...Team: The team who was in charge for the mechanism, evaluation and training was very well structured since the beginning. The Project Management team was forms from the people of the Industry department Danoneand the Human Resources assistant director. It is interesting to be said that the one who came with this idea was the Industry manager department (not the Human Resources one) and together with the Human Resources manager began setting up this change in the management of Danone. From the beginning they had to find sponsors within the firm who will actually finance their idea. The project manager together with the assistant from Human Resources were in charge with the training part of the employees, the manager of Accounting and Production Departments were in charge of the communication between the employees and the director. The direct chiefs were the ones who actually made the developing plan for this management change and after the process of interviewing and testing was finished, they had to inform about the results. After that, the employees were able to give some feedback because after all, they were the beneficiaries of this projects, and all of this were made in the goal of helping them but also developing the company in a good and fear manner. For this project, the stakeholders were the Syndicate and the Employees Representative . The Syndicate is a non - profit NGOs defined in Labor Code as:" independent legal entities , non-profit , formed to defend...
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...National Association of Colored People Change Project HR587 Managing Organizational Change December 14, 2011 National Association for the Advancement of Colored People (NAACP) – The mission of the NAACP is to ensure the political, educational, social, and economic equality of rights of all persons and to eliminate racial hatred and racial discrimination. The NAACP is broken up into local branches which pay a per-capita to the national organization. I belong to the Chicago Westside Branch NAACP and have served as 2nd Vice-President, and as an executive board member of the branch. I am currently an executive board member due to my role as chair of the Armed Services and Veterans Affairs committee. When I first joined the organization back in 2000 I noticed that the organization was starting to lose its relevance. The analogy I like to use is that of an old church. The members of this old church were coming to church every Sunday and preaching to themselves how people needed to find God. The church was a beacon in the community but as the core members started to get older they just came together every Sunday year after year. The members started dying, here and there, one by one, with no new infusion of youthful members that could go out into the community so that the church could remain a relevant difference maker in the community. This is what was beginning to happen to the NAACP back in 2000. The 64 members that comprised the National Board of Directors did not or...
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...A Need For Change Within A Project Ronny L. Wade Walden University Abstract In this paper, I will show the type of change approach I took to make a major change within the organization technologically and culturally. As stated by (Schein, E, 2006), “Change and stability are two sides of the same coin”. I believe that communication within and among an organization is driven with the successes and failures of employee management and the employees that will increase the effectiveness of the growth of change within the organization. To perform change more effectively a clear and precise plan of action must be present, to due to the success or failure of the proposed change. A Need For Change Within A Project “THE PRIMARY TASK OF MANAGEMENT is to get people to work together in a systematic way, like an orchestra conductors, managers direct the talents and actions of various payers to produce a desired result” (Christensen, C. M., Marx, M., & Stevenson, H. H., 2006, p. 73). The Situation In this ever changing world of technology, I once conveyed to my company a vision that would bring change in the way we process our product with the development teams and the client. In the vision I expressed that we needed to have a more organized approach to developing our code for the client’s and that we needed a centralized hub where all code is checked in and checked out for the developers. Our company utilized SVN at that time, which did not give the security as GIT would...
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...APPLYING CHANGE MINI PROJECT PLAN FOR AUSTRALIA POST 2015-2020 Purpose The purpose of Applying change mini Project Plan is to help in promoting a smooth transition that brings together ways that will see the Post remain sustainable in the face of the dramatic impact of a declining letter services and an increasing parcel services to a better retail network with convenient digital products. The plan will offer a road map for the Australia post to accomplish its goals and objective of providing high quality, efficient services to the community as well as generating dividends and enhance shareholder value. Additionally, the Plan will serve as an agreement between the following parties: Project Sponsor, Steering Committee, Project Manager, Project Team, and other personnel associated with and/or affected by the project. VISION To deliver best products and the best marketing systems available Project Goals and Objective * Ensure that end users have input into the design process. * Accomplish project business goals and objectives within defined budget and time parameters. * Minimize impact to standard business operations within the affected units. Strategy to manage change 1. ESTABLISHING A SENSE OF URGENCY This is done by analyzing the competition in the market, tracking the speed of change and determining what the organisation has to do to keep up with it. 2. CREATE GUIDING COALITIONS Ensuring there is a powerful group...
