Expert answer:Change Initiative: Implementation, Evaluation, and
Solved by verified expert:You will utilize your change model for this assignment. Review the feedback submitted by your instructor on your previous change model assignment. Make any changes or modifications necessary for the submission of this assignment.Evaluate the performance of your organization or department. Identify an area that would significantly benefit from initiating a change. Write a paper (1,500-1,750 words) in which you describe the particular area you propose to address through a change initiative. Include the following for your company:Discuss the issues in this area and the current outcomes as a result of the issues.Describe the external and/or internal driving forces, contributing issues, and the people affected.Evaluate the stakeholders involved and discuss how they will be affected by your change initiative.Clarify your role and responsibility as a change leader. Discuss the leadership theory (or theories) you will use to guide the change process. Discuss the change agents you need to recruit in order to successfully implement your change. Describe the roles of these change agents.Utilize your change model to develop strategies: (a) Explain the relevance of this model to your organization; and (b) Present the strategic aspects using your model. Be sure to clearly define the purpose of each aspect, the people involved, and the actions that need to be taken.Identify, or predict, the potential barriers to change. Discuss possible ways to overcome these obstacles, including methods for dealing with emerging or unforeseen circumstances that could impede implementation.Describe the evaluation methods you will use to determine the level of success of your change initiative. Discuss what metrics or measureable determinates you will use.Propose strategies to anchor change or support continuous change.Establish how your change plan supports the organizational mission/goal, genuinely addresses stakeholder concerns, and will serve as an equitable contribution for the community or society overall. Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
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Change Model
David G Medina Ortiz
LDR 615 Organizational Development and Change
Grand Canyon University
Instructor: Kelly Padilla
October 29, 2017
Introduction
The need for change in organizations is enabled by the need for
new initiatives in the improvement of performance.
The initiatives impact the different processes and the workflows in
the organization.
The structure and the behavior of the organization is affected
leading to new outcomes and the adoption of change.
The interdependence in the different organizations helps in
increasing the adoption of change and focusing on the
competencies of the organization.
Methods to Evaluate Change
The evaluation of change is important as it guides the benefits that
the organization incurs.
One of the methods of evaluation is the focus on the gap that exists
in the organization and the necessity of the change process.
The focus of the method is what causes the gap and the various
ways of closing the gap.
The use of the key performance indicators is important in guiding
the objectives of the business and the implementation of change in
the organization.
Cont’d
The need for the key performance indicators is to
increase the productivity of the organization.
The use of qualitative methods includes the focus on the
knowledge and the skills required to handle the different
tasks.
The statistical reviews assist in focusing on the
interventions that should be implemented in the change
process.
Choosing Individuals or Teams for Change
Initiative
The right team makes it easy for the process of change management
to be efficient.
One of the aspect to focus on is the attitude of the teams and their
persistence towards the implementation of change.
Attitude assists in increasing the commitment of the team towards the
completion of the projects.
Having the appropriate knowledge leads to understanding of the
process of change and the excellence in the management of the skills.
Cont’d
The improvement of the skills of the teams is a necessary quality that
helps in managing the organization in times of uncertainties.
The skills assist in taking the organization in the transition periods and
ensures that there is assessment of the impact of the change process.
The right team helps in reduction of the rates of failure and encourages the
need to match the requirements of the team to the tasks.
It ensures that there is commitment towards the achievement of the needs
of the organization.
Communication Strategies
Communication is an integral part in the change management process as
it helps in enabling the role that the employees play.
Communication is considered a difficult task in the management of
change but it helps in increasing the efficiency of the roles of the teams.
Written communication strategy is important in the case as it helps in the
constant update of the information.
It is important that there is focus on the frequently asked questions in the
process as it guides the management of change.
Cont’d
The use of verbal communication is focused on the integration of
the needs of the workplace and the knowledge that the employees
require for execution.
It is important that there is use of the visual strategy to help in the
demonstration of the management of change process.
The visuals used should comply to the role that process brings and
the specification of the information.
Stakeholder Support
The stakeholders are important in the change management process and
this helps in the development of techniques and tools that improves the
communication process.
The consultation of the stakeholders helps in the determination of the
right skills to employ in the organization.
