Week 7 Course Project Raquida Edwards Magras Raquida123@live.com Keller Graduate School of Management Professor Walter Brey October 15, 2015 HRM 594 Introduction In the past and even in current times, workplace issues were very prominent. Some were discriminatory actions against a certain group or person because of age, race, gender, religion, and other characteristics. Some were wrongful acts against the employee or employer. The list just goes on and on. To prevent those things from
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Chapter 17: Managing Organizational Change and Innovation This chapter discusses what needs to be considered when changing an organization. Some of these changes would be the input and the technological aspect of the business. I retained the most information from this chapter in the section of change agents. There are three agents of change; external, internal and external-internal change agents. External agents of change are temporary. They are used in situations where an organization needs help
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Pre-Merger Kmart and Sears Prior to the Kmart-Sears merger, both companies had glaring failures. Having been two of the oldest national retailer’s, the largest problem they shared was failure to stay current with the changes in trends throughout the years which was ultimately leading to their swift demise. Kmart was successful as a low-cost clothing and home-goods retailer, however once competitors such as Wal-mart and Target entered the game with similar quality products and the same low prices
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HR07 Managing Change through Organisational Development Assignment No.I Assignment Code: 2013HR07A1 Last Date of Submission: 15th April 2013 Maximum Marks:100 Attempt all the questions. All the questions are compulsory and carry equal marks. Section-A Ques. 1 Explain underlying values and assumptions of OD? Can OD cope with the challenge of managing radical change? Ques. 2 Is the Action Research model of planned change better than Lewin’s changed model? Justify your stand
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Change Initiative Final Project Leading and Managing Through Organizational Change Submitted by: Paul Gagnon 1 Table of Contents Executive Summary ...................................................................................................................... 3 Overview ...................................................................................................................................... 3 Understanding Change .......................................
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Managing Organizational Change A comparative and critical analysis of the articles “The work of leadership” by Ronald A. Heifetz and Donald L. Laurie and “Leading change: Why transformation efforts fail” by John P. Kotter Introduction Organizations operate in an increasingly complex and dynamic environment, where change occurs continuously. The automotive industry, the health care and biotech industry, financial services, telecommunication and media companies, commodities manufacturers and internet
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need to customise the title to include the domain) Choose one of the following topics on which to do a comparative literature review (word limit 2000 words): * The impact of personality traits of the project leaders in project success * Managing change management * Communication skills and project success * Network security and social networking * The role of effective IT management strategies in organisations * Assessing risks in home and public access wireless networks * Ethics
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(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
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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
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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
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