...Integrative Paper How Does “The Heart of Change” Influence My Behavior as a Manager Integrative Paper: How Does “The Heart of Change” Influence My Behavior as a Manager? Even with clear observations of significant resistance to change, changes can be made successfully using a systematic approach. In The Heart of Change: Real-Life Stories of How People Change Their Organization, the authors present Steps 1-8, a systematic approach that will surely reap change effort benefits. The following paper addresses two questions for each of the step identified in The Heart of Change. 1. How does the theme and reasoning influence your expected behavior as a manager? 2. How does the theme and reasoning influence your expected behavior as a manager? I truly love change if the need is there for a change in order to move a person or an organization forward. Through readings in the textbook, including real-life examples for implementing change, each of the questions are addressed regarding how I will change my own line of thinking when it comes to change, and becoming the change agent for my organization. Step 1: Increase Urgency 1. For the most part, the theme and reasoning presented in Step 1 was a refresher for me as a manager. One of our operating mottos within my department is “act with speed”. I promote this throughout my team and drive examples home every chance I get when one of my people drop the ball. Implementation of this act with speed behavior was not easy to...
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...tTamara Momplaisir Integrative Paper Kotter Meets Ivancevich Change is usually one of the most difficult phenomenons to accept. Although we are living in an ever-changing world, people are likely to resist change if what they are currently doing is seemingly working. Kotter’s eight-step model provides a design for successfully implementing change within an organization. According to The Heart of Change, the main problem that people faced when leading change was changing the behavior of people and in order to successfully lead a change movement one must be able to speak to people’s feelings. According to Ivancevich, there are several forces for change. Organizations are not likely to even think about making changes if there is not a shocking event to lead to the need for change. For example, plummeting sales would lead a company to evaluate where they are going wrong. Technology, which in itself is forever evolving, is another change stimulant. With the evolution of technology jobs roles are changing and some are no longer needed. As such, people are forced to adapt to technology in an effort to stay viable. In addition to necessity and technology, social and political change also contributes to change. This outside factor is something outside of the control of the organization, but will ultimately affect the company’s future. An example of this may be a recession. The first step according to Kotter’s model was to increase urgency. The presence of urgency leads to...
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...Integrative Paper 13 Oct 14 Working in a bureaucratic organization of 182,000 active component Marines, the institution inevitably is slow and lethargic. It takes many supervisors, managers, and leaders too tackle large scale problems and years developing solutions to the problems. The Marine Corps has developed many formulas and models to attack such problems. These formulas and models reengineered a strategy by streamlining, integrating, and transforming a process to eliminate waste, delays, and slow response time (Ivancevich, p. 518). These processes allow for individual commanders to adjust unit approach to still meet the objectives and intent without endangering the Marine Corps strategic message and vision. Over the next seven pages, I have taken Kotter’s eight step process and incorporated them into my experience to how The Heart of Change theme and reasoning influenced my expected behavior as a manager in the Marine Corps. Increase Urgency While working as a staff officer in a higher level command the sense of urgency is slow and unwilling to change. The typical expression you hear in the office spaces at a higher level headquarters, “is if you want change throw money at it to continue research”. The expression only proves the lack of change that occurs within the organization. Though the expression does provide humor, however, it really does not accomplish the task at hand for change. The idea for change is to focus on maximizing worker output. Conducting...
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...Integrative Paper Julian Harris Webster University Preface The Heart of Change is a book that tells stories of large scale change within organizations. These stories all revolve around eight key steps that should guide the reader from the beginning to the end of the change process. The book Organizational Behavior and Management is a great tool to support the concepts that are presented. My goal is to describe and discuss what is needed to make these types of large scale change efforts work using the examples provided to me along with more academic information to support or go against these stories. There are many components that are used in conjunction in order to make an organization run. Each one of these components is equally important to successful change. Hopefully by the end of this paper the change process won’t seem so bad. Step One: Increase Urgency When working in many professional settings, you will hear the phrase “act with a sense of urgency”. People who work with a sense of urgency are normally seen as go getters or movers and shakers. In chapter 14 of Organizational Behavior and Management, urgency is said to relate to time (Ivancevich, Konopaske, & Matteson, 2014, p. 406). This is the way many managers see urgency as well. “Time is Money” is not just a saying. In most cases, a full time employee is expected to work an 8 hour shift or 40 hours per week. When management assumes that one is not moving with a sense of urgency, this could lead to...
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...Change Process and Organizational Behavior / Management Abstract Organizations today must learn to adapt to an ever changing global market or they will surly fail. Changes within a firm must be optimized to address the increased competition as a result competitors producing products better, faster, and cheaper. Change management processes must be developed and matured within the organization in order for them to remain competitive. Only through good leadership and the understanding of how to incorporate change can a company survive in today’s fast-paced, ever changing world. Common Errors and Consequences to Anchoring Change Over the years many firms have tried, but failed miserable because they were unable to effectively manage the processes of change which they have established in their organizations. Major change management is an extremely difficult simple process, but when all of the steps or phases of that process are followed, as mentioned in Kotter’s book Leading Change, the outcome will most always be positive. But, if a step(s) is skipped or only partially completed, implementation of the desired change effort will be less than desirable or fail completely. Kotter (1996) states, “To some degree, the downside of change is inevitable. Whenever human communities are forced to adjust to shifting conditions, pain is ever present.” (p. 4). Below are eight the most common errors and the consequences that affect the success of the change process. Figure 1 - Eight...
