Change Process
WHAT, WHEN, HOW and WHY

Organizational Change

Change happens everywhere and all the time (Jeritt, 2013). Everybody knows and sees this and must cope with it. It is evident in one's private world and beyond it, in the large physical environment and elsewhere. Elsewhere includes structured environments like organizations where business is conducted and problems develop and seek solutions. Problems and change appear either at random or from cause, frequently or seldom. Organizations have adapted themselves to see where and how problems develop, their causes and prepare for these. Many have adopted a proactive posture towards problems in anticipating them (Jeritt). The one response that business organizations know they must make in problem situation is change. It may be a sudden one during rough and unexpected economic situation or a threatening competition. It may also be a graduate one, which comes from a build-up of an understanding of the process and…...

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BIBLIOGRAPHY

Baker, S.L. (1989). Managing resistance to change. Vol. 38 # 1, Library Trends: The

Board of Trustees: University of Illinois. Retrieved on April 29, 2013 from  http://www.ideals.illinois.edu/bitstream/handle/2142/7649/librarytrendsv38i1h_opt.pdf 

Consador, K. (2013). Organization change theory. eHow: Demand Media, Inc. Retrieved

on April 29, 2013 from http://www.ehow.com/about_5389727_organizational-change-theory.html

Change Process and Models:
Organizational change is not a process that is likely to take place organically because it is usually caused by an external event or change that stimulates internal shifts in one or more organizational levels. The change may come about for several reasons including the need for growth, need for improvement, and need to be more successful. In attempts to understand organizational change, various change process theories, approaches, and practices have been developed. Organizational leaders can use these theories, approaches, and practices to promote change and realize the desired outcomes. However, the leaders need to determine the most appropriate theory, framework, or practice to successfully facilitate the change.

An example of an organization that has experienced change through the use of change theories, approaches, and frameworks is The Human ights Campaign. Basically, The Human ights Campaign is the largest civil rights organization in the United States that is working…...

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References:

"About Our Logo." (n.d.). The HRC Story. Retrieved July 19, 2014, from  http://www.hrc.org/the-hrc-story/about-our-logo 

"About Us." (n.d.). The HRC Story. Retrieved July 19, 2014, from  http://www.hrc.org/the-hrc-story/about-us 

Austin, J.R. & Bartunek, J.M. (n.d.). Chapter 13 -- Theories and Practices of Organizational

Development. Retrieved from Boston College website: https://www2.bc.edu/~bartunek/representative%20publications_files/Austin%20%26%20Bartunek.pdf

These are designed to prevent any kind of burn out issues. Some of the most common techniques that can be utilized by the leadership during this process include: rethinking goals / objectives, looking at the speed of the changes that are taking place, making things fun and altering the team structure / format. Rethinking goals / objectives is when you are looking at if they are challenging enough for everyone. While at the same time ensuring; that they are giving the staff some kind of realistic standards to reach for. Looking at the speed of the changes, is when you are making certain that they are not taking place to fast or to slow. Making the work environment fun is when you want to ensure that everyone enjoys their employment at: the facility and has a passion for their career. Altering the team structure / format is when you…...

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Bibliography

Kent Bottles. (2010). ICSI Health Care Blog. Retrieved from:  http://icsihealthcareblog.wordpress.com/2010/06/09/kent-bottles-the-top-10-health-care-leadership-challenges-of-today-ok-i-listed-12/ 

Stress Health Care Workers Battle. (2010). I Village. Retrieved from:  http://www.ivillage.com/stressed-health-care-workers-battle-compassion-fatigue/4-a-111429 

Beaudan, E. (2006). Making Change Last. Ivey Business Journal Online, 1 -7.

