BUS515 DB 5

Chapter 10 in your eText discusses Kotter's (2007) eight-step change model. Which of these steps do you think is the most challenging? Which is most important? Give specific examples of how an organization either effectively navigated all 8 steps or alternatively, missed one of the steps and it led to change resistance or ineffective change.

I need help answer the following base off the chart listed Describe your assessment of the current culture within the organization at the time of your experience. Refer to the organizational change chart you completed in Week 1 to describe your assessment. Develop a Change Management Plan using Kotter’s 8-Step model for the change goal you identified. Refer to the suggested actions for improvement you included in the Organizational Change Chart. Important note: This summative assessment is not a copy of content from the Week One organizational change chart. A Change management plan provides procedures or strategies that are necessary for dealing with the change and achieving desired outcomes. Determine the desired outcome as a result of the proposed change. Analyze the alignment among the organization’s mission, vision, values, strategies, and the proposed Change Management Plan. Include speaker notes (see support guidelines below) to provide additional details not already present on…

Outline and discuss one strategic change management framework. (Please provide an example with framework)

Discuss the difference between change management and change leadership and justify the different roles that could be identified in a typical change management process.

discuss each of the Organizational Change Skills as they apply to your organization (Tesla Inc.) Where are these skills “housed” in terms of the key individuals and groups identified: Delivery team Vendors Influential leaders Impacted people

Change management is essential in communicating change in a organization. In looking at the American heart association as a healthcare organization, what is a change management model or theory you would recommend this organization used regarding changes it makes? Why?

After reading the short article What defines a change agent for you? A change agent is when an individual is capable to make a change within the organization. They usually Now, what change agent types, what change agent roles, and what characteristics do make a successful change agent on your opinion? For each, type, role, and characteristic explain why?

understanding planned change within an organizational setting requires knowledge of models, how to promote successful change, and the challenges resulting from resistance to change. The influence of an organization’s culture is a key factor that can support or prevent change within an organization. The perspective of systemic change is also critical for the success of change efforts. For this assignment, you will review the following scenario and develop a presentation on planned organizational change for a local chamber of commerce. Scenario As a skilled organizational consultant, you have been asked to deliver a presentation on Planned Organizational Change to a local chamber of commerce located in a mid-sized metropolitan area. The members are very interested in learning how to plan and manage the needed changes for their businesses to be competitive and grow, while still maintaining basic values in their business culture of treating employees fairly and providing excellent customer…

understanding planned change within an organizational setting requires knowledge of models, how to promote successful change, and the challenges resulting from resistance to change. The influence of an organization’s culture is a key factor that can support or prevent change within an organization. The perspective of systemic change is also critical for the success of change efforts. For this assignment, you will review the following scenario and develop a presentation on planned organizational change for a local chamber of commerce. Scenario As a skilled organizational consultant, you have been asked to deliver a presentation on Planned Organizational Change to a local chamber of commerce located in a mid-sized metropolitan area. The members are very interested in learning how to plan and manage the needed changes for their businesses to be competitive and grow, while still maintaining basic values in their business culture of treating employees fairly and providing excellent customer…

The ADKAR model of change focuses on the "people" side of change (i.e., how people move through and experience change). The five elements of ADKAR—Awareness, Desire, Knowledge, Ability, and Reinforcement—reflect the outcomes needed for individual change to succeed.   Consider your current organization or an organization with which you were once affiliated, and address the following: Provide an example of a change initiative of a collegue getting promoted you experienced. Discuss how each of the five elements of ADKAR was applied or could have been applied to support the success of the change initiative. Which element of the ADKAR model do you believe was the most challenging for you to embrace? Why?

Change in many organizations, at timr id unacceptable. What are the ways in which resistance to change can be reduced? Give relevant examples of each

1. How is “empower action” a specific change management technique or tool you think is most likely to pave the way for a successful launch of the new product line? 2. How is “incremental change” the most likely decision-making oversight the board could make in the launch of a new product line?

