented with the situation, the student will properly identify the stage that the company is now in. A description of Woolner's 5 Stage Explanation in B1a There is no explanation offered for the Woolner stage, which is mentioned in part B. No discussion of why the Woolner stage mentioned in part B truly fits the current stage of the company as depicted in part B is provided. Part B of the explanation logically demonstrates why the Woolner stage identified in part B of the scenario appropriately represents the current stage of the company. The student must provide rationale and supporting evidence to show why they chose the stage of the company that they did from the scenario they were presented with. B2. The 5 Disciplines of Senge There is no explanation provided as to how the company intends to employ Senge's five disciplines. Each of Senge's five disciplines is not precisely identified, and the explanation also does not clearly address how the company would employ each of Senge's five disciplines to transform itself into a learning organization. Every one of Senge's five disciplines is accurately identified in the explanation, which then proceeds to logically detail how the company would employ each of the identified disciplines to become a learning organization. According to Peter Senge's best-selling book The Fifth Discipline: The Art and Practice of the Learning Organization, which was published in 1990, he is credited with popularizing the phrase "learning organization." Therefore, describe each of Senge's five disciplines and explain how the corporation from the scenario will employ each of them as it strives to become a learning organization. C. The Final Result and the Nature of the Change An identification of the final consequence or nature of the transformation is made. When Balogun is used, the end result and nature of change are mistakenly identified. When utilizing Hope-model, Hailey's the final result and nature of change are incorrectly identified, but both the end result and nature of change are correctly delivered. The type of change is not identified using the model developed by Balogun Balogun and Hope-Hailey. as well as Hope-model Hailey's Using the model developed by Balogun and Hope-Hailey, determine the end goal and nature of change required to transform the company from a traditional organization to a learning organization. Give an example of why this form of change is acceptable for an organization that wants to transition from a traditional organization to a learning organization in the scenario described above. Please keep in mind that you can either identify the end result and the form of change separately, or you can identify the name of the quadrant in Balogun and Hope-model Hailey's that corresponds to the end result and the nature of change separately..

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Explanation of the final result as well as the nature of the change There is no explanation offered for the final result or the nature of the modification mentioned in section C. Either the explanation fails to discuss rationally why both the end result and nature of change identified in section C would be appropriate for the company in the situation, or the explanation fails to include Balogun and Hope-model Hailey's into the explanation. With Balogun and Hope-model Hailey's as a guide, the explanation logically illustrates why both the end result and nature of change proposed in component C would be appropriate for the organization in the case under consideration. If a company is transitioning from a traditional organization to a learning organization, explain the ultimate result and kind of change outlined by Balogun and Hope-model Hailey's as the company in the scenario converts from a traditional organization to a learning organization. Model of Action Research (D) There is no explanation of the first three steps of the action research model, and there is no discussion of the fourth step. There is no rational explanation provided for how each of the four steps of the action research model could be applied to the transformation process for the organization in the scenario. With accuracy, the discussion outlines four steps of the action research model and rationally shows how each step could be applied to the change process for the organization in question in the case study scenario. Workers can use the action research model to help them identify a problem, design a solution, put the solution into action, and analyze the final outcomes. It is divided into nine clearly defined steps. Make a clear distinction between four of these processes and explain how each step could be used to the change process in the case. E. New and Innovative Approaches The two recommended innovation strategies are not included in this document. There are one or more innovation techniques among the two indicated for the corporation in the scenario that are irrational or improper for moving from a traditional organization to a learning organization, depending on the situation. When it comes to moving the corporation in the scenario from a standard organization to a learning organization, the two innovation strategies that are advised for management make logical and acceptable sense. Two (2) innovation strategies that are reasonable and appropriate for the organization's transition from a traditional to a learning organization should be recommended to the management team for consideration. A description of innovative strategies in E1.

There is no explanation of how an innovation strategy could be implemented as part of the company's change management approach. Part E of the explanation does not logically address how management would employ an innovation strategy in the company's change process, and the explanation does not discuss the innovation strategy advocated in part E. The explanation logically explores how management would implement the innovation approach indicated in part E as part of the company's transition process. Make use of one of the innovation techniques and explain how it can be implemented to assist the organization in the scenario in making the transition from a traditional organization to a learning organization, as demonstrated in the scenario. The Eight-Step Change Process developed by F. Kotter There is no mention of the fourth and fifth steps in Kotter's eight-step approach. Kotter's 8-step model is discussed in detail, but there is no logical explanation of how each phase could be applied to the change process for the organization in the scenario. 

It accurately recognizes four steps of Kotter's eight-step model and rationally discusses how each step could be applied to the change process for the organization in the scenario, as demonstrated in the discussion. The eight-step transformation method developed by John Kotter was introduced. Give an explanation of what is completed (or should be accomplished) in each step of the process in answer to this prompt demand. Keep in mind that you should apply each phase to your own organization as it transitions from being a standard organization to becoming a learning organization. Explanation of how the five pillars of G. work together The five pillars of sustainable change could be employed to ensure the long-term success of the company's learning. There is no provision for changing the organizational environment. The explanation does not logically explore how each of the five pillars of sustainable change could be applied to the corporation in the scenario in order to maintain the learning organization environment that is described therein. The explanation rationally examines how each of the five pillars of sustainable change could be applied to the corporation in the scenario in order to maintain the learning organization environment that has been created. In addition to just identifying the five (5) pillars of sustainable change, explicitly explain how each of the five pillars of sustainable change could be used to maintain the company's learning organization environment in a clear and concise manner. The submission does not include both intext citations and an H. Sources reference list for sources that are quoted, paraphrased, or summarized, which is required by the university. The contribution includes in-text citations for sources that are quoted, paraphrased, or summarized, as well as a reference list; nevertheless, the citations and/or reference list are either insufficient or erroneous in their information. When sources are appropriately quoted, paraphrased, or summarized, in-text citations should be used. A reference list should be included that accurately identifies the author, date, title, and source location, if any, of each source cited in the text. All in-text citations and references must be formatted in accordance with the American Psychological Association (APA). Your response should have included in-text citations for each and every reference that was mentioned on the References page. It is necessary to remove the source from the reference list if the source was not cited in the body of the text. To learn more about APA formatting, visit the APA Formatting connection to the document prepared by the Western Governors University Center for Writing Excellence. If you require extra assistance, you can contact the Center for Writing Excellence. This community is intended to assist students in the development of general writing abilities as well as APA formatting. The mentors are outstanding and are willing to organize individual appointments with students as needed. It is included in the course under the part titled "Course Tips" where you can get the Acrobatiq APA citation reference. The content is poorly organized, fragmented, or contains extensive errors. I. Errors in mechanics, communication usage, or grammar that are considered professional. The use of improper vocabulary or a tone that detracts from the issue is unacceptable. Content that is poorly arranged, difficult to understand, or involves errors in mechanics, language, or grammar that cause confusion is considered to be poor quality. Terminology is either misunderstood or unproductive. Attention to detail is reflected in the content.