Organization Development and Change Process
Merger and acquisitions refer to the combinations of two or more companies forming a new company. In other words, mergers and acquisitions (M&A) are the strategic move of corporate organizations dealing with an aspect of dividing, buying and selling of different companies of similar entities to assist the enterprises to grow. One of the examples of the major merger was the merging of Uniphase Corp. And JDS Fitel Inc. In 1999 where the two companies formed JDS Uniphase. A major example of acquisition is an acquisition of John Hancock Financial Services Inc. By Manulife Financial Corporation's in 2004. Typically, merger and acquisitions make a big news in the business world because millions or billions of dollars are generally involved. In the United States, Wall Street bankers and analysts arrange M&A transactions daily bringing separate companies forming single larger companies. Major goals of embarking in M&A is…...

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Reference

American Management Association (2014). HR Best Practices During Organizational Change. AMA.

Armour, S. (2000). Merging Companies Act to keep valuable employees. USA Today, November 24, section B.

Branson, C.M. (2008). Achieving organisational change through values alignment. Journal of Educational Administration, and Sustainability, Governance and Organizational Change. 46 ( 3).

Boselie, P., Dietz, G., and Boon, C. (2005). Commonalities and contradictions. Human Resource Management Journal, 15(3), 67-94.

Engaging Employees in The Change Process There are numerous ways that an organization's management can employ to ensure that its change process is successful and there is buy-in by the employees. Convincing employees requires extra effort in order to increase the organization's odds of success. It is vital to solicit buy-in before the launch of the change initiative. This will ensure that the employees are aware of what is going to happen. Management of the organization should hold focus groups and solicit for employee opinion, which allows employees to contribute and share ideas in regards to the change initiative. According to Sharif and Scandura (2014) constant communication is another tactic that can be used. With constant communication, the employees will not be disoriented and they would be more comfortable with the initiative. Communication reassures the employees that the organization is heading in the right direction and the change is aimed at…...

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References

Hammer, M. (2015). What is business process management? Handbook on Business Process Management 1 (pp. 3-16): Springer.

Sharif, M. M., & Scandura, T. A. (2014). Do perceptions of ethical conduct matter during organizational change? Ethical leadership and employee involvement. Journal of Business Ethics, 124(2), 185-196.

 

Personal Side of Leading Change
There are two questions that the personal side of leading change asks namely how does one motivate others in an environment of constant change and how does one motivate themself in order to keep going (odd, 2015). As a leader, one has to create a compelling change story, communicate it effectively to the employees, and follow up on the story with continuous communications. Change is inevitable, and leaders need to ensure that they can motivate their employees in order to achieve the organization's change objectives. Motivation comes in different forms, and not all employees would be motivated with the same ways. Most employees are afraid of change because it creates a new way of doing things, and they are uncertain of what lies ahead. Been able to demonstrate and communicate to them the benefits that the organization would gain from the new changes would be the…...

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References

Jick, T., & Peiperl, M. . (2003). Managing Change: Cases and Concepts. Boston: McGraw Hill/Irwin.

Johnson, C., Clum, G., Lassiter, W.L., Phillips, R., Sportelli, L., & Hunter, J.C. (2014). Learning From a Lifetime of Leading Effective Change. Journal of chiropractic humanities, 21(1), 65-75.

Quinn, R.E. (2011). Building the bridge as you walk on it: A guide for leading change (Vol. 204). Hoboken, NJ: John Wiley & Sons.

Rodd, J. (2015). Leading Change in the Early Years. NEW YORK NY: McGraw-Hill Education (UK).

Organizational Change Behavior: Using Cloud
Change situation

Convincing people to use cloud

Perhaps one of the recent developments in the world of technology is the use of cloud computing as opposed to the older traditional approaches to storage and maintenance of data and information. One individual organization I have once worked for is the Brandon Organization Inc. Brandon Organization is a global mover in trading and financing most of the business organizations regarding financial facilitation, saving, credit, and other services that occur between different groups of such kind. In the past, Brandon Organization has had challenges with how it manages its large pieces of information that must be put together, integrated, and safely stored for further references. Brandon braces itself for acting as in intermediary in the delivery of services between different financial organizations, preferably enabling a smooth integration and workmanship between the various commercial groups.

One significant aspect that thrills with this organization…...