Post a 3–4 paragraph analysis of the impact of changes within a complex adaptive system on a transformation in an organization. Next, explain the potential impact of complex adaptive systems on leadership and innovation within an organization. Use examples of potential changes to the organization to support your response.Extend the conversation by identifying implications for practice or research, as well as for your own research agenda, where appropriate. Be sure to integrate one or two new related, and engaging, questions that will extend the discussion about your post in constructive ways.

1. What was the purpose of the change management taskforce.

Describe the Organizational Development and Change in Organizations, which strategies may consider for the implementing change, explain the Kotter’s 8 Step of Change Model. (

Q- What are the main obstacles to organizational change? What techniques can managers use to overcome these obstacles?

An organizational change model provides a basis for exploring what needs to change and offers a process to initiate change. Burke (2018) states "These models represent an integration of content and process and have evolved from both practice and theory" (p.207). Identifying the need for change, the organization's readiness to change, and potential resistance to change, determines how change is approached.  Of course, application of specific change models can present challenges.  However, Michels and Murphy (2021) developed a nine-trait framework for measuring an organization's change power using four of the most common company archetypes, therefore identifying factors that can increase an organization's ability to change. In the same way, Radel (2021) demonstrates the simplicity of a change framework and the McKinsey 7S Model in a visual diagram of all the necessary components for change to happen.   As you explore conceptual and integrated models for understanding organizational…

Discuss the difference between change management and change leadership and justify thedifferent roles that could be identified in a typical change management process.

Capitec is an organisation characterised by change. All organisations experience some level oforganisational barriers to change and individual resistance to change. How would Gerrie and hismanagement team deal with employees’ resistances to change? discuss the methods organisations such as Capitec can use to overcome resistance to change. Conclude your discussion with the method you believe is most prevalent toCapitec.

Introduction – Explain in your words what Lewin's process model related to organizational change consists of. Explain its components. Development – Establish the difference between the concepts of organizational development and those of organizational change. At what times is development promoted and at what times is change? Conclusion – Of the key aspects that a manager uses to successfully manage change in the organization, choose two (2) and reflect on why you consider them important for managing organizational change.

The responsibilities for managing change are often distributed across an organization. Therefore, assessing the knowledge, skills, and abilities (KSAs) of those tasked with driving change forward is imperative. The Change Management Institute identified 12 competencies for effective change managers to demonstrate. Why should organizations assess the competencies of individuals responsible for driving change initiatives? Explain. What KSAs do you possess related to the 12 competencies? Why are these important? Are there any change management competencies identified by the Change Management Institute that you currently do not possess but believe would be valuable to develop? Explain.

Define agent. What does an agent do? As teachers what are their roles as agent of change. Why is there  a  need  to  change  for  the  better?  In  your observations,  what  are  some  of  the  changes  being  effected  in  the school? Explain. Are you as a future teacher receptive of changes going on in the educational system? Why? Discuss What do  you  think  are  the  good  characteristics  of  a teacher as agent of change? Cite situations. Discuss. What  is  your  attitude  on  the  following?  K-12,  Online teaching-learning, field trips, research activities in school and on the job training or off campus teaching? Discuss

Explain what a statement of values is and what is its importance in the company. Provide an example of a company's values statement. Explain what organizational objectives are and how they are classified. Mention the importance of managing change in organizations and briefly explain the change management process, according to Kurt Lewin's force field change model.

Company ABC is currently experiencing a lack of cooperation between employees and a general distrust and fear of abandoning business processes that worked well in the past. Applying Lewin’s ‘Unfreeze-Change-Re-freeze’ change theory, provide a step-by-step strategy of how the company may overcome these common barriers to implementing change.

For change to succeed, stakeholders must understand why the change is needed and the anticipated outcomes. Therefore, creating a clear and compelling vision is essential for establishing expectations, motivating employees, and driving change. This vision should illustrate the desired post-change environment and inspire action.  craft a vision for pay change by identifying and proposing a change to improve your current or previous organization's people, processes, or overall productivity. Address the following: Briefly explain the proposed pay decrease change (i.e., what the change entails and who will be impacted). In one to two paragraphs, craft a clear and compelling vision statement for championing the proposed pay change within your organization. What elements of your vision statement are most important for motivating the pay decrease change? Explain.