...University of Phoenix Material Management Response to Change Worksheet Part A: In the boxes, provide descriptions of the six different perspectives for response to change. Then, prepare the generic response you would provide, as a manager, as a response to change in that particular perspective. Manager responses to each perspective should be at least 100- to 200-words. The Management Response to Change Worksheet is due in Week Two. Organizational Renewal Description: Manager response to change: System Approach Description: Manager response to change: Sociotechnical System Description: Manager response to change: Future Shock Description: Manager response to change: Organizational Transformation and Development Description: Manager response to change: Planned Change Description: Manager response to change: Part B: Respond to the following questions in 150- to 300-words: • How does corporate culture affect management responses to change? What is the role of management? • As a manager, how do OD goals and values relate to the cultural role of management? Just like anyone else, managers are drawn to people just like themselves. It seems common that managers tend to hire new people who are just like themselves. So then the organizational culture within in an organization is continually reinforced...
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...gotten the approval for an IPO and want to head full force for it. Unfortunately, this is an all new theory for all of them as they knew the general course of action but need a change strategy and an end vision. With strong individuals such as, Don Ruiz CEO, Michelle Houghton CFO, Teri Robertson CTO and Greg Thoman, Gene One has the brainpower to flourish. They will not flourish, conversely, if there is no participative influenced strategy to pull everyone together and forward. Without this the strong willed individuals will continue to counteract each other and Gene One will stay at an impasse. With this counteractive mentality, there will be no cushion of security for every individual within the company to rely on. With no cushion of security Gene One employees will not give a team based effort and the organization itself will fall apart. Gene One will face many obstacles and likely fail unless they create and employ an organizational change. This organizational change should consist of leadership changes, teams and organizational culture. Leadership changes will outline the style and duties of each leader within the organization. This is the best time to educate the leaders on the Sarbanes-Oxley Act and how it directly affects the CEO, CFO and Board of directors.The second most important change will have to be that of the restructuring...
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...ORGANIZATIONAL DEVELOPMENT – FINAL ESSAY ------------------------------------------------- According to the integrative case “B.R. Richardson timber Products Corporation” we will work out a report with theoretical approaches and practical proposals in order to achieve organizational change within this firm. First we want to suggest a model and a prospect to entering in contract with the Corporation. For guiding our report work we stick to the General Model of Planned Change. This Model provides 4 steps of granting a Change and Improvement by addressing the tasks of Entering and Contracting, followed by Diagnosing, Planning and Implementing Change and finally Evaluating and Institutionalizing Change. We will begin through suggesting and guiding the Entering Process. 1. Before both sides the OD practitioners and the Management of the B.R. Richardson Corp. are starting with any measurements or activities they have to clearly clarify the organizational issues. This is useful and important according to the aspects of providing a similar and shared basement for cooperation, exactly defined duties, rules and responsibilities as well as setting common goals. The entering process often means to the client organization a kind of opening, revealing internal issues and weaknesses to strangers. This concerns and attitude of rejection must be unlearned previously in order to build a trustful and strong relationship of working together with the consultants. The first step is clarifying...
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...the Art of Change, gives an insightful look at how to lead change within an organization and most importantly do so with success. The author, Lee Roy Beach begins with a look at Wayne a young executive filled with desire to lead an organization on his own after several years of working closely with CEO’s. Wayne’s struggles are detailed by Beach as examples of how not to lead change in a struggling organization. In the end Wayne leaves the company for other opportunities knowing he had failed but not understanding how to correct his mistakes. This leads the reading into what Beach describes as leaders prime responsibilities in championing change. There are six prime responsibilities. Assessment, leaders must work with others in the organization to specify needed change. Culture, leaders must work with others in the organization to understand core beliefs and values that guide action within the organization and if that culture impedes progress then appropriate change must be made. Vision, leaders must work with others in the organization to create a vision, a story about the future of the organization and to communicate and promote the goals that come from it. Plans, Leaders must work with others in the organization to design a plan to move the organization forward to the envisioned future all the while promoting an understanding of how the plan will work. Implementation, leaders must work with others in the organization to maintain forward movement of the plan, to monitor...