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Work Cited

Franklin, Melanie. Agile Change Management: A Practical Framework for Successful Change Planning and Implementation., 2014. Internet resource.

Soft Systems Model for Change
The soft systems model offers not only an oriented but also action-focused means of addressing problematical instances, to give rise to action to enhance. It purposes to generate learning as well as chance in such circumstances. As pointed out by Senior and Fleming (2006), the soft systems model to change lays emphasis not only on the content and control of change, but also focus on the procedure and practice by which change emanates. They necessitate taking into account both the political and cultural aspects of organization in the same manner as systems and structure. The purpose of this paper is to ascertain in what circumstances it is deemed suitable or unsuitable to carry out soft systems models. It will give detailed information regarding the factors that ought to be taken into consideration when deliberating on the soft systems models for change.

Appropriateness and Non-Appropriateness of Soft Systems…...

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References

Gerwel, C. N. P., & Bodhanya, S. (2014). Managing Learning and Change: Factors Influencing the Effectiveness of Soft Systems Methodology. Mediterranean Journal of Social Sciences, 5(20), 1125.

Harstinen, L., & Peikola, K. (2000). Managing Organizational Change. Retrieved from:  http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.197.1035&rep=rep1&type=pdf 

Rapansek, J. (2015). Theory and concepts behind CEF's approach to capacity development -- Part II: Capacity development and change management. Center of Excellence in Finance. Retrieved from: http://knowledgehub.cef-see.org/?p=460

Senior, B., & Fleming, J. (2006). Organizational change. Pearson Education.

Organisational Behaviour
Endothon and Techfite have different corporate cultures. Endothon, a space exploration agency, has a customer-oriented culture, which can also be referred to as a task-oriented culture. The organisation focuses on results and productivity, and is driven by safety and innovation. This shows that the organisation is more concerned about the task and fulfilling the needs of its customers. While a task-oriented culture is important for enhancing productivity and customer satisfaction, it can result in reduced work morale, motivation, and commitment as there is little or no focus on the needs and welfare of employees. Techfite, on the other hand, has an employee-oriented culture. This is a culture that values the contribution of employees, and seeks to maximise their welfare by fulfilling their needs. Techfite achieves this by offering flexibility and empowerment. Though an employee-centred culture is important for motivating employees, it can result in less focus on productivity.

An acquisition…...

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Reference

Hayes, J. (2014). The theory and practice of change management. 4th ed. New York: Palgrave Macmillan.

Music and the Universe
Music is one characteristic everything in existence possesses. For anything to be existing, it has to possess an amount of energy and these always undergo vibration. From these vibrations, sound waves are generated and these combine to form what we call music. Nothing better defines the phrase "Universal Language" than music. Every human being relates to it. Sound waves move and come in contact with just about anything existing including water, soil, animals, vegetation, other worlds and galaxies etc. Music could also determine a person's mood. This power of music on human moods and emotions can actually be explained easily. The sound waves on reaching a person encounter his/her unique energy signature which causes a unique response to each sound.

This study aims to illustrate just how music and language are related and to also conclusively show that these two have a deep mental and scientific link. Furthermore,…...

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References

Auner, Joseph. "Chapter two: Expanding musical worlds" in Music in the Twentieth and Twenty-First Centuries. WW Norton and Company. (2014): 16-34

Brown, Steven, and Joseph Jordania. "Universals in the world's musics." Psychology of Music 41, no. 2 (2013): 229-248.

McMullen, Erin, and Jenny R. Saffran. "Music and language: A developmental comparison." Music Perception: An Interdisciplinary Journal 21, no. 3 (2004): 289-311.

Slevc, L. Robert, and Brooke M. Okada. "Processing structure in language and music: a case for shared reliance on cognitive control." Psychonomic bulletin & review 22, no. 3 (2015): 637-652.

