...some details have been changed for legal reasons. Home Health-care is a non-for-profit organization that focuses on family members in need of assistance with health-care, education awareness and daycare assistance. The services are provided through two of their subsidiaries, Mom‟s Daycare and Healthy For You. Home Health-care who owns and operates both organization functions as a corporate office. Home Health-care has identified a need for both its subsidiaries, Mom‟s Daycare and Healthy for You to consolidate their operations and mission. The goal is to release Home Health-care of total financial obligation in the existing structure of these two affiliates; while fostering the affiliates into an organization that may thrive. Both subsidiaries were in the decline stage of their business. Due to the change of the economy and society, patient flow and customers were declining resulting in a loss of revenue. Because of the decline, Home Health-care has been obligated to cover lost earnings and payroll. The goal is to enhance the existing two affiliate‟s structure into an organization that will achieve both vision and mission, enhance productivity efficiency, and becoming fiscally responsible. The Administrative and Resource Development Consolidation will consist of the reorganization of the board of directors, management and administrative offices both entities, starting with an interim organization. Mom‟s Daycare and Healthy for You board members were asked to vote on, and pass...
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...Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) MCP 2135 – Leading and Managing Change in Organizations MBA in Human Resource Management Semester II – 2010/2012 Course Director : Prof. Sudatta Ranasinghe Professor of Management Name of the Student : Gamini Hettiarachchi Student Registration No. : 110046980 Date Submitted :16.05.2011 Word Count : 1662 words, 5 single side A4 pages Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) Abstract This term paper addresses human resource capacity building as a strategic instrument in leading and managing change in organizations. After describing the process and the basic steps in leading and managing change, the article has taken an effort to identify the role of leaders and the managers to derive a conceptual frame of reference to develop arguments in strategic importance of human resource capacity building in the process of leading and managing change in organization. To meet the challenges, negative as well as positive, HR capacity building is needed in most of the steps and stages in the process of leading and managing change in organizations. Further, developing human capacities has highlighted as one of the major roles and core functionalities of leaders and managers. Viewing human resources as human capital and beyond, the term paper argues that without...
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...1. Define why change control management is relevant to security operations in an organization. Change control is a systematic approach to managing all changes made to a product or system. The purpose is to ensure that no unnecessary changes are made, that all changes are documented, that services are not unnecessarily disrupted and that resources are used efficiently. 2. What type of access control system uses security labels? A LBAC Label-base access control 3. Describe two options you would enable in a Window’s Domain password policy. Uppercase letters along with lowercase and numbers 0-9 4. Where would patch management and software updates fall under in security operations and management? The SA or other authorized personnel are responsible for informing local administrators about patches that correspond to software packages included on the organizational software inventory. 5. Is there a setting in your GPO to specify how many login attempts will lockout an account? Name 2 parameters that you can set to enhance the access control to the system. Yes, you can augment the default access privileges for an access level. When you configure a user account, you can give the account one of three privilege levels: full access, port-configuration access, and read-only access. 6. What are some Password Policy parameter options you can define for GPOs that can enhance the C-I-A for system access? A good password policy should require passwords to be at least...
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...Economics MBA Program Course Outline Course Name: Managing Organizational Change Course Number: 44252 Instructor: Dr. Mahdieh Mahdavinia E-mail: mmahdavinia@alumni.utoronto.ca Semester: Fall term, 1389-1390 Class Time: Wednesdays: 8:30 am – 12:30 pm Room: 4 Meeting Hours: Before the class by appointment COURSE OBJECTIVES This course makes an enquiry into the field of organization change. Identifying the need for change, framing the problems/issues, influencing the choice of what to do, and implementing the changes with minimal negative reaction are key managerial skills, especially in these increasingly turbulent times. The course will provide: - An overview of change management processes and types of changes - A knowledge of the drivers of change - Models of improving and rebuilding organizations - A variety of factors which affect successful change management - Some live stories of organizational change efforts - An opportunity for the students to frame their own orientation to change management COURSE REQUIREMENTS The course grade will be based on: Group Assignment (30%) Individual Assignments (20%) Final Exam: Case + Test (40%) Participation (10%) Group Assignment A. Analyze and present the case study of organizational change that is assigned to your group. This assignment is intended to provide an opportunity to analyze an actual change process through a systematic and concrete application...