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...The topic I researched was organizational change. My search criteria were limited to ABI/Inform, for peer-reviewed, full text documents, and scholarly journals. I didn’t have a specific time frame. However, most of the articles are within the last 5 years. Some of the search keywords used was organizational change, organizational behavior, and resistance to change. The results of the article analysis found that organizational change is a very complex process. Leaders, managers, change managers and employees have a lot of factors to consider and find solutions for in order for a change to be successful. Some of the common reasons that caused changes to fail are; employee’s attitudes, lack of employee empowerment, forcing employees to change the status quo, employees felt threatened by the change, perceived loss of jobs, new boss, new responsibilities, employees don’t understand the intent of the change, change doesn’t make sense, past experiences and group dynamics play a part. Resistance can be overt or covert. The differences in value congruence and organizational culture of small working groups, the individual and the organization as a whole must also be considered. In order for the change to be a success the leaders must study, analyze, and develop the plan around these conditions. The plan has to be well thought out, the intent and goals understood by the employees, the employees should be involved, identify, fix, and solve conflict or resistance issues that...
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...The British Airways Debacle 1. From the perspective of organizational development; there should be a planned, top-down, organizational-wide effort to increase the organizational effectiveness and health. On the other hand the wild cat strike happened because there was forced imposition. There was a unilateral decision taken to introduce swipe cards (Palmer, Dunford, & Akin, 2009). It was not thought out well because it was introduced at the beginning of the summer quarter, which is also at the start of the peak holiday season. From the perspective of sense making; the management needs to form an awareness of the key elements relevant to the situation. In addition, the management must form an understanding of the means in some bounded context, based on past experiences, training, education and cognitive capabilities. Finally making decisions by generating alternative response action to control the situation, identifying the objectives, constraints, and factors that influence the feasibility and desirability of each alternative. In BA the management did not form an awareness of key elements; they did not realize that the move was being interpreted to manipulate their working patterns. The management did not understand the importance of not introducing an unpopular system before the peak season. Finally, this was not a decision made by examining different alternatives and evaluating them properly. This was an ad hoc decision taken by the management without considering...
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...Running Head: ANALYSIS, REFLECTION AND EVALUATION Organizational Communication Analysis Part V: Analysis, Reflection and Evaluation Analysis, Reflection and Evaluation Researching and exploring the many communication avenues throughout this process, there have been many discoveries. There is no business immune from experiencing a crisis or challenging event. It can happen at any given time without warning which can devastate any organization not prepared. A new approach to crisis management is emerging which progresses beyond a purely reactive response and creates fresh opportunities for improved organizational development. There will be discussion on the traditional event approach to crisis management, which focuses on preparing for and responding to a major adverse occurrence, and discusses the new process approach, which reshapes crisis management within a broader range of management activity. Crisis prevention instead of just crisis response necessitates moving responsibility from the operational to the executive level, and the discussion will explore how crisis management activities can be clustered together and integrated to optimize organizational effectiveness. Virtually nothing can damage organizational reputation and financial performance more rapidly and more deeply than the impact of a major crisis. Yet many organizations continue to delegate responsibility for crisis management to operational middle managers, while reputation management increasingly secures...
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...Organizational Alignment Assessment: Recommendations for Resolving Organizational Challenges By: [Vanessa Wilkins] Date: [09/19/2014] Century 21 Real Estate LLC (century21.com) is the franchisor of the world's largest residential real estate franchise sales organization, providing brand marks, comprehensive training and marketing support for the CENTURY 21® System. The System is comprised of more than 102,000 affiliated sales professionals in approximately 6,900 offices in 75 countries and territories worldwide. CENTURY 21 Real Estate is recognized as a leader in e-marketing and has received numerous awards. The Companies System is actively increasing its presence globally, with international operations throughout Europe, Latin America, the Middle East and Asia. The world's largest residential real estate sales organization, with more approximately 7,100 independently owned and operated franchised broker offices. I report to the owner of the franchise, which is the head broker. My Positions is Real Estate Agent, been with the company 8 years, the team consist of 10 people all independent agents, we all come to together when it’s time, to discuss ways of working to together on projects, and making the office run more efficient. Our executive officer which is the owner is always open for new ideas. International Headquarters 175 Park Avenue Madison, New Jersey 07940 Contents Assignment 1.2: Organizational Profile Part 1— Description of...