Organizational change takes place when an organization makes a transition into its wanted future state from the current state. Organizational change is managed through planning and execution of that transition, while aiming at minimum expense and minimum staff resistance, and at the same time achieving maximum success of the transition process (Anderson and King, 2002).
The modern-day organizational environment needs organizations to go through nearly constant transitions for them to maintain competitiveness. Such aspects as rapid technological evolution and market globalization make it difficult for companies to survive without being responsive. These kinds of transition are probably minor, such as installation of new software or major, such as coming up with new strategies for marketing, disputing hostile takeovers or changing the organization due to stubborn foreign competition (Anderson and King, 2002).

A critique of several tactics that can be used to engage employees in the change process.

You should consider the following in…...

Change Project
A variety of technical and management issues arise during the implementation and operation of any change process. Change management in technology projects is essential to implement and monitor mechanisms to support and control users, business, and technology (Yarberry, 2007). There are different change project modules used at any stage of a project development. These include the change curve, Lewin's change management model, and Beckhard and Harris change model used in the understanding phase. The project-planning phase uses the impact analysis, Burke-Litwin, McKinsey 7s framework, Leavitt's diamond, organization design, and SIPOC diagrams. The implementation stage uses Kotter's 8-step change model, training needs assessment, while the communication change uses stakeholder analysis, stakeholder management, mission statement, and vision statements. In this analysis, the Leavitt's Diamond, the Kotter's 8-step change model, and Leavitt's model for organizational change is concerned with the interdependence of four main factors, including structure, people, technology, and task. The…...

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References

Aladwani, A.M. (2001). Change Management Strategies for Successful ERP Implementation. Business Process Management Journal 7, 266.

Bruckman, J.C. (2008) Overcoming Resistance to change: Casual Factors, Interventions, and Critical Values. The Psychologist-Manager Journal, Psychology Press 11, 211-219.

Cameron, E. & Green, M. (2012). Making Sense of Change Management: A Complete Guide to the Models Tools and Techniques of Organizational Change. Philadelphia, PA: Kogan Page

Davison, R. (2002) Cultural Complications of ERP. Association for Computing Machinery. Communications of the ACM 45, 109.

Change
There are a few instances were a company tried to institute a large-scale organizational change effort and failed. One recent one was with the FedEx purchase of Kinko's. FedEx had decided that Kinko's would complement its business since they had many mutual customers. The shipping company also felt that if it could professionalize the information Kinko's it would improve the company's profitability. That was not to be. Kinko's had a strong organizational culture that was a bad fit with the FedEx culture. Kinko's culture was informal in nature, while FedEx has a formal culture based on a high level of professionalism. After years of failing to integrate Kinko's into the FedEx culture, FedEx ended up taking a massive writedown on the transaction and rebranding the subsidiary as FedEx Office in an attempt to kill off any remaining Kinko's culture within the organization.

The change was radical, not incremental. FedEx basically made…...

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References:

Morris, B., Neering, P. (2006). The new rules. Fortune International In possession of the author

Goldgeier, D. (2007). A ream of culture clashes at FedEx Kinko's. AdPulp. Retrieved May 5, 2013 from  http://www.adpulp.com/a_ream_of_cultu/ 

Deutsch, C. (2007). Paper jam at FedEx Kinko's. New York Times. Retrieved May 5, 2013 from  http://www.nytimes.com/2007/05/05/business/05kinkos.html?_r=2&oref=slogin& ;

Change
Ford, Ford and d'Amelio note that most change literature takes the view that resistance to change is irrational and dysfunctional. If this is the view that is taken by the actual change agents, it is not hard to see that the change agents themselves could be contributing to resistance to change. Resistance cannot always be interpreted as self-serving or irrational (two things that are contradictory, it should be noted). The first step is a change agent not becoming part of the problem is to recognize that there may be other, more logical motivations for resistance. This is not to say that resistance is never irrational or self-serving, but just that change agents cannot assume this to be the case. If they do make such an assumption, then their response to the resistance may only make matters worse. They may invalidate the opinions of those resistance the change, something that could…...

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Works Cited:

Ford, J., Ford, L, & D'Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review. Vol. 33 (2) 352-377.

Kotter, J. (1995). Leading change: Why transformational efforts fail. Power Projects Inc.. In possession of the author.