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...Integrative Assessment The 360° View involves health and healing as a function of aliveness within the four domains of being: psyche, body, culture, and habitat (Canfield, n.d.). Weakness or lack of awareness in any of the four categories can severely diminish one’s mental and physical health. Summary of Assessment According to Canfield n.d., to maintain a positive healthy life, total achievement of the four domains of being is important. The psyche is internal knowledge, motivation, and self-awareness. This area can influence acute diseases, well-being, and vitality. The body is the external measurable aspect of health care and incudes physical exams, blood pressure, heart rate, weight, and lab tests. Culture is our relationships at home,...
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...Integrative Couples Therapy Paper When couples get together, the challenges which each experiences in life are unknown. This is the excitement which a couple shares as their lives are joined as one. Within their lives together, sometimes they experience challenges in themselves and others. These challenges may feel as if they are individual at times, but in theory, each challenge is going to affect the relationship which they have built with each other. It takes a commitment to the relationship to be able to reach out to a stranger (therapist) and ask for guidance regarding some challenges which are more overwhelming than others. Reaching out for help can bring the relationship back to its unit, as well as bring the individuals...
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...Integrative bargaining can result in accommodation of both sides’ needs without cost or through a simultaneous gain (Ivancevich & Konopaske, 2013) also known as win-win. Integrative bargaining is the most popular approach of bargaining for the sake of union and management having a good relationship with each other in order to come up with a mutual agreement in which cooperation helps both the union and management. An example of integrative bargaining would be if the union demanded better insurance coverage for its employees, but the company doesn’t want to pay for it because it cuts into profits. Management agrees to improve the coverage as long the union employees agree to increase the percentage they pay into it. It is considered a win-win,...
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...Integrative Therapy Djnj1102 Behavioral science research is a large, multifaceted field, encompassing a wide array of disciplines. The field makes use of a variety of mechanical approaches including: surveys and questionnaires, interviews, randomized clinical trials, direct observation, and field experiments. In spite of the techniques used in the research related to behavioral science, it is not restricted to a set of disciplines or mechanical approaches. Instead, the field is defined by substantive areas of research that go beyond disciplinary and practical boundaries. In addition, several key cross-cutting themes characterize behavioral sciences research. These include: an emphasis on theory-driven research; the search for general principles of behavioral and social functioning; the importance ascribed to developmental, lifespan perspective; an emphasis on individual distinction, and distinction across socio-demographic categories such as gender, age, and socio-cultural status; and a focus on both the social and biological contexts of behavior. With the information that is gained from research one can select a therapeutic approach that would seem to be most helpful. While all therapeutic systems have some common goals, they each have differences in the route that is used to achieve them. Some therapies insist on direct and active part of the counselor, while others place value on the client being the one who is active. Some therapies place their attention on what the...
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...Integrative Paper – Organizational Behavior and The Heart of Change Karen M. Flener MNGT 5590 Dr. Tyron A. Woodard The purpose of this paper is to ascertain, describe and define the commonalities and contradictions (if any) between Organizational Behavior and Management (John M. Ivancevich, Robert Konopaske, and Michael T. Matteson; our textbook) and The Heart of Change (John P. Kotter and Dan S. Cohen). After reading and studying both books, I conclude that Kotter’s work speaks more towards real world experience and our textbook speaks from an academic perspective, they are both very similar in definition, examples and objectives. Kotter explains that there are eight stages of successful large-scale change. He refers to these stages as the flow and consist of urgency, guiding team, visions, communication, empowerment, short term wins, don’t let up and make changes stick (Kotter, 2002 vi, vii). Prior to addressing and analyzing specific aspects of the stages of successful large scale change, we should first look at change. What it is, what does it involve and the impact not only on individuals but on organizations. We have all experienced change in our personal as well as professional lives. At times it can be painful, frightening and over whelming yet it can also be exciting, rejuvenating, and an opportunity to be creative, innovative leaders or change agents. In our world of technology and new inventions and management or growth techniques, change...
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...Integrative Problems and Virtual Organization Strategy Paper Meline Constantin, Angela Currier, Brett Kinney, Nicole Mcclelland, James Schmidt, and Kevin Sult FIN 370 June 20, 2011 Cheryl Heath Integrative Problems and Virtual Organization Strategy The medical world has started to join corporate America. Large companies run multiple hospitals and medical facilities across the world and it puts smaller community hospitals in a position that is not always beneficial. Patton Fuller Community Hospital is no exception. They have decided to expand to help meet the demand of the public and to help their hospital make profits necessary to keep the facility running. However, there are some decisions that need to be made. The hospital could have an IPO or could merge or be acquired by another hospital. To decide which option is best, Team B will weight the pros and cons of each option by showing the strengths, weaknesses, opportunities, and threats created with each option. Strengths of an IPO, Acquisition and Merger The strengths of an IPO in a hospital would be to raise more capital for PFCH to use for their various corporate purposes such as working capital, acquisitions, and marketing, to name a few. With PFCH taking advantage of an IPO we can take advantage of new larger opportunities that can start building toward incorporation and statewide expansion. IPOs also allow the company to access their capital more rapidly, and are...