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...ABSTRACT When there is a need for change an organization is more effective and successful when it is properly managed. Our study specifies the top five tools to manage organizational change based on “Five levers of organizational change management” by Prosci (1996-2011), Inc. “The discipline of change management has a set of tools that support the "people side" of change - regardless of the change that is being introduced.” The five tools are: communication, sponsor plan, coaching plan, training plan, and resistance management plan. In our competitive global economy, we can embrace change by enhancing organizational members’ performance and productivity by implementing these tools. OUTLINE I. Title Page II. Abstract III. Outline IV. Introduction Statement V. Communication a. Raise Awareness About Change b. Social Judgment Skills c. Communication and Organizational Frames VI. Sponsorship a. Stability b. Vision c. Influence VII. Coaching a. Components of a Coaching Plan b. Mentoring c. Group coaching VIII. Training a. Components of a Training Plan b. Training Method IX. Resistance a. Expecting Resistance b. Root of Resistance X. Closing Statement XI. Bibliography page XII. Discussion Questions ...
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...MGT 311 (Organizational Development) Entire Course IF You Want To Purchase A+ Work Then Click The Link Below , Instant Download http://hwnerd.com/MGT-311-Organizational-Development-Complete-Course-1479.htm?categoryId=-1 If You Face Any Problem E- Mail Us At Contact.Hwnerd@Gmail.Com Week 2 Assignment Employee Portfolio Management Plan You are a manager of three employees at Riordan Manufacturing. You recently had these employees take a series of self-assessments to aid you in managing them. Now that you have these assessments, you are now tasked with creating an Employee Portfolio for each of the employees to help guide you in developing ways to best manage them. Resources: Results of Self-Assessments, University of Phoenix Material: Employee Portfolio Management Plan Complete the Employee Portfolio: Management Plan found on your student website for each of the three employees. Write a 350- to 700-word summary. Include the following in your summary: How might these three employees’ characteristics affect the performance of the organization? Recommendations for additional assessments. Submit the Self-Assessment Results with the Employee Portfolio and Summary. Week 2 Assignment Reflection Summary Discuss the objectives for Week One and Two. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Write a 350- to 700-word summary...
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...MGT 311 (Organizational Development) Entire Course IF You Want To Purchase A+ Work Then Click The Link Below , Instant Download http://acehomework.com/MGT-311-Organizational-Development-Course-Material-A-Work-8977665.htm If You Face Any Problem E- Mail Us At JohnMate1122@gmail.com Week 2 Assignment Employee Portfolio Management Plan You are a manager of three employees at Riordan Manufacturing. You recently had these employees take a series of self-assessments to aid you in managing them. Now that you have these assessments, you are now tasked with creating an Employee Portfolio for each of the employees to help guide you in developing ways to best manage them. Resources: Results of Self-Assessments, University of Phoenix Material: Employee Portfolio Management Plan Complete the Employee Portfolio: Management Plan found on your student website for each of the three employees. Write a 350- to 700-word summary. Include the following in your summary: How might these three employees’ characteristics affect the performance of the organization? Recommendations for additional assessments. Submit the Self-Assessment Results with the Employee Portfolio and Summary. Week 2 Assignment Reflection Summary Discuss the objectives for Week One and Two. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Write a 350- to 700-word summary...
