Hrm 531 Change Management Plan
Introduction – Change Management
This paper will describe and propose a change management plan for my organization. First, this paper will describe my organization in terms of industry, size, and history. Next, it will describe how the proposed Human Resources (HR) procedure should be changed, and three reasons why this change is important to make. Further, this paper will describe the recommended change. Also, it will develop a strategy that illustrates how I would address each of the eight stages of change. Next, this paper will identify potential resistance to change, and describe how the organization should manage this resistance. Further, it will outline three communications strategies I would use, as well as propose two diagnostic
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Kotter’s eight stages and my application of them include:
• Stage 1: Create Urgency: Craft and use a significant opportunity as a means for exciting people to sign up to change their organization. For my organization, Congress’ direction and timeline offers the urgency we need to effect this reorganization.
• Stage 2: Form a Powerful Coalition: Assemble a group with the power and energy to lead and support a collaborative change effort. For Headquarters, we would assemble the senior leaders, as well as the mid-level leaders for each of the four stovepipes and Chief of Staff on a leaders working group for this reorganization.
• Stage 3: Create a Vision for Change: Shape a vision to help steer the change effort and develop strategic initiatives to achieve that vision. Incorporating Congress’ direction, our director needs to reshape our vision and our associated
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This model is very much appropriate for my organization because it shows the inter-dependency between these elements for the organization to function. More importantly, it shows the organization as being comprised of four components (task, individuals, formal organizational arrangements, and informal organization.) Given the reorganization we are currently experiencing, these four components provide the baseline for stability in my organization (Palmer et al., 2009, 126). Using the congruence model to assess the effectiveness (or lack thereof) between the consistency components listed above, we will better determine in which areas we need to
Hrm/531 Week 3 Case Study
67 Words | 1 PagesGood Morning YAN PING As per our spoken, regardless of what ever situation, Xpress unable to obtain wavier request from PSA and now wanting your customer to bear the cost? Based on PSA invoice, we do not understands why our TS lost TS Status and local storage was billed? Much regret that we unable to accept your request that we are to absorb 50% of the invoice.
Hrm 531 Week 4 Metrics Case Study
337 Words | 2 PagesIf I am the owner of a record label, I will annually discuss the metrics used to compensation and rewards with the employee and an representative from human resources while revised every quarter, which should be diverse within different divisions. The metrics should be based on what the divisions do and job results, and adjusted depending on absent, deficiency and how was it handled, merits and special achievements, and seniority. Divisions that specify on more routine works in order to keep the company running, such as legal, finance and H&R will be judged mainly on evaluation of performance, which should be done not only by their managers, but also by peer evaluation as well. The other divisions such as marketing, distribution and A&R
Pursuing A Career As A Business Administration Executive
595 Words | 3 PagesThere is an established business with a name of Business Pub. This is an organization that requires educated and professionally skilled people to work positions at their organization. A lot of employees that work regular positions, such as administrative, human resource, sales and technology have a bachelor’s degree for the position he or she works. Yet, positions, such as executive, managers, chief executives and other leaders are required to have a master’s degree in the position he or she works. Executives in charge have faced a great deal of environment changes that need a lot of leadership and management skills.
Hrm 531 Week 6 Resource Management Plan
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Hrm 531 Week 3 Assignment
688 Words | 3 PagesThe First job that I had chosen that I would be interested upon graduation would be Human Resource Specialist. On the site O*NET, the job description stated that employment includes; interviewing, placing, screening, and recruiting workers. Addressing work complaints, employee relation issues, and other employees concerns are also apart of the job. The Human resource specialists take on a ton of paper working that deals with the procedures and standards that must be implemented into the work place. On the website, Indeed, a career opportunity for Pinkerton states that they are seeking a Human Resource specialist that will assist with employee inquiries, EEO reporting, and personnel file maintenance.
Hrm 531 Performance Improvement Plan
453 Words | 2 PagesPerformance Improvement Plan is used to improve employee performance, modify behavior and correct discrepancies. Employees put under the PIP have their work closely monitored. However to employees the PIP is not really a positive thing. It should be considered as a final warning or the last step to being fired.