Change Plan for SBA Implementation
Change Proposal - Healthcare

Change Proposal

Change Issue

The benefits of the SBA are apparent to the nursing staff in the Labor, Deliver, ecovery, and Postpartum Unit of St. Johns Hospital Birth Center. All nursing staff receives training in SBA and it has been implemented -- successfully -- for a few months at a time. However, nursing staff soon return to the historical ways of communicating about patient care, which has predominantly been by giving a verbal report.

Benefits of SBA. SBA stands for Situation-Background-Assessment-ecommendation and it is a framework for communication about patients' conditions that is used by members of a healthcare team. The following discussion is from the Institute for Healthcare Improvement (2011) website. The benefits to using SBA by hospital staff are: (a) It is an easy-to-use, easy-to-remember mechanism; (b) it is a concrete way to frame conversations that fosters effective and timely communication; (c) it permits…...

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References

Ambrose, D. (1987). Managing Complex Change. Pittsburgh, PA: The Enterprise Group Ltd. Retrieved

Ducker, P.F. (1993). The New Realities. New York, NY: Harper & Row. Retrieved  http://books.google.com/books?id=WmAsWS9-fFsC&printsec=frontcover&dq=drucker+the+new+realities&hl=en&src=bmrr&ei=ASoRTvqyIZDUtQPs4pWADg&sa=X&oi=book_result&ct=book-thumbnail&resnum=1&ved=0CCoQ6wEwAA#v=onepage&q&f=false 

Golden, B. (2006). Transforming healthcare organizations, Healthcare Quarterly, 10(Spring), 10-19. Retrieved  http://www.longwoods.com/content/18490 .

Kotter, J.P. (1996). Leading Change. Boston, MA: Harvard Business School Press. Retrieved  http://books.google.com/books/about/Leading_Change.html?id=ib9Xzb5eFGQC

Psychological safety refers to the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It is an essential component of a healthy work environment where individuals feel free to express their thoughts and opinions without fear of negative consequences (Edmondson, 1999).

In the context of organizational change, psychological safety plays a critical role in facilitating successful transitions. When employees feel psychologically safe, they are more likely to engage in open communication, share innovative ideas, and actively participate in the change process (Schein, 1996). This sense of safety fosters trust and collaboration within....

Psychological Safety: A Cornerstone of Organizational Change

Definition of Psychological Safety

Psychological safety refers to a work environment where individuals feel comfortable expressing their ideas, concerns, and mistakes without fear of judgment or reprisal (Edmondson, 2019). It is a state of trust and respect in which individuals feel valued and supported, fostering open communication and collaboration (Johnson et al., 2017).

Importance in Organizational Change

Psychological safety is paramount for successful organizational change, as it creates an environment conducive to adaptability and innovation (Edmondson, 2019). In the face of change, individuals may experience uncertainty and fear, leading to resistance and avoidance. However, psychological safety mitigates....

Introduction:

As the lead consultant for Workplace Solutions Consulting, it is my responsibility to deliver recommendations for organizational change to the management of Informational Systems. The proposed ideas encompass centralizing some duplicated administration functions in regional locations and de-centralizing product departments to break down silo walls across locations. In order to conduct the best analysis, significant data has been collected. The bottom line is that although these changes are beneficial for the organization, they will undoubtedly be quite disruptive to the personnel at IS.
To ease the transition and ensure the success of the organizational change in Information Systems, I would recommend....

Key Recommendations for Organizational Change in Informational Systems (IS)
Effective organizational change in IS is crucial for leveraging technology to improve business outcomes. Here are key recommendations to navigate this transformation successfully:
1. Establish a Clear Vision and Communication Plan
Define the desired future state of the IS function, articulating its role in supporting business objectives.
Develop a comprehensive communication plan to engage stakeholders throughout the change process.
Provide regular updates and feedback to maintain buy-in and address concerns.
2. Empower Change Agents and Leaders
Identify and cultivate a team of change agents within the IS function and the organization.
Provide....