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...MGT 311 (Organizational Development) Entire Course IF You Want To Purchase A+ Work Then Click The Link Below , Instant Download http://acehomework.com/MGT-311-Organizational-Development-Course-Material-A-Work-8977665.htm If You Face Any Problem E- Mail Us At JohnMate1122@gmail.com Week 2 Assignment Employee Portfolio Management Plan You are a manager of three employees at Riordan Manufacturing. You recently had these employees take a series of self-assessments to aid you in managing them. Now that you have these assessments, you are now tasked with creating an Employee Portfolio for each of the employees to help guide you in developing ways to best manage them. Resources: Results of Self-Assessments, University of Phoenix Material: Employee Portfolio Management Plan Complete the Employee Portfolio: Management Plan found on your student website for each of the three employees. Write a 350- to 700-word summary. Include the following in your summary: How might these three employees’ characteristics affect the performance of the organization? Recommendations for additional assessments. Submit the Self-Assessment Results with the Employee Portfolio and Summary. Week 2 Assignment Reflection Summary Discuss the objectives for Week One and Two. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Write a 350- to 700-word summary...
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...Donna Tuman Organizational Behavior Week # 7, Case Study 3 “What do we do with Howard” This case is about Howard Lineberry, whom after receiving a surveyor’s certificate, started out at the State Department as a chainman and then a position opened up at Agrigreen as a lead surveyor, he was proud to get this job. Working with Agrigreen, for 18 years meant he had gone through 5 supervisors. Each supervisor had their own attitude and own way of doing things. He starts out with Jerry Givens, whom was a hard headed boss. There was very specific things and ways that things would be done. Since being hired, Givens retires and now he is supervised by Paul Jackson, this supervisor expected LIneberry to plan his own day, this is something different from what Givens wanted. Jackson and Lineberry did not get along very well, Jackson felt a helper was needed for Howard as the helper would check for errors that Howard would make. This is when Dan Richards is hired. Richards felt Lineberry was slow and stupid and was eventually transferred to manufacturing. Howard did not get off easy on having a helper, Mel Cutler replaced Richards. Cutler wound up being someone that Howard liked, as time went on though growing pains set in and nothing was the same as in the beginning. The two of them barely spoke. By this point though, a new manager Lee Miller is put in charge. Howard and Mel move to another office and are then told to report to Frank Silverton. After a few years, Mel is placed...
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...[pic] Project Human Resource Plan Template This Project Human Resource Plan Template is free for you to copy and use on your project and within your organization. We hope that you find this template useful and welcome your comments. Public distribution of this document is only permitted from the Project Management Docs official website at: www.ProjectManagementDocs.com Human Resource Plan Company Name Street Address City, State Zip Code Date Table of Contents Introduction 2 Roles and Responsibilities 2 Project Organizational Charts 3 Staffing Management 4 Introduction This section explains the purpose and importance of having a human resources management plan. It should provide a general description of what the plan includes and explain how the project manager and project team can use the plan to help them manage the project effectively. Human resources management is an important part of the Software Upgrade Project. The human resources management plan is a tool which will aid in the management of this project’s human resource activities throughout the project until closure. The human resources management plan includes: • Roles and responsibilities of team members throughout the project • Project organization charts • Staffing management plan to include: a. How resources will be acquired b. Timeline for resources/skill sets c. Training required to develop skills ...
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...MGT 311 (Organizational Development) Entire Course IF You Want To Purchase A+ Work Then Click The Link Below , Instant Download http://acehomework.com/MGT-311-Organizational-Development-Course-Material-A-Work-8977665.htm If You Face Any Problem E- Mail Us At JohnMate1122@gmail.com Week 2 Assignment Employee Portfolio Management Plan You are a manager of three employees at Riordan Manufacturing. You recently had these employees take a series of self-assessments to aid you in managing them. Now that you have these assessments, you are now tasked with creating an Employee Portfolio for each of the employees to help guide you in developing ways to best manage them. Resources: Results of Self-Assessments, University of Phoenix Material: Employee Portfolio Management Plan Complete the Employee Portfolio: Management Plan found on your student website for each of the three employees. Write a 350- to 700-word summary. Include the following in your summary: How might these three employees’ characteristics affect the performance of the organization? Recommendations for additional assessments. Submit the Self-Assessment Results with the Employee Portfolio and Summary. Week 2 Assignment Reflection Summary Discuss the objectives for Week One and Two. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Write a 350- to 700-word summary...
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