Jim Tolley: Assignment Analysis
313 Words | 2 PagesMy chosen leader for this assignment was my former director of the organization I currently work at, Pennyrile District Health Department, Jim Tolley. He had a vision of a big plan, and the future of not only the organization, but the communities that we serve. According to the requirements of an effective vision, I believe he was a leader to help the organization see and work towards the vision. Four requirements of a effective vision are: establish direction and mobilize the organization, communication, detail on employees part of the vision, and uplifting and inspiring (Manning & Curtis, 2008).
Hrm 531 Week 1 Assignment
412 Words | 2 PagesIf I could change the assignment I would make the requirements clearer in the assignment document in the checklist. Additionally, standardized scaling needs to be used, as some TA’s grade differently than other TA’s. The assignments have many unwritten expectations and requirements not only for content but also in formatting. These issues need to be addressed to not only minimize confusion amongst the students, but also to decrease the amount of time TA’s repeat themselves about these unwritten requirements.
Hrm 531 Week 4 Case Study
327 Words | 2 PagesSome concerns Ron my endure with new customers are: the customer will not want to buy his company’s products (Johnston & Marshall, 2009). The customer does not trust Mid-Town’s products (Johnston & Marshall, 2009). The customer may not like or trust Ron (Johnston & Marshall, 2009). Last, the customer thinks the prices are too high (Johnston & Marshall, 2009). Many customers are concerned about buying products from new vendors, moreover, they do not know the brand of the products and if they would hold up to expectations (Lurie, 2004).
Purpose Driven Employee Engagement Case Study
762 Words | 4 PagesIn-depth research and scores of interviews led to a new purpose statement, which was: Inspire Confidence, Empower Change. Thereafter, it embarked on to inspire its people to consider their work from a whole new perspective. And this initiative began with a simple question: what they do at the organization? The answer came from a video as “We Shape History!” Colorful posters containing messages like “We Champion Democracy” were put up all across offices.
The Strategic Change Cycle
1852 Words | 8 PagesAbstract The strategic change cycle is one of the processes within strategic planning. This cycle is a ten-step process created to assist organizations in meeting their mandates, satisfying their missions, and constructing public value. “Strategic planning is intended to enhance an organization’s ability to think, act, and learn strategically” (Bryson & Alston, 2011). Introduction Strategic planning is “a deliberate, disciplined effort to produce fundamental decisions and actions that shape and guide what an organization (or other Entity) is, what it does, and why it does it” (Bryson & Alston, 2011).
Lou Gerstner's Transformational Leadership Style
921 Words | 4 PagesHence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.
Abc Leadership Reflection Examples
1760 Words | 8 PagesWe will then come together and compile everyone’s input in order to refine the goals and develop a prioritized list of tasks to accomplish the goals (the initial tasks listed within my vision section above will be withheld from this event so I do not influence the team). At this point, it will no longer be my vision, but rather our vision as a coalition of leaders prepared to drive
Psychological Redundancy Case Study
1188 Words | 5 Pages2.5 A psychological contract is an unwritten agreement between employer and employee where both parties have an unwritten understanding to ensure balance in mutual expectations of each other and encourage discretionary efforts. “The beliefs individuals hold regarding the terms and conditions of the exchange agreement between themselves and their organizations”. Rousseau (1989).The psychological contract reduces insecurity in the employment relationships as all aspects are not covered in a formal written contract. A psychological contract is based on employees trust and belief that employee will honor the ”deal” between them and this may encourage an employee to put in extra efforts and time without being asked to do so or an employer to
Strategic Change Model Analysis
991 Words | 4 Pages1.2 Evaluation of the relevance of Strategic Change models to organizations in the current economy As per MacKinsey (2012), Organizations in created Asia are more probable than their companions to say current conditions in their nations have compounded and that future conditions will progress. Crosswise over locales, new concerns have risen: Organizations in created economies are a great deal more probable than they were in September to refer to deficient backing from government (that is, an absence of financial or fiscal arrangements that bolster monetary and business movement) as a danger to local development. There are numerous sorts of association, for example, companies, governments, non-administrative associations, global associations,
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