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...Summary of changes to original documents A. Changes based on instructor feedback 1. Vision Statement Vision statement is now in concrete-language form: it is short and precise. 2. Goals ● Each goal starts with a strong verb and is written in concrete language. ● Each goal now reflects a more general idea than last revision in order to avoid being seen as tasks. 3. Team roster with goals ● description of roles was shortened ● added missing information ● reformatted the “Subsidiary project participants” table 4. Ground rules/framework e. Conflict Resolution The team first addresses issues internally, then consults with advisor. 5. Key Project Deliverables and Deadlines We introduced class-related deliverables and project deliverables separately. Also we introduced two main products to key deliverables. 7. Requirements ● Changed to specific product requirements to avoid being confused with project deliverables ● Deleted course deliverables requirements 8. Work Breakdown Structure No changes 9. Gantt Chart ● Added date for poster sessions of fall semester and spring semester. ● We modified the scheduling of getting feedback from customers. It is more reasonable that getting feedback earlier to ensure that the customer feedback could be taken into consideration of building our business models. 10. Network diagram Modified diagram in order to be consistent with Gantt, WBS and RAM. 11. RAM ● Changed task breakdown to be consistent with WBS ● Assigned responsibilities according...
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...Information Technology Project Management Project Budgeting, Procurement, and Quality Integrated change Control Plan TS5332 Project Budgeting, Procurement, and Quality Instructor: Thursday, July 14, 2016 Contents Triplicty Events Integrate Change Control Plan 1 Plan to Setup Change Control Board (CCB) 1 Category 1. Changes to Project Objectives 1 Category 2. Forced Modification of Scope 1 Category 3. Possible Modification of Scope – 1 Plan to Review and Approve Requested Changes 3 Change management process 4 Change Request Process Flow Requirements 4 Change Request Form and Change Management Log 5 Plan for Managing Approved Change Procedures 5 Evaluating and Authorizing Change Requests 6 Types of Change Requests 7 Status of Change Requests 7 Plan for Corrective and Preventative Action Procedures 8 Overview of CAPA 8 Corrective and Preventative Action Procedure 8 Plan for Areas that Needed to be Updated After Approved Changes Are Implemented 10 Plan for Controlling Project Quality from Standards Based on Quality Report Procedures 10 Control procedures 11 Control methods 11 Quality procedures 11 References 12 Triplicty Events Integrate Change Control Plan Plan to Setup Change Control Board (CCB) Change requests are inevitable in any project. In order to effectively manage the changes for the Triplicty project, a change control board (CCB) has been devised to review and prioritize changes presented during the course...
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...Behavior Change Project My health goal was to change my eating habits. I chose this goal because I have a bad habit of not eating as well as I should. Although I usually do not eat fast food, I eat a lot of carbs. I was raised in an Italian family so macaroni and pizza are my two worst enemies. I figured that if I used this project to get rid of my bad eating habits, I would have an easier time eating healthy after this class ends. Before starting the project I realized that there will be challenges, but this project was not meant to be simple. If behavior change was simple, then anyone would be able to change behavior whenever they wanted to. In order to translate my health goals into target behaviors I realized that I had to sit and analyze my diet so I can see exactly which of my eating habits I should do away with. Firstly, I usually drink a glass of milk before bed every night. I did some reading online and learned that humans are the only species that drink the milk of another animal and drink any sort of milk after infancy. I also learned that the milk in the grocery store is full of hormones and other toxins. Therefore I decided that it would probably be a good idea to stop drinking milk. Another bad eating habit that I have is that I eat a lot of carbohydrates, especially in the form of macaroni. Since I come from a very Italian family, macaroni has always been a staple of my diet. However, the macaroni at home was handmade which cuts out all the additives and...