It helps in the determination of the initiatives that help in the management
of the change process.
The key consideration of the stakeholders is to ensure that there is proper
measures of communication in encouraging the development of operation
framework.
Resistance to Change
Employees in many instances are likely to resist the change that the
management implements.
The mitigation of resistance to change is through the engagement of
the employees from the beginning of the project.
The enabling of a communication plan assists in making sure that
the project is a success.
The reinforcement of feedback in the process is important in
helping to understand the different workflows.
Implementation of Change
The implementation strategies are important as they help determine
the attitude that the employs show in the process.
One of the strategy of implementation is support from the
management as it helps in the improvement of the comfort levels of
the employees.
The creation of a case on the need for change helps in guiding the
satisfaction rates of the employees in the employment of the
change.
It is important that there is embracing of the involvement of the
employees as it improves their performance levels.
Cont’d
Communication is an important strategy in implementation as there
is focus on the systematics and the structured ways of doing things.
Having timelines of the rolling out of the plans increases the efforts
of the management and ensures that there is focus on the enhancing
of the projects.
Follow up initiatives ensure that the operation of the project is
smooth and that there is focus on the challenges faced in the
process.
The feedback of the employees is part of the implementation
process and this helps in focusing on the areas to improve.
Sustainability Strategies
The sustainability of change is important in helping to maintain the
standards of the organization.
The analysis of the productivity of the employees is one of the
strategy that helps in maintaining the change.
The analysis is on the improvement of the operations of the
organization and the focus on the management of the areas that
show weaknesses.
The need for the constant review of the project is important in
helping to guide the functionalities of the company.
Cont’d
The setting of goals tat are attainable is important in the
organization as the focus is on the success of the project.
The improvement of the satisfaction rates of the employees and the
management is an important sustainability strategy as it analyzes
the attitudes of the team.
Regular communication is an important strategy that focuses on the
need to focus on the areas that the management should enhance and
the resources to use.
Change Model
Unfreeze
Change
Refreeze
Model Organizer
Unfreezing
Change
Refreezing
•Creation of
awareness
•Communication
•Implementation
•Behavioral
processes
•Solidifying
change
•Acceptance of
new norms
Conclusion
The management of change in the organization is an important
process as it helps in the execution of different projects.
There is focus on the strategies that guide the process of change and
the role that the management plays in enhancing change.
The analysis of the roles and the responsibilities of the employees
and the efforts in the management of change encourages the
performance in the organization.
References
Bhatt, R. (2017). Theoretical Perspective Of Change Management. CLEAR
International Journal Of Research In Commerce & Management, 8(2), 34-36.
Jones, D. J., & Recardo, R. J. (2013). Leading and Implementing Business Change
Management : Making Change Stick in the Contemporary Organization. Abingdon,
Oxon: Routledge.
Medeiros, A. (2016). Dynamics of Change: Why Reactivity Matters. Communications
Of The ACM, 59(10), 42-46. doi:10.1145/2948989
Talmaciu, I. (2014). Comparative Analysis of Different Models of Organizational
Change. Valahian Journal Of Economic Studies, 5(4), 77-86.
1
Unsatisfactory
0.00%
2
Less than
Satisfactory
74.00%
3
Satisfactory
79.00%
4
Good
87.00%
5
Excellent
100.00%
80.0 %Content
10.0 % The
Need for
Change
The need for
The need for
The need for
The need for
The need for
change including change including change including change including change including
specifying the specifying the specifying the
specifying the specifying the
issue and the
issue and the
issue and the
issue and the
issue and the
current
current
current outcomes current
current
outcomes
outcomes
resulting from
outcomes
outcomes
resulting from resulting from the issue is
resulting from resulting from
the issue is not the issue is
included, but
the issue is
the issue is
discussed.
discussed, but discussion is
discussed,
thoroughly
discussion is
cursory and
including all
discussed with
incomplete or lacking in depth. necessary
rich detail,
inaccurate.
elements.
including all
necessary
elements.
5.0 % Driving
Forces
Description of
internal and/or
external driving
forces,
contributing
issues, and
people affected
is not included.
Description of
internal and/or
external driving
forces,
contributing
issues, and
people affected
is incomplete or
inaccurate.