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...effort to deal with diversity. A possible missing vinculum (link) between how an organization deals with diversity and its impact on the bottomline is a corporate diversity strategy that is executed using a planned change approach to systemically manage diversity. While many organizations have implemented a corporate diversity strategy, most have not used a “planned change-corporate diversity strategy”. The lack of a “planned change-corporate diversity strategy” is quite likely to inhibit managing diversity from becoming systemic to an organization’s culture and its way of doing business, thus tending to disallow the potential benefits of diversity to be maximized diversity is a phenomenon that has a wide array of affects within the workplace, and society in general (Koonce, 2001; Stark, 2001; Williams and O’Reilly, 1997). In this paper, diversity refers to any attribute that happens to be salient to an individual that makes him/her perceive that he/she is different from another individual (Williams and O’Reilly, 1997). Some widely accepted differentiating attributes include racioethnicity (which encompasses race and ethnicity), gender, nationality, religion, functional expertise, and age. Even though racioethnic and gender diversity tend to receive the majority of the attention in the organizational diversity literature (Stark, 2001; Williams and O’Reilly, 1997), this definition allows for the frameworks offered to be applied to any type of organizational ...
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...Organizational change is inevitable, but not always successful. “Up to 84 percent of U.S. firms are involved in a major organizational change, although many are deemed not successful” (Palmer, 2008). Effective leadership is imperative when managing change. Managers must recognize what the pressures are that have prompted the organization to change and adapt their management image to reflect the proper change management initiative. In this paper I will analyze a change management initiative I experienced where external pressures propelled the organization to change. I will argue that management unsuccessfully carried out the change initiative from an images perspective. Finally, I will make recommendations on what management could have done differently to make the change more successful. Before continuing further it is necessary to define the terminology used throughout out the rest of this paper. There are two types of images of managing, “management as control” and “management as shaping.” The former “is associated with a top-down, hierarchical view of managing. Typically, the organization is treated as if it is a machine” (Palmer, 2008). As opposed to the latter where the image is associated with a “participative style of managing in which people are encouraged to be involved in decisions and to help identify how things can be done better” (Palmer, 2008). Most importantly, there are also, “six images of managing change,” they are “six differing images of managing change, each of...
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...Organizational change is inevitable, but not always successful. “Up to 84 percent of U.S. firms are involved in a major organizational change, although many are deemed not successful” (Palmer, 2008). Effective leadership is imperative when managing change. Managers must recognize what the pressures are that have prompted the organization to change and adapt their management image to reflect the proper change management initiative. In this paper I will analyze a change management initiative I experienced where external pressures propelled the organization to change. I will argue that management unsuccessfully carried out the change initiative from an images perspective. Finally, I will make recommendations on what management could have done differently to make the change more successful. Before continuing further it is necessary to define the terminology used throughout out the rest of this paper. There are two types of images of managing, “management as control” and “management as shaping.” The former “is associated with a top-down, hierarchical view of managing. Typically, the organization is treated as if it is a machine” (Palmer, 2008). As opposed to the latter where the image is associated with a “participative style of managing in which people are encouraged to be involved in decisions and to help identify how things can be done better” (Palmer, 2008). Most importantly, there are also, “six images of managing change,” they are “six differing images of managing change, each...
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...Manager’s Job in Context Contents Introduction……………………………………………………………………………………3 The organization……………………………………………………………………………… 3 Job Description of a manager in an organization......................................................................4 Organizational Structure...........................................................................................................6 Internal and external interactions of Managers.........................................................................8 Recommendation......................................................................................................................9 Conclusion...............................................................................................................................10 References...............................................................................................................................10 Introduction Organizations can be considered as a system which consists of a numerous number of people who coordinate and work together to achieve the common goal. Organizational behavior is the set of actions performed by the individuals or the attitudes of the individuals in a particular organization. For a manager it is very essential to study and understand the organizational behavior as it will assist him to identify and correct problems, establish necessary changes etc. Management or managers plays a vital role in organizational behavior and in achieving...
