Hrm 587 Final Exam (Package for 2 Versions)

investigate how my personal ability to manage change has shaped my leadership of educational change. This discussion will be blended with examples of change in my personal life, my own leadership experience and references to the literature in the field of leading educational change.

Evaluate the role and effectiveness of transformational and transactional leadership in the organization. Support with examples.

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

Organizational Change CLOs: 1,2,6. 1st Post Due by Day 3. Provide a brief description of the 5 Change Models in Chapter 2. Compare and contrast two of the models and, referencing this week’s lecture, discuss resistance, or how change could be embraced. Respond to two classmates’ posts.

Choosing a change model can be difficult for an organization. The company must ensure that the model it chooses will help them make the smoothest transition possible for everyone involved. The chosen change model must also help the company reach its goal within the time frame the company needs to have changes made.

The change models discussed in class provide a pattern for change and presents a picture of what will occur

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

In this situation, the leaders actions were not congruent with supporting the change process and generating buy-in. Stakeholders play a vital role in the performance and well-being of an organization or they are impacted by that organization (Marquis & Huston, 2015). Intimate involvement and supporting the process with congruent actions and

For this paper, we were asked if we saw ourselves as a transactional leader or a transformational leader. This was a tough question. When I held managerial positions, I would not have my worker do anything I would not do. I would work beside my workers and encourage them along with overseeing their work. Overall I feel I am a mixture of both leader styles. I will discuss why below.

The Burke-Litwin Model highlights the main elements or source of major transformational change and also the changes that are incremental in nature. The four transformational factors are external environment, mission and strategy, leadership, and organizational culture. The main cause that makes a company to make changes is the external environment. It can force any organization to make changes to its mission, culture, leadership, and operating strategies. Changes in the 12 drivers in The Burke-Litwin Model bring a series of change to the overall structure. Various internal and external organizational factors that influence the changes in the organization are:

Would the change pose a threat to a familiar or established situation where routine, predictability and comfort rule the day? But then on reflection, changes could have a positive effect, perhaps a change could open up an opportunity to learn new technologies and thereby an advancement in personal and professional development.

The Burke Litwin model The Burke Litwin model analyzes internal and external factors that may have contributed to the case. It provides a framework showing possible internal and external causes that either resulted in decline/ collapse of aspect or can lead to improvement. Its framework, too, provides linkages between these causes showing their connections. The model therefore leads from research and investigation to practicum. It both diagnoses the situation and, by showing connections, provides recommendations for improvement.

Change is inevitable and every organization should be prepared in facing or handling it. Considering a manufacturing factory in the discussion about the Burke-Litwin model, the nine elements of the model will be identified. These elements were ranked by the Burke-Litwin model in accordance to their ranks and impacts to change. The nine most important factors were ranked on top while the less important factors were ranked in the lower level. It also indicated the interconnection of all factors from top to bottom, thus affecting one another.

In the business world, the main forces for change come in the form of a P.E.S.T table which looks a little some

The Tata Group has been transformed from a risk-averse, slow-moving giant into a more dynamic and aggressive conglomerate. How much of such a transformation can be attributed to one individual? Discuss the role of the leader in initiating and managing change.