5.0 %
Stakeholder
Evaluation
Evaluation of
stakeholders
and how they
will be affected
by the change
initiative is not
included.
Evaluation of
Evaluation of
stakeholders and stakeholders and
how they will be how they will be
affected by the affected by the
change initiative change initiative
is incomplete or is included, but
inaccurate.
discussion is
cursory and
lacking in depth.
Description of
Description of
internal and/or internal and/or
external driving external driving
forces,
forces,
contributing
contributing
issues, and
issues, and
people affected is people affected
included, but
is discussed,
discussion is
including all
cursory and
necessary
lacking in depth. elements.
Evaluation of
stakeholders
and how they
will be affected
by the change
initiative is
discussed,
including all
Description of
internal and/or
external driving
forces,
contributing
issues, and
people affected
is thoroughly
discussed with
rich detail,
including all
necessary
elements.
Evaluation of
stakeholders and
how they will be
affected by the
change initiative
is thoroughly
discussed with
rich detail,
including all
necessary
elements.
10.0 % The Role
of the Leader in
the Change
Initiative
The role of the The role of the
leader in the
leader in the
change initiative change initiative
is not addressed. is present, but it
is incomplete or
inaccurate.
The role of the
leader in the
change initiative
is presented, but
it is cursory and
lacking in depth.
necessary
elements.
The role of the The role of the
leader in the
leader in the
change initiative change initiative
is presented and is thoroughly
includes
presented with
discussion of all rich detail and
necessary
includes
elements.
discussion of all
necessary
elements.
10.0 % Change Discussion of
Agents and
necessary
Roles
change agents
and their
respective roles
in implementing
change is not
included.
Discussion of
necessary
change agents
and their
respective roles
in implementing
change is
incomplete or
inaccurate.
Discussion of
Discussion of
Discussion of
necessary change necessary
necessary
agents and their change agents change agents
respective roles and their
and their
in implementing respective roles respective roles
change is
in implementing in implementing
included, but
change is
change is
discussion is
discussed,
thoroughly
cursory and
including all
discussed with
lacking in depth. necessary
rich detail,
elements.
including all
necessary
elements.
10.0 %
Application of
the Change
Model to
Develop
Strategies
(Competency
3.5)
The change
model is not
applied to
develop
strategies.
The change
The change
model is applied, model is applied,
but the resulting but the resulting
strategies are
strategies are
incomplete or cursory and
inaccurate.
lacking in depth.
The change
model is
thoroughly
applied and the
resulting
strategies
include all
necessary
elements.
The change
model is
thoroughly
applied with rich
detail and the
resulting
strategies
include all
necessary
elements.
10.0 %
Overcoming
Barriers to
Change
(Competency
1.5)
Overcoming
barriers to
change is not
addressed.
Overcoming
Overcoming
barriers to
barriers to
change is
change is
presented, but it presented, but it
is incomplete or is cursory and
inaccurate.
lacking in depth.
Overcoming
barriers to
change is
presented and
includes
discussion of all
Overcoming
barriers to
change is
thoroughly
presented with
rich detail and
includes
necessary
elements.
10.0 %
Evaluation
Methods
Evaluation
Evaluation
methods for
methods for
determining the determining the
success of the success of the
change initiative change initiative
are not included. are incomplete
or inaccurate.
discussion of all
necessary
elements.
Evaluation
Evaluation
Evaluation
methods for
methods for
methods for
determining the determining the determining the
success of the
success of the success of the
change initiative change initiative change initiative
are included but are complete
are extremely
lack specific
and include
thorough with
metrics or
specific metrics specific metrics
measurable
or measurable or measurable
determinants and determinants determinants
relevant details. and relevant
clearly defined
details.
and numerous
relevant details.
5.0 % Strategies Strategies for
for Sustaining sustaining
Change
change are not
addressed.
Strategies for
sustaining
change are
incomplete or
inaccurate.
Strategies for
Strategies for
sustaining change sustaining
are presented, change are
but discussion is complete and
cursory and
include
lacking in depth. discussion of all
necessary
elements.
Strategies for
sustaining
change are
thoroughly
presented with
rich detail and
include
discussion of all
necessary
elements.
