Prudential Uk: Rebuilding a Mighty Business Essay

Foreword by Spenser Johnson: One the surface, the story of this book appears to be a fable that is relatively easy to grasp, but it does subtly impart an invaluable lesson on change. The book covers John Kotter’s Eight Steps to bring about successful organizational change and can be equally useful for a high-school student as it is for a CEO of a multi-national organization.

In order to evaluate my role within the group it is important to identify what makes a group. A group must

Another researcher, John P. Kotter (2006) outlined the “Eight Steps to Transforming Your Organization,” which are:

This course has taught me a lot in terms of initiating and managing change, and Kotter’s eight-stage process is a very useful approach when it comes to making changes within an organization. This course has helped me strengthen my skills in overcoming barriers that tend to get and make it difficult to

* have employees who value individuals and their diversity, respect others and openly share information, knowledge and views to help colleagues succeed.

This hits a few of John Kotter’s eight necessary steps for successful change. These steps include creating a guiding coalition and empowering broad-based action. (Hartzell, n.d., par. 3) Ensuring that this new change process has the best opportunity for success.

Organized Change Consultancy. (2010). Re-engineering and TQM: Approaches to Organizational Change . Available: http://www.organizedchange.com/village.htm. Last accessed 2nd January 2014.

My team has a number of strengths. First of all, it is the flexibility of majority of team members, thereby creating an effective team. The team members, although they come from different units, they are capable of accommodating each other’s views resulting in a strong team.

It is important that members of a group be knowledgeable and skillful in their positions, the degree to which those members can work harmoniously and cooperatively

You also must form a powerful coalition and create a vision for change. This begins with strong leadership and effective communication skills in order to communicate your vision. Another step in the process is to remove obstacle or barriers that may block or prevent change from happening. You must also motivate the team along the way by creating short term goals, building on change and anchoring the changes in corporate culture. Kotter put an emphasis on step one which is creating urgency for change. You must be convincing and open when presenting this change to your team to gain their support. It is important to give scenarios, show the benefits of making this change and the drawbacks of not making the change.

4. There are several things Wilson should do in preparation for the meeting with division managers. The most important one is to “define a goal in clear and elevating way” (2). While goal is very clear, Dixon took away an opportunity to define goal in the elevating way. Still, Wilson should make sure that team members can clearly see their relevance to the goal.

A group should consists the following attributes: good leadership, good status/reputation, resources, sources, social skills and a positive rapport with decisions makers

Project management in today’s challenging economy requires collaborative effort across an organization. Project managers are expected to make the most out of their team regardless of its composition. Therefore, unless the group operates as a high performance team, the project will not successfully balance the trade-off among cost, schedule, and quality. Relying strictly on the science of project management leads to an unspoken assumption that members on the project team would harmoniously work together to meet the project deliverables. We have seen time and time

In this dynamic business environment, change is inevitable. Changes can be planned, or unintentional: depending on the driving forces behind. The major forces for change can be derived from the nature of the workforce, technology, economic shocks, competition, social trends, and world politics (Robbins & Judge, 2011). In this post the author will explain the Kotter’s eight –step approaches to managing organizational change and discuss how his company handles the planned changes in term of organization reconstruction.

BEING A RESEARCH PROJECT SUBMITTED TO THE DEPARTMENT OF ACCOUNTING, FACULTY OF MANAGEMENT SCIENCES, UNIVERSITY OF ABUJA, ABUJA, NIGERIA