Change Initiative

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Grand Canyon University *

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560

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Business

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Jan 9, 2024

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docx

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Uploaded by SuperHumanNarwhal378

1 Change Initiative: Creating Vision Shekerah Henderson Colangelo College of Business, Grand Canyon University LDR-615-O501: Organizational Development and Change Dr. Brodie Johnson January 10, 2023

2 Change Initiative: Creating Vision Introduction In this paper, I will evaluate the current forces driving change in the technology industry. As a leader in the field, I will assess my organization and evaluate how well it is responding to these forces. I will identify where there is a need for change and develop a vision to inspire this change. Organization My organization is XYZ Technology, a company that specializes in developing and selling cutting-edge software products. Our MISSION is to provide our customers with innovative solutions that improve their businesses and enable them to stay ahead of the competition. Stakeholders The various stakeholders in our organization include our customers, shareholders, employees, and the wider community (Kim, & Mauborgne, 2019). Customers are interested in our products and services and expect them to meet their needs and be of high quality. Shareholders expect a return on their investment and are interested in the financial performance of the company. Employees expect a safe and healthy work environment, opportunities for career development, and fair compensation. The wider community expects us to be a responsible corporate citizen and to minimize our impact on the environment. Forces Driving Organizational Change External forces driving organizational change in the technology industry include rapidly advancing technology, increased competition, and changing customer needs. These external

3 forces directly affect the viability of our organization, as we must constantly stay ahead of the curve in terms of technology and adapt to changing customer needs to remain competitive. Internal forces driving organizational change in our organization include the need to improve efficiency and productivity, the need to adapt to new technology, and the need to retain top talent. These internal forces are driven by the need to stay competitive and maintain profitability. Another external force that drives organizational change in the technology industry is the increased pressure to prioritize sustainability and corporate social responsibility. As consumers and investors become more conscious of the environmental impact of businesses, companies in the technology industry are facing pressure to adopt sustainable practices and reduce their carbon footprint (Hitt, Ireland, & Hoskisson, 2019). This can include investing in renewable energy, implementing eco-friendly manufacturing processes, and committing to recycling and waste reduction programs. In addition, companies are also being held accountable for ensuring that their supply chains are ethical and do not exploit labor or human rights. Regulatory changes are another external force that drives organizational change in the technology industry. As the industry continues to grow and play an increasingly important role in society, governments around the world are imposing more regulations to protect consumers and ensure that technology companies are operating in an ethical and transparent manner (Sharma & Twenge, 2015). These regulations can include data privacy laws, such as the General Data Protection Regulation (GDPR) in the European Union, which requires companies to obtain explicit consent from customers before collecting, processing, and storing their personal data. Companies in the technology industry must stay up to date on these changes in order to remain compliant and avoid legal repercussions.

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4 Specific Issue and Proposed Steps One of the driving forces that create issues for our organization is the need to adapt to new technology. As technology advances, our products and services must also evolve to meet changing customer needs. To respond to this driving force, we will need to invest in research and development, train our employees on new technologies, and regularly assess and update our products and services. Another specific issue that can arise from the need to adapt to new technology is the challenge of integrating new systems and processes with existing ones. As companies implement new technologies, they may find that these new systems are not compatible with their current infrastructure and require significant investments in order to integrate. This can lead to delays, increased costs, and disruptions to normal operations. To address this issue, the organization needs to conduct a thorough assessment of its existing systems and processes and identify potential areas of integration before implementing new technology (Hitt, Ireland, & Hoskisson, 2019). This will help to ensure that the new technology will be able to seamlessly integrate with existing systems, minimizing disruptions and costs. Then, according to Siggelkow (2002), another specific issue arising from the need to adapt to new technology is the risk of losing valuable data during the transition. Kim and Mauborgne (2019) state that while switching to new technology, sometimes data from the old systems is not completely migrated and, if not handled properly, can lead to data loss. To mitigate this risk, the organization should develop a detailed data migration plan that includes regular backups and testing to ensure that all data is successfully transferred. Additionally, the organization should consider using data migration tools and services to minimize the risk of data

5 loss. These tools and services can also help organizations automate the process and minimize the amount of manual work. Predicting Employee Responses Employees at various levels in the organization will likely respond differently to the proposed change initiative. Senior management may be excited about the opportunity to stay ahead of the competition and improve the company's performance (Sharma & Twenge, 2015). Junior employees may be hesitant or anxious about the changes and the need to adapt to new technology. Communication and training will be key to ensuring a smooth transition and gaining buy-in from all employees. Vision for Change Our vision for change is to be at the forefront of technology, constantly innovating and adapting to meet the changing needs of our customers. This vision correlates with the organization's mission of providing innovative solutions and staying ahead of the competition. To present this vision to internal stakeholders, we will hold a series of town hall meetings, send out company-wide emails and will also provide internal trainings. Our vision for change aligns with the concept of creating a "blue ocean" strategy, as outlined in Kim and Mauborgne (2019). This involves identifying uncontested market space, where the organization can create new demand and achieve profitable growth. By focusing on creating new technology solutions, rather than competing in saturated markets, we can stand out from the competition and provide value to our customers. As Kim and Mauborgne (2019) note, this approach can lead to "simultaneous pursuit of differentiation and low cost" which will give us a competitive advantage.

6 To achieve this vision for change, it is important to engage employees in the process of identifying new opportunities for growth. According to Siggelkow (2002), evolution toward fit, which means evolution of the organization to align with changing environment, depends on exploration and exploitation. Employees at all levels of the organization should be encouraged to share their ideas, and the organization should prioritize experimentation and innovation in order to identify new opportunities. By tapping into the collective intelligence of our employees and encouraging a culture of experimentation and innovation, we can effectively identify new opportunities and achieve our vision for change. Addressing Stakeholder Concerns Potential considerations posed by stakeholders include concerns about the cost of implementing new technology and the potential for job loss. We will respond to these concerns by emphasizing the long-term benefits of staying competitive and the opportunities for career development that come with the adoption of new technology. We will also provide resources and support to help employees adapt to the changes. Conclusion In conclusion, the technology industry is constantly evolving, driven by external forces such as rapidly advancing technology, increased competition, and changing customer needs. Internal forces, such as the need to improve efficiency and productivity, also play a role in driving organizational change. By focusing on staying ahead of the curve in terms of technology and adapting to changing customer needs, my organization can maintain its competitive edge and continue to be successful. Our proposed change initiative, which focuses on investing in research and development and adapting to new technology, will help us achieve this goal. However, we will need to address potential concerns from stakeholders, such as the cost of implementation

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7 and potential job loss, through clear communication and providing resources for employee development. Overall, this change initiative aligns with our organizational mission and will help us achieve our vision of being at the forefront of technology and continuously innovating to meet the needs of our customers.

8 References Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2019). Strategic management: concepts and cases: competitiveness and globalization. Boston: Cengage Learning. Kim, W. C., & Mauborgne, R. (2019). Blue ocean strategy: how to create uncontested market space and make the competition irrelevant. Boston, Massachusetts: Harvard Business Review Press. Sharma, A., & Twenge, J. M. (2015). Changes in pronoun use in American books and the rise of individualism, 1960–2008. Journal of Cross-Cultural Psychology, 46(1), 40-54. Siggelkow, N. (2002). Evolution toward fit. Administrative Science Quarterly, 47(1), 125-159.

Change Initiative

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