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...Integrative Problems & Virtual Organization Strategy Paper There are mainly three options for expansion when a company is privately held and wants to expand their operation. This paper will discuss three specific options that a privately held company would have if they were to expand. First of those options would be to go public through an IPO or Initial Public Offerings. The second option would be to acquire another organization in the same industry in order to expand the business. The third and final option being to merge with another organization. With all three of these options having strengths and weaknesses, this paper will discuss some of the strengths and weaknesses of each and what opportunities may arise from each approach as well as the threats. Other things that this company may want to consider when looking to expand are the effects of globalization on the company's financial decision as well as the factors that contribute to exchange rate risks. Finally ending the paper with mitigating the exchange rate risk. Going Public through an IPO Taking a business public or better known as participating in an initial public offering is a process where the business is offered to the public by selling stock of the company. In turn, these stocks represent a partial ownership in the company to the individuals that purchase the stock. One common step in deciding whether or not to take a company public it is always best to speak with an IPO consultant to help determine the...
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...writing. In fact, the three universities that I have attended in the past have all required me to use the APA style of writing. As I recall my high school years, the APA style of writing also seemed to be a favorite amongst my high school teachers. They all required that term papers be written in APA style as well. This type of writing actually does not differ much from the ones included in the text reading. The text mentioned the APA style of writing several times. In my opinion, it appears to be the most popular style of writing, especially amongst college students. Based on the results of the quizzes, my grammar skills were actually a little better than average. I actually had expected to do better, but I guess my grammar skills are not as good as I thought they were. In any event I feel very confident when it comes to spelling, as I have always been a great speller. Even in grade school, I was a good speller. I learned at a very young age to challenge myself when it comes to spelling. Challenging my-self in that area really paid off as I became older, as I’ve never had a problem with spelling. However, I feel that I need more help with run on sentences and with thought patterns. Though I proof read my paper several times, it’s hard for me to see that I have several run on sentences until after I get my grade back. In general, I feel that my writing is just mediocre. However, I also believe that when it comes to writing, I am my own worst critic. Reason being, I am never...
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...computer and communications equipment (owned by MIS) magnetic media (owned by Manager) power supplies and plant, such as air-conditioning units (owned by MIS) Software assets (owned by MIS) • • • • application software system software development tools utilities Information assets (owned by Manager or MIS) ‘Information’ means information held by the Company on its own behalf and that entrusted to it by others. The following are examples of the media which may contain or comprise information assets. • • • • • • • • • • databases and data files system documentation user manuals training material operational or support procedures continuity plans and fallback arrangements back-up media on-line magnetic media off-line magnetic media paper Services • • computing and communications services (owned by MIS) heating, lighting and power (owned by Manager or Building Services Manager) 1 17/01/03 First•Base Technologies Town Hall Chambers High Street Shoreham-by-Sea West Sussex BN43 5DD UK Tel: +44 (01273 454 525 Fax: +44 (0)1273 454 526 info@firstbase.co.uk Guidance on Information Classification Categories for classifying document security Category 1 : Routine (non-confidential) documents Description: All documents of a routine nature. Effects of disclosure: No measurable damage to the company or a department. Examples: Normal memos, routine reports, circulars. Estimated occurrence of this classification: More than 80% of all documents would be within this class...
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...TO: FROM: SUBJECT: DATE: CC: [CLICK HERE AND TYPE NAME] SAMUEL NEWMAN-BREMANG [CLICK HERE AND TYPE SUBJECT] OCTOBER 22, 2013 [CLICK HERE AND TYPE NAME] C R E A T I N G W A T E R M A R KS I N M I C R O S O F T W O R D [Note: Some steps may vary in Word 97. For additional help, search for “watermark” in the product help or on the Microsoft support site at http://support.microsoft.com.] A watermark is any text or graphic image (such as the “Draft” in the background of this document) that is printed to overlap existing text in a document. A logo printed lightly behind a letter or the word "Confidential" printed lightly on a contract are other examples of watermarks. The rotated “Draft” watermark on this page was created using the Word Art feature. You can insert pictures (such as a logo) from a file or using Clip Art. All three features can be found by clicking on Picture in the Insert menu. To view a watermark as it will appear on the printed page, click Print Layout on the View menu or click Print Preview on the File menu. The watermark will print on every page of this document, just like headers and footers. To edit the watermark or insert a new one, you need to click Header and Footer on the View menu. TO FORMAT A WORDART WATERMARK (LIKE THIS “DRAFT” EXAMPLE): Use the WordArt… command on the Format menu to choose your desired settings for your watermark. There are multiple tabs in that dialog. Use the “Colors and Lines” tab to set the color and transparency. (This “draft”...
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