5.0 % Overall
Discussion of
Effectiveness of how the change
Change Plan
plan supports
the
organizational
mission and
goals, addresses
stakeholder
concerns, and
contributes to
the community
of society is not
included.
Discussion of
how the change
plan supports
the
organizational
mission and
goals, addresses
stakeholder
concerns, and
contributes to
the community
of society is
incomplete or
inaccurate.
Discussion of
Discussion of
Discussion of
how the change how the change how the change
plan supports the plan supports plan supports
organizational
the
the
mission and
organizational organizational
goals, addresses mission and
mission and
stakeholder
goals, addresses goals, addresses
concerns, and
stakeholder
stakeholder
contributes to
concerns, and concerns, and
the community of contributes to contributes to
society is cursory the community the community
and lacking in
of society is
of society is
depth.
presented and thoroughly
includes
presented with
discussion of all rich detail and
includes
necessary
elements.
discussion of all
necessary
elements.
Thesis is clear
and forecasts
the
development of
the paper.
Thesis is
descriptive and
reflective of the
arguments and
appropriate to
the purpose.
Thesis is
comprehensive
and contains the
essence of the
paper. Thesis
statement makes
the purpose of
the paper clear.
13.0
%Organization
and
Effectiveness
3.0 % Thesis
Development
and Purpose
Paper lacks any
discernible
overall purpose
or organizing
claim.
Thesis is
insufficiently
developed or
vague. Purpose
is not clear.
Thesis is
apparent and
appropriate to
purpose.
13.0
%Organization
and
Effectiveness
5.0 % Argument Statement of
Sufficient
Logic and
purpose is not justification of
Construction
justified by the claims is lacking.
conclusion. The Argument lacks
conclusion does consistent unity.
not support the There are
claim made.
obvious flaws in
Argument is
the logic. Some
incoherent and sources have
uses noncredible questionable
sources.
credibility.
13.0
%Organization
Argument is
Argument shows Clear and
orderly, but may logical
convincing
have a few
progressions. argument that
inconsistencies. Techniques of presents a
The argument
argumentation persuasive claim
presents minimal are evident.
in a distinctive
justification of There is a
and compelling
claims. Argument smooth
manner. All
logically, but not progression of sources are
thoroughly,
claims from
authoritative.
supports the
introduction to
purpose. Sources conclusion.
used are credible. Most sources
Introduction and are
conclusion
authoritative.
bracket the
thesis.
and
Effectiveness
5.0 % Mechanics Surface errors
of Writing
are pervasive
(includes
enough that
spelling,
they impede
punctuation,
communication
grammar, and of meaning.
language use) Inappropriate
word choice or
sentence
construction is
employed.
Frequent and
repetitive
mechanical
errors distract
the reader.
Inconsistencies
in language
choice (register)
or word choice
are present.
Sentence
structure is
correct but not
varied.
Some mechanical Prose is largely
errors or typos free of
are present, but mechanical
they are not
errors, although
overly distracting a few may be
to the reader.
present. The
Correct and
writer uses a
varied sentence variety of
structure and
effective
audiencesentence
appropriate
structures and
language are
figures of
employed.
speech.
The writer is
clearly in
command of
standard,
written,
academic
English.
7.0 %Format
2.0 % Paper
Format (use of
appropriate
style for the
major and
assignment)
Template is not
used
appropriately or
documentation
format is rarely
followed
correctly.
5.0 %
Sources are not
Documentation documented.
of Sources
(citations,
footnotes,
references,
bibliography,
etc., as
appropriate to
assignment and
style)
100 % Total
Weightage
Appropriate
Appropriate
template is used, template is used.
but some
Formatting is
elements are
correct, although
missing or
some minor
mistaken. A lack errors may be
of control with present.
formatting is
apparent.
Appropriate
All format
template is fully elements are
used. There are correct.
virtually no
errors in
formatting style.
Documentation
of sources is
inconsistent or
incorrect, as
appropriate to
assignment and
style, with
numerous
formatting
errors.
Sources are
documented, as
appropriate to
assignment and
style, and
format is mostly
correct.
Sources are
documented, as
appropriate to
assignment and
style, although
some formatting
errors may be
present.
Sources are
completely and
correctly
documented, as
appropriate to
assignment and
style, and format
is free of error.
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