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...Managing Diverse Workforce Name Institution Introduction The concept of workplace diversity refers to the differences that exist within an organization based on the employees working together in a team (Sonnenschein, 2009). It is imperative to note that the modern working environment calls for the need to manage the diverse workforce. As such, the management shoulders the responsibility of ensuring that they effectively manage diverse employees within their organization. It would sound simple to think that managing such team does not require tact and knowledge. However, it is pertinent to note that the aspect of diversity encompasses many fields like ethnic background, race, and age of individuals, gender, educational level, and the personality type of people. Additionally, diversity involves how the individuals perceive themselves and others of the different background than theirs. Hence, the perceptions will interfere with how they interact with others and the manner in which the organization will operate (Blunt, 2009). Therefore, for various assortments of employees to be in a position to function effectively within an organization, the human resource personnel must effectively deal with a broad range of issues. For instance, they must address change within the organization, communication aspect, and adaptability to the working environment. Furthermore, the issue of diversity will significantly increase in the future hence the need...
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...Organizational change can make an organization capable to better respond the future trends, technological changes, social and economical changes, and can also provide a competitor edge in this age of high competitions. Change can also improve the performance of an organization which at the later end may lead organizations towards a long term success and sustainability. While talking about organizations the leadership and its role are the most concerning issue in managing organizations and organizational change. It is accepted by scholars that organizational leadership has a central role in evolution and cultivating an organization. It can help the member of an organization and working teams to face the challenges and to work for organizational goal in a worthy way. The role of a leader is also very prominent while addressing the change issue for organizations. The process of organizational change is very demanding and challenging. The strategic leadership is eagerly needed for organizations, which is well capable to predict the essential alterations and changes, in advance and create required commitment and highly suitable atmosphere for worker and teams to understand and adopt these changes successfully. The leader is a person, anyways, who can have different competencies, capabilities and characteristics. Different scholars present different theories and discuss the characteristics of leadership. They also point out some capabilities of a leader which can make him more...
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...Managing Organizational Change A Multiple Perspectives Approach Managing Organizational Change A Multiple Perspectives Approach Ian Palmer Richard Dunford Gib Akin Boston Burr Ridge, IL Dubuque, IA Madison, WI New York San Francisco St. Louis Bangkok Bogotá Caracas Kuala Lumpur Lisbon London Madrid Mexico City Milan Montreal New Delhi Santiago Seoul Singapore Sydney Taipei Toronto MANAGING ORGANIZATIONAL CHANGE: A MULTIPLE PERSPECTIVES APPROACH Published by McGraw-Hill/Irwin, a business unit of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY, 10020. Copyright © 2006 by The McGraw-Hill Companies, Inc. All rights reserved. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of The McGraw-Hill Companies, Inc., including, but not limited to, in any network or other electronic storage or transmission, or broadcast for distance learning. Some ancillaries, including electronic and print components, may not be available to customers outside the United States. This book is printed on acid-free paper. 1 2 3 4 5 6 7 8 9 0 DOC/DOC 0 9 8 7 6 5 ISBN 0-07-249680-0 Editorial director: John E. Biernat Senior sponsoring editor: Kelly H. Lowery Editorial assistant: Kirsten L. Guidero Executive marketing manager: Ellen Cleary Senior project manager: Lori Koetters Production supervisor: Debra R. Sylvester Design coordinator: Cara David...
