Reflection Questions For Discussion On Tuesday, January 20
WEEK 2 & 3 REFLECTIVE QUESTION – CLASS ASSIGNMENT Please reflect on and answer the following for the Class Assignment Due Date: Jan 20 & 27 Post your answers as well as respond thoughtfully to your peers’ post on iTutor UNIT 3 Class Thread: WEEK 2 (Jan 20) AND Week 3 (Jan 27) Class Work: How can leaders use each of the given Change Management Model to lead organizational change initiatives efficiency? Make Reference the Calm Seas Case in your answer. Week 2: Discuss Kotter’s, Lewin’s, McKinsey’s and Kubler’s Change Models. Week 3: Discuss Prosci’s, Burke-Litwin’s, action research and gap analysis. Change Management Models. Click the link to access the webpage. Kotter And ADKAR Models Of Change: http://www.washington.edu/research/rapid/resources/toolsTemplates/managing_change_handout.pdf Lewin And ADKAR Change Management Models: http://www.change-management-coach.com/change-management-models.html McKinsey's 7s Model McKinsey 7s: http://www.strategicmanagementinsight.com/tools/mckinsey-7s-model-framework.html Kubler Ross 5 Stages Change Management Model: http://www.change-management-coach.com/kubler-ross.html Prosci's Change management ADKAR: http://www.change-management.com/tutorial-adkar-overview-mod2.htm Action Research: http://cadres.pepperdine.edu/ccar/define.html GAP Analysis: http://www.mccd.edu/organizations/student/Gap%20Analysis.pdf How to produce A Gap Report: http://smallbusiness.chron.com/write-gap-analysis-report-55720.html
10 Comments
Kerry Wellington
1/20/2015 07:45:03 am
How can leaders use each of the given Change Management Model to lead organizational change initiatives efficiency?
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Sasha-Lee Sommers
1/20/2015 08:54:27 am
How can leaders use each of the given Change Management Model to lead organizational change initiatives efficiency?
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Kerry W
1/20/2015 08:56:36 am
Hi Miss Sommers, Kotter's research is a very useful one for organizations to use, has it can help management to avoid failure and help with adaption of change. It is important that organization understand that change is essential and cannot be avoided, has it provides a facal point for governing and structuring. it also assist in strategic decision making and gives a competitive advantage.
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Kerry W
1/20/2015 08:59:20 am
continue........Finally, ADKAR means Awareness, Desire, Knowledge, Ability and Reinforcement. It allows change management teams to focus their activities on specific business results. This is the most fundamental requirements for anyone to succeed and maintain change. Kotter’s research speaks directly about organization failing because their approach towards change is not well rounded. In order for success to occur, organization needs to adapt to changes and follow his eight (8) step process. Success can come through the increase of ability to change. Kotter’s 8 steps process describe creating the urgency of understanding that change is necessary and important to the growth of organizations. A full SWOT Analyze, scenario planning and full deployment of all strategic planning are tools that can help to create urgency. Secondly, organization need to understand that change implementation is important. Therefore, forming a guiding coalition by working as teams can help to create an intelligence group working together. Also, it is said that a drive for change without a clear focus will rapidly fizzle out unless leaders develop a clear vision of the future that is accompanied with a clear description. This is about how thing will be different in the future by developing a vision and strategy. Next, communication is essential and therefore leaders need to communicate the vision to employees in order for them to understand the new vision. This can be done through face – to – face interaction or meetings. Next in line is for management to enable action and removal of obstacles so that changes can take place and also to motivate the employees. After which, people needs to have a clear vision what the realized vision is by setting short-term goals that are attainable to bring encouragement to the people by generating short-term wins. Hold the gains and build on change can be healthy due to the fact that early win is not enough. This will assist organization to analyze what worked, what did not and what can be improved. Lastly, change need to be sustained and so anchoring changes in the culture of organization can help with stability. Change should be seen in every part of the organization after successful implementation.
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Sasha-Lee Sommers
1/20/2015 08:59:51 am
The Kurt Lewin Change Management Model
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Kenisha Johnson
1/22/2015 10:08:15 am
Lewin's stage one of the change process was adequately discussed. i think communication is key when dealing with people. As such people need to understand what exactly is happening otherwise the change process can be chaotic. stage two could use a bit more explaining however the general idea is understood.
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Kenisha Johnson
1/22/2015 09:44:25 am
Week 2: Discuss Kotter’s, Lewin’s, McKinsey’s and Kubler’s Change Models.
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Kerry Wellington
1/27/2015 07:54:14 am
How can leaders use each of the given Change Management Model to lead organizational change initiatives efficiency?
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Kerry Wellington
1/27/2015 07:55:20 am
Continue....Make Reference the Calm Seas Case in your answer.
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Kerry Wellington
1/27/2015 07:56:09 am
Reference
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