Reference no: EM131276721
Assignment
Review the Instructor Policies (IP's)and write a Minute Paper highlighting three (or more) things you see in the policies that are different from some of your previous classes. APA guidelines do not apply to this assignment, and a Certificate of Originality is not necessary; but double-space and use your best writing, spelling, and grammar skills.
Post to your Assignment Tab.
NOTE: The late policy as outlined in the Instructor Policies (IP's) does not apply to this assignment, it is due on its date.
Part 2 Learning Team Charter
Complete the Charter of Part 2 and submit to the team assignment tab. If a member is non responsive, do not wait past the deadline to post your team charter information. Post it and the missing member(s) will need to re-post with their information later.
Your team may use the one here, or the one posted in the Library under the "Learning Team Toolkit".
Part 2 Readiness for Change
Research the Internet using a search engine of your choice for internal and external data or information on one of the following companies: Uber, Verizon, Facebook, Microsoft®, Apple, Starbucks, GoogleTM, General Motors, Amazon, Whole Foods Market, Capital One Financial, or Hyatt Hotels.
Discuss with your team how the selected company can improve within one of the following areas: customer service, employee morale, or greater market share.
Rate the company's readiness for change using Table 4.1 "Rate the Organization's Readiness for Change" in Ch. 4 of Organizational Change.
Replicate this chart, complete it, and submit it as an attachment to the written paper required for this assignment.
Write a 750 to 1,050-word paper, written in the third person voice, and address the following issues:
Evaluate the data to be used in internal and external organizational change management.
Describe the pros and cons of the information you gathered.
Articulate an effective improvement plan for the needed change
Discuss a vision for change, and craft a vision statement appropriate for the change sought.
Create a model to assess your company's readiness for change. Describe your model and its components.
Include a conclusion to summarize your research and the company's readiness for change.
Include support for your assessment by citing Organizational Change as well as a minimum of two of the Part 2 Electronic Reserve Readings sources in your paper.
Format your paper consistent with APA guidelines.
Part 2 Tribal Leadership
Resource: David Logan: Tribal Leadership
This video focuses on five kinds of tribes that people naturally form and describes how they influence behavior.
Write a 350- to 525-word summary after viewing the "David Logan: Tribal Leadership" video that:
Describes Logan's theory on tribes.
Compares Logan's ideas with tribes that you have been a part of in the past.
Reflect on how Logan's idea of Tribal Leadership may affect how to approach change. Express your thoughts.
There are many great examples of leaders communicating their vision for change, such as Martin Luther King, Nelson Mandela, Malala Yousafzai, Steve Jobs, Howard Schultz, Indra Nooyi, Hillary Clinton, and Melinda Gates.
Go to the Internet and find a powerful vision for change speech that resonates with you.
Write a 350- to 525-word summary, about the speech you selected that resonates with you. Does it share the characteristics of an effective vision statement as outlined in the text?
Summarize your viewpoint on whether or not Logan's theory on tribes is valid and coherent. Defend or justify your summary.
Include a link to the video you selected.
Submit your summary on David Logan's Tribal Leadership talk, your summary of the selected vision for change speech, and your position statement on David Logan's theory on tribes as one document.
Part 3 Food Banks Canada Case Study
Resource: Case Study 2: Food Banks Canada: Revisiting Strategy 2012 in Organizational Change
Food Banks Canada is a very interesting turnaround story about a not-for-profit national organization that was created by its affiliated members to better address hunger issues and get needed food to the poor. In response to declining relevance and poor performance, it altered its governance process, opted for a federated structure, renewed its leadership and staff, and put a renewed vision and strategy to work. Five years have passed and the CEO is considering what they should do next.
Read the Food Banks Canada case located on page 416 of Chapter 11 in Organizational Change.
Write a 750- to 1,050-word paper on the Food Banks Canada case written in the third person voice, and consider the following:
Katharine Schmidt is reflecting on Food Bank Canada's accomplishments and challenges over the last five years and is considering what to strategically target next. Should they stay with their current strategy or alter course?