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...Change Project NUR 492 November 10, 2014 Dr. Christine Markut Change Project Today’s healthcare providers are struggling more than ever to provide high quality care while controlling the costs of healthcare. The demands of an aging population and shortage of medical personnel have brought challenges to the medical office and physicians somehow need to improve their access. Instead of limiting the time patients are able to spend with their physician discussing their medical concerns, why not increase the time and make it more effective for both the patient and the physician. Incorporating GMA’s may allow our physicians to see more patients, provide more care, and increase practice revenue. The patient benefits with increased access to the provider as well as receiving significant education with their peers that suffer from the same medical conditions (Rhee, 2013). This is a win – win situation for the organization and patients. Patients are typically allotted 15 to 30 minutes to discuss their concerns with the physician but with group medical appointments (GMA), patients are actually able to spend up to 90 minutes with their provider. GMA’s offer an alternative structure in the way effective and efficient care is delivered to chronically ill patients (Schmucker, 2006) and it allows greater interaction time with the provider. A GMA will typically involve approximately 8-12 patients while all of the components of individual appointments can be delivered to include: one-on-one...
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...Behavior Change Project The Transtheoretical Model The Transtheoretical Model (TTM) is an integrative model developed in the early 1980’s by Prochaska and DiClemente to conceptualize the process of intentional behavior change (Pro- Change Behavior Systems, 2015). The TTM emerged from a comparative analysis of the most powerful principles and processes of change from leading theories in psychotherapy and behavior change, including Conscious Raising by Sigmund Freud, Contingency Management by BF Skinner and Helping Relationships by Carl Rogers (Hayden, 2014; Hergenrather, 200*; Pro- Change Behavior Systems, 2015). Whereas other models of behavior change focus exclusively on certain dimensions of change such as social or biological, the TTM seeks to include and integrate key constructs from other theories into a comprehensive theory of change that can be applied to a variety of behaviors, populations, and settings including treatment settings, prevention and policy-making settings. Thus the name Transtheoretical (Pro- Change Behavior Systems, 2015). Stages of change It is not easy to for individuals to change from an unhealthy behavior to a healthy one. Therefore, the TTM focuses on the decision-making of the individual. It operates on the assumption that people do not change behavior quickly and decisively, rather, change in behavior, particularly long-term behavior, occurs continuously through a cyclical process (Boston University School of Public Health, 2016). The...
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...PERSONAL HEALTH BEHAVIOR CHANGE According to the World Health Organization nutrition is the intake of food considered in relation to the body's dietary needs. However, nutrition does not just stop at the foods that someone eats. To be considered in good health, a balanced diet must be combined with regular physical activities to help in the aid of being considered in good health. A person's nutrition has an effect on how the person can look, feel, think and even act. As nutrition decreases the risks of disease and illness become greater. Some of the main problems associated with poor nutrition are obesity/underweight, cardiovascular diseases, cancers, diabetes and reduced immunity to diseases. In many cases poor nutrition can be prevented, it is just a matter of what the person will do for themselves. One of the more common effects of poor nutrition and lack of physical activities is found in Type 2 Diabetes. Type 2 Diabetes is when the body can no longer use its insulin effectively, or create enough of it. This lack of insulin can have many different effects on the body. The symptoms of it include excessive excretion of urine, thirst, constant hunger, vision changes and fatigue. These symptoms are usually not found as early as they are in type 1, and are usually found after complications for diabetes are occurring. Another major result of poor nutrition and poor activity habits is in obesity. Obesity is one of the largest factors of health problems affecting people that can...
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...week’s Microsoft Project exercise. In this week, we’ll be changing the Microsoft Project standard settings. I’ve accessed Microsoft Project through the DeVry iLab. You can find a link to the DeVry iLab in the weekly iLab pages or in the “Course home.” Let’s get started. The first thing that we’ll do is set some project information variables. This ensures that we are all using the same settings. First, change the start date and the current date. From the menu, choose “Project,” then “Project information.” Change the start date to January 1, 2006. Then change the current date to January 1, 2006. We’re using this date for the assignment, so that everyone’s simulated project looks the same. Click, “Okay.” Now, let’s change some of the options. From the menu toolbar, select “Tools,” then “Options.” A new window will appear. Select the general tab and type your name in the user name field. Next, let’s set the workweek. Select the calendar tab, then choose, “Saturday.” Since the workweek begins on Saturday and timekeeping data starts on the same day of the week here at the Arc Company, where we manufacture the Zuma scooter product line. Making this the default starting workday for the workweek will better align the actual work hours to the scheduled tasks. We will keep Saturdays and Sundays as non-workdays. Select the “Set as default” button for the changes to take effect for all projects. Next, let’s set the project start date. ...