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...the world continues to change and the magnitude, speed, influence, as well as the unpredictability of change, are greater than ever before in today’s society (Burnes, 2009; Cameron and Green, 2015). To keep up with the rapidly changing world and enable the organizations to survive in the competitive market, undertaking the change and managing the change across the organizations has become a crucial topic (Kumavat, 2012). Organizational leaders play an important role in managing the change, and they are encouraged to lead rather than manage (Cameron and Green, 2015). Although there are many definitions of leadership, it is possible to describe leadership as ‘a process whereby an individual influences a group of individuals to achieve a common goal’ (Northouse, 2013). It is leaders’ responsibility to identify the need for change, to plan carefully, and to lead others to implement the change in organizations. Numerous approaches and models have already been developed, attempting to help manage change effectively. The aim of this essay is to assess the three approaches of leading change in organizations: the planned approach, Organization Development and the emergent approach. It begins with an understanding and evaluation of these three approaches. By comparing these approaches, there will be potential to get some implications for implementing the change in organizations. Evaluation of the Three Approaches The Planned Approach Planned change was first put forward by...
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...Management, 10e (Robbins) Chapter 12 Managing Change and Innovation 1) The change in demand for health care technicians is an example of an economic change. Answer: FALSE Diff: 3 Page Ref: 259 Topic: The Change Process 2) The "calm waters" metaphor of change is consistent with Lewin's concept of unfreezing, changing, and refreezing. Answer: TRUE Diff: 3 Page Ref: 259 Topic: The Change Process 3) In the "white-water rapids" metaphor of change, managers should expect change at any time, and it may last for unspecified lengths of time. Answer: TRUE Diff: 2 Page Ref: 260 Topic: The Change Process 4) Organizational change can be any alterations in people, structure, or technology. Answer: TRUE Diff: 2 Page Ref: 262 Topic: Types of Organizational Change 5) Any manager can be a change agent. Answer: TRUE Diff: 2 Page Ref: 261 Topic: Types of Organizational Change 6) Changing structure includes any change in structural variables such as reporting relationships, coordination mechanisms, employee empowerment, or job redesign. Answer: TRUE Diff: 2 Page Ref: 262 Topic: Types of Organizational Change 7) Computerization is a technological change that replaces people with machines. Answer: FALSE Diff: 2 Page Ref: 262 Topic: Types of Organizational Change Skill: AACSB: Technology 8) Competitive factors or new innovations within an industry often require managers to introduce new equipment, tools...
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...http://www.authenticityconsulting.com Requirements for Successful Organizational Change Cummings and Worley (Organization Development and Change, 1995) describe a comprehensive, five-phase, general process for managing change, including: 1) motivating change, 2) creating vision, 3) developing political support, 4) managing the transition and 5) sustaining momentum. That process seems suitable for organizing and describing general guidelines about managing change. Whatever model you choose to use when guiding organizational change, that model should include the priorities and areas of emphasis described in the following five phases of change. The collaborative consulting model described integrates highlights from all of the five phases. Motivating Change This phase includes creating a readiness for change in your client organization and developing approaches to overcome resistance to change. General guidelines for managing this phase include enlightening members of the organization about the need for change, expressing the current status of the organization and where it needs to be in the future, and developing realistic approaches about how change might be accomplished. Next, organization leaders need to recognize that people in the organization are likely to resist making major changes for a variety of reasons, including fear of the unknown, inadequacy to deal with the change and whether the change will result in an adverse effect on their jobs. People need to feel that their...
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...accounting combines finance, accounting and management with other leading edge techniques necessary for managing a successful business. The fact that organizations are made of people the management structure must accomplish its objectives by working through the people. Since the director’s of companies cannot execute their company’s strategies on their own, they have to rely on people and thus create an organization structure that allows decentralization of management responsibilities. According to Hoskin & Macve (1990, pg. 17), management invented modern business. Early forms of management accounting integrated both decision-making and analysis, going beyond financial and operational performance data. Chandler stated that before managerial, there was no equivalent of the modem multi-unit organization as there was nothing remotely like the divisional Wed corporation (Chandler 1977, pg.18). Chandler states that the managerial revolution invents something new which it is frequently misunderstood as the "modern business enterprise". This did nothing less than overturn the old economic world which is a world within which he tells much basic economic theory is still distressingly rooted. The new form of management was accelerated by industrial revolutions in the 19th century. After the 20th century the impending requirements by financial accounting in most organizations developed new pressures placed on the capital markets, creditors and taxation (Schaltegger et al 2006...
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