As you analyze the Food Bank Canada case to understand better their current situation, consider carefully the nature of their formal structure and decision-making process, its strengths and weaknesses, and why they selected it as their governance approach.
What do you think Schmidt should recommend they do? To accomplish this, will there need to be changes to their structure or governance approach?
What should Schmidt do about generating needed support and approvals from the National Board, her Staff, the Member Council, and affiliated food banks?
How should she turn those approvals into successful actions and outcomes?
Use organizational change terminology consistent with what is used in your text to formulate your response.
Format the assignment consistent with APA guidelines.
Use a minimum of three sources, other than the Organizational Change text, within the document and list your sources in an APA-formatted Reference page.
Part 3 Organizational Change Experts
Select three notable organizational change experts whose works are included in theOrganizational Change text in Chapters 1 through 6.
Create a 12 to 15-slide presentation that:
Identifies the three different organizational change expert(s) you selected.
Identifies the nature of their work in the field of organizational change.
Describes their work in terms of any model, framework, diagram, or process for which they are credited. If there is no model, framework, diagram, or process described or shown in the text, you may research the Internet or University of Phoenix Library to find one, or you may design a model, framework, diagram, or process that you believe describes their work.
Use any respective charts or diagrams such as the models, exhibits, and figures found in Chapters 1 through 6 of the Organizational Change text to explain their work.
Include a title slide and reference slide as part of the above total number of slides.
Include brief speaker notes on each presentation slide representing what you would say while giving the presentation.
Reference two peer reviewed research sources in addition to the Organizational Changetext, for a total of three references.
Format your presentation in the style that is consistent with APA guidelines.
Part 4 Stakeholder Responses to Organizational Change
Resources: Stakeholder Responses to Organizational Change Scenario and the Sample Executive Summary.
Read the Stakeholder Responses to Organizational Change document.
Create three additional facts of your choosing to add to the above scenario for purposes of this assignment.
Prepare an Executive Summary for Harry and Rosalie on how you, as Human Resources Director, want to make them aware of these change issues and how you will handle the various stakeholder responses to the new anticipated change.
Write a 700- to 1,050-word Executive Summary in the third person voice and address the following:
Identify the existing psychological contract for Josh Raymond and Griselda Lopez. In what ways will the change disrupt the existing psychological contracts? Given the individuals and the context, what reactions do you anticipate?
Identify the different phases of change that Josh Raymond, Griselda Lopez, and all other stakeholders are going through and will go through.
Identify strategies that you, as Human Resources Director, can use to help Josh Raymond, Griselda Lopez, and the other stakeholders work their way through the different phases.
Identify strategies that change leaders have used, or could use, to help people work their way through the different phases.
Use tables, figures, models, or diagrams to aid in explaining the change issues or strategies discussed in the Executive Summary.
Use organizational change terminology consistent with what is used in your text.
Use a minimum of two peer-reviewed sources other than the Organizational Change text.
Format the assignment consistent with the Executive Summary sample, but use APA guidelines for your reference page.
Part 4 Need for Change Vision Statement
Resource: Case Study 1 Building Community at Terra Nova Consulting located on page 396 of Chapter 11 in Organizational Change OR Case Study 5 Ellen Zone - Leading Change at Tufts/NEMC located on page 448 of Chapter 11 in Organizational Change
Discuss as a team and decide by consensus which case study you will use for the Complete Change Plan assignment in Part 5.
Discuss the requirements of the Part 5 team assignment by looking ahead to see what will be required for the Complete Change Plan assignment.
Assess strategies for organizational change in the case study that your team selected.
Document and write about three different proposed strategies, and explain the basis for each strategy in 350 to 700 words total.
Then Justify which strategy is the strongest fit with the change initiative contemplated for the team's Complete Change Plan and develop a statement of no more than 350 to 525 words that addresses the need for change and vision for the change.
Use organizational change terminology consistent with what is used in your text.
Use a minimum of two peer reviewed sources, other than the Organizational Change text.