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...Week 6 Course Project B) Written below is a sample communication via the use of a memorandum George Fisher has sent out to his employees at Kodak. In this communication message it will give information about the change Kodak is making into the digital world. Memorandum To: All Staff From: Mr. George Fisher, CEO Date: January 12, 2002 Subject: Changes to come For the past ten years we have been designing a strategy to embark on a new change into the digital world, leaving behind the existence of the use of film. It is crucial that we stay above our competitors and continue to change and explore new ways of finding our way in staying competitive in this ever-changing market. That is why we are beginning our conversion from film to digital imaging in the weeks to come. We will launch the changes immediately to in order to get our production started as our estimates are growth show much potential for success. Now, we might face some obstacles along the way in executing the change. Such as the need to invest in research and “release incrementally updated products in a number of different fields” as soon as possible, but we believe this will work. Therefore, we need you on board because you are the essential factor in helping us making this change a success story, and a great moment in Kodak’s history. We might have to cut some of our losses along the way, such as factories and jobs, in order to keep up with our counterparts and competitors, but there is more information...
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...90’s: The recession of the early 1990’s has significantly changed the market environment. Cutbacks in production have decreased the demand for standard machine tools and customers are asking for new products. Upper management has recognized the need for a new strategy but lower level management shows no flexibility to change. Situation during mid 90’s: By 1995 the recession has been over for a couple of years but nothing has changed within William’s organization and product line. Revenues and sales are decreasing rapidly. By 1996 the company was sold to Crock Engineering. Crock replaces all of the Williams senior managers when the company shows losses. Crock announces than Williams would become a specialty machine tool manufacturer as demand for specialty products have increased threefold. Situation during late 90’s: The upper management tries to change the company culture through project management, concurrent engineering and total quality management. Unfortunately long term employees are not on the same page as upper management and they still resist change. A project management consultant is hired from 1996 – 2001. End of the Williams Division As the project management system matures, after 6 years, the company shows a profitable quarter in March, 2002. In May 2002, the Williams Division was sold and more than 80% of employees lost their jobs. Williams Machine Tools Company – A case study Identification of Problems...
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...all the services gave way to a huge price and thus led to a centralized tracking system. * Lack of knowledge on using different types of technology and software. * The institutional custody business became technology concentrated with some of them outsourcing the entire backroom function to have an effective operations. * The Front and back offices performed administrative functions. So there were blame games between trust officers and operations people. 2. To ensure success of Access Plus project, Providian has to make many organizational changes: * Give computer lessons to front office and back office aiming to teach them to process data through computers. * Full project testing can be implemented and deadlines have to be extended. * Communication among all divisions of the company have to be enhanced and people who are going to be affected by the change have to be involved. * Adapt to market changes regularly and also change to a better client/customer oriented environment. * The client relationship managers, sales team, and portfolio managers would be decentralized to enable them to sell to their clients and the trust...
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...KRAFT FOODS ORGANIZATIONAL CHANGE AND INFORMATION SYSTEMS Nowadays companies need to have a paradigm shift, they need to have a new way of thinking of the nature of the businesses (Laudon, 2012). Many large organizations have implemented information system technologies into their organizations and started on their path to an organizational change. One of those companies is Kraft Foods. Kraft Foods has annual revenues of $48 billion. They specialize in snacks, confectionary and quick meals and is the second largest food company in the world in more than 160 countries. Kraft Foods’ main concern was trying to get their employees to understand the changes taking place in the company. They wanted to be certain that employees were moving in the right direction. Debra Pekin, Change Management Specialist at Kraft Foods mentioned “every employee has a part to play in the outcome, and everyone can and should contribute to value creation in whatever project, process or initiative they’re working on” (Paradigm Learning). Change is becoming such a norm for many organizations that they realize the importance and also the necessity for employees to understand these changes. According to Kurt Lewin, if you wanted to change a large cube of ice into a cone of ice, you should first unfreeze, then change and then freeze again. He goes on to discuss the practical steps to each process as follows: Unfreeze: What has to be changed? Create an analysis of the current organization...
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