Format the assignment consistent with APA guidelines.
Total assignment is 700 to 1,225 words
Part 5 Strategy Map Analysis
Resource: Strategy Maps section on page 353 in Ch. 10 of Organizational Change
The assumption underlying strategy maps in for-profit organizations is that financial outcomes are the end goals that they are striving for and that other objectives within the change program should be aligned to produce and support those desired outcomes. If particular activities and the objectives don't support the changes, they should be seriously questioned and either dropped or reduced in importance.
Consider a change initiative that you know is currently being researched for adoption, or that you want to have considered for adoption, by an organization with which you are familiar.
Answer the following:
If the vision for change is achieved, how will it look from the perspective of the financial results achieved?
To accomplish these financial outcomes, what initiatives have to be undertaken from a customer perspective to deliver on the value proposition in ways that generate the desired financial results?
To accomplish these customer and/or financial outcome efficiencies, what changes must be made from an internal business process perspective?
To attain the internal process goals and objectives, what must be undertaken from a learning and growth perspective to increase the organization's capacity to do what is needed?
Write a 700- to 1,050-word research paper in the third person voice in which you address the four questions above.
Identify the change initiative clearly.
Design a strategy map to illustrate your analysis using Figure 10.3 "Generic Strategy" and Figure 10.4 "Strategy Map for Control Production Systems" as examples from Chapter 10 inOrganizational Change.
Include the map in your assignment and explain its components.
Use organizational change terminology consistent with what is used in your text.
Include at least two other peer reviewed sources other than the Organizational Change text to demonstrate research on the design, purpose, and responses to the questions of your strategy map analysis.
Format your Strategy Map Analysis assignment consistent with APA guidelines.
Part 5 Complete Change Plan
Resources: Responsibility Charting and AIDA Continuum Chart
Develop a Complete Change Plan for a change initiative that you want to make happen. Use facts from the case study scenario that your team selected in Part 4. The team may add no more than three facts or characters, or a combination of facts or characters to the case study to assist in fleshing out the development of the Complete Change Plan.
Use your team's top selected strategy for the change initiative as well as the statement of the need for change and your vision for the change developed in Part 4.
Write a 1,400- to 1,750-word detailed Complete Change Plan. The Complete Change Plan will be broken into the following four parts:
The Action Steps
What are the critical steps that must be accomplished? Arrange your action steps in sequence. Can some be done simultaneously? What activities cannot begin or should not start until others are completed? What timelines should you observe?
It is often useful to begin at the end of the project and work your way backward.
Who needs to become committed to the project?
Where are key players at on the adoption continuum? Are they even aware of the change? If aware, are they interested or have they moved beyond that stage to either desiring action or having already adopted?
What will it take to move them along the continuum in the direction of adoption?
Use the AIDA Continuum chart and include this chart in your plan.
What is the commitment to the adoption of those who have reached the adopter stage? That is, are they at the "let it happen" stage, the "help it happen" stage, or the "make it happen" stage?
Use the Responsibility Chart and include this chart in your plan.
Who will do what, where, when, and how? Often a responsibility chart can be useful to track these things.
Contingency Planning
What are the critical decision points? Who makes those decisions?
What should be done if the decision or event does not go as planned?
What plans can be made to account for these contingencies? If you can, draw a decision tree of the action plan and lay out the decision-event sequence.
Measurement of Change
How will it be determined that the goal or change project has been successfully implemented? At times, success will be obvious (e.g., a new system in place). At other times, success will be more difficult to measure (e.g., attitudes toward the adoption and acceptance of a new system).
What intermediate signals will indicate that progress is being made? What is the first step or sequence of steps?
Transition Strategy
Formulate a transition strategy that includes a communications proposal.
How will the transition be managed?
Who will make the innumerable decisions required to handle the details?
Who will provide information to those affected?
How will the change be communicated to organizational members?
Use organizational change terminology consistent with what is used in your text.
Use a minimum of four sources in addition to Organizational Change text.
Format the assignment consistent with APA guidelines.