Selecting A Company
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HRM560_COURSE_GUIDE.pdf
HRM560
Preview: HRM560 : Managing Organizational Change
Course Guide
Prerequisites
Course Description
Instructional Materials
Evaluates the organizational change process related to the principles and practices of various types of organizations. Change processes and techniques used to facilitate change will be examined and applied to systems such as information technology, communication, policy and procedures, corporate culture, and leadership.
Required Resources
J. Hodges. 2014. Sustaining Change in Organizations. SAGE Publications.
Ronald J. Recardo. 2013. Ten Best Practices for Restructuring the Organization. Global Business & Organizational Excellence, vol. 32, no. 2, pp. 23–37. http://libdatab.strayer.edu/login? url=https://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=84500154&site=eds-live&scope=site
Maria Vakola. 2013. Multilevel Readiness to Organizational Change: A Conceptual Approach. Journal of Change Management, vol. 13, no. 1, pp. 96–109. http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=86356719&site=eds-live&scope=site
Nese Saruhan. 2014. The Role of Corporate Communication and Perception of Justice during Organizational Change. Business and Economics Research Journal, vol. 5, no. 4, pp. 143–166. https://search-ebscohost-com.libdatab.strayer.edu/login.aspx?direct=true&db=bth&AN=99435089&site=ehost-live&scope=site
John Kotter. March 23, 2011. John Kotter - Communicating a Vision for Change. https://youtu.be/bGVe3wRKmH0
Daniel Denison. 2014. Habits as Change Levers. People & Strategy, vol. 37, no. 1, pp. 23–27. https://search-ebscohost- com.libdatab.strayer.edu/login.aspx?direct=true&db=bth&AN=97590294&site=ehost-live&scope=site
Catherine Soehner. 2015. Leading Change in Libraries: A Case Study. Library Leadership & Management, vol. 29, no. 2, pp. 1–7. http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=100915127&site=eds- live&scope=site
Leslie Christensen. 2015. Creating Cultural Change in a 115-Year-Old R&D Organization. Research Technology Management, vol. 58, no. 3, pp. 30–38. http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=102564598&site=eds- live&scope=site
John Kotter. March 23, 2011. John Kotter - Resistance to Change. https://youtu.be/Wdroj6F3VlQ
Elizabeth J. McClean. 2013. When Does Voice Lead to Exit? It Depends On Leadership. Academic Management Journal, vol. 56, no. 2, pp. 525–548. http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=87563044&site=eds-live&scope=site
NOTE: The links in this document do not function. Please refer to your course to view/ download linked content.
Course Learning Outcomes
Weekly Course Schedule
Week 1 - To Do List
Discuss: Introduce yourself to your classmates and your professor.
Learn: Read Sustaining Change in Organizations, Chapter 2.
Learn: Read the additional learning materials.
Discuss: Complete the discussion, Restructuring Your Organization.
Week 2 - To Do List
Learn: Read the article, Multilevel Readiness to Organizational Change: A Conceptual Approach.
Learn: Read the article, Charles Chocolates.
Prepare: Complete the discussion preparation.
Discuss: Complete the discussion, Change Readiness.
John Kotter. Feb 6, 2012. The Perils of Confusing Management and Leadership. https://youtu.be/Dz8AiOQEQmk
Steve Jobs. 2010. Steve Jobs Talks about Managing People. https://www.youtube.com/watch?v=f60dheI4ARg
Hypothesize which of an organization’s human resource management programs, policies, procedures, or initiatives require improvement.
1
Evaluate an organization’s readiness for change using an appropriate diagnostic tool and citing current change management theories.
2
Develop strategies for managing human resources changes based on a change management model.3
Create a communication plan for a change initiative that will minimize resistance to change.4
Create a proposal for a change management plan for an organization.5
Week 2 - To Do List
Assignment: Complete the assignment, Selecting a Company.
Week 3 - To Do List
Learn: Read Sustaining Change in Organizations, Chapter 7.
Learn: Read the additional learning materials.
Prepare: Complete the discussion preparation.
Discuss: Complete the discussion, Resistance to Change.
Week 4 - To Do List
Learn: Read Sustaining Change in Organization, Chapter 11.
Learn: Read the additional learning materials.
Prepare: Complete the discussion preparation.
Discuss: Complete the discussion, Kotter.
Assignment: Complete the assignment, Diagnosing Change.
Week 5 - To Do List
Learn: Read the article, Leadership Excellence: Communicate Your Vision.
Learn: Watch the video, Communicating a Vision for Change.
Discuss: Complete the discussion, Change Management - Lessons Learned.
Week 6 - To Do List
Learn: Read Sustaining Change in Organizations, Chapter 13.
Week 6 - To Do List
Learn: Read the additional learning materials.
Preparation: Complete the discussion preparation.
Discuss: Complete the discussion, Change and Culture.
Assignment: Complete the assignment, Kotter Change Management Model.
Week 7 - To Do List
Learn: Read Leading Change in Libraries: A Case Study.
Learn: Read Creating Cultural Change in a 115-Year-Old R&D Organization.
Prepare: Complete the discussion preparation.
Discuss: Complete the discussion, Creating A Guiding Coalition.
Week 8 - To Do List
Learn: Watch the video, John Kotter – Resistance to Change.
Discuss: Complete the discussion, Resistance.
Assignment: Complete the assignment, Resistance and Communication.
Week 9 - To Do List
Learn: Read When Does Voice Lead to Exit? It Depends on Leadership.
Learn: Watch The Perils of Confusing Management and Leadership.
Discuss: Complete the discussion, Leading Change Effectively.
Week 10 - To Do List
Week 10 - To Do List
Learn: Read, Sustaining Change in Organizations, Chapter 8.
Learn: Watch the video, Steve Jobs Talks about Managing People.
Discuss: Complete the discussion, The Importance of Leadership in Change Management.
Assignment: Complete the assignment, Change Management Plan.
Week 11 - To Do List
Discuss: Complete the discussion, Carrying Change Management with Me.
Grading Scale
Participation Total Points % of Grade
Discussion Participation 330 33%
Assignment Total Points % of Grade
w02a1 - Selecting a Company 80 8%
w04a1 - Diagnosing Change 140 14%
w06a1 - Kotter Change Management Model 140 14%
w08a1 - Resistance and Communication 140 14%
w10a1 - Change Management Plan 170 17%
Totals 1000 100%
Final Course Grade
Points Percentage Grade
900 - 1000 90% - 100% A
800 - 899 80% - 89% B
700 - 799 70% - 79% C
0 - 699 69% and below F
Unique Course Features
Grading Scale Notation
Please consult the University Catalog and your academic advisor to determine the final grade needed in this class to satisfy your specific degree conferral requirements.
Assignments
w02a1 - Selecting a Company
Summary
Click the link to access this assignment.
Text
Watch the Selecting a Company video for help getting started on this assignment.
Choose an organization with which you are familiar or one in which you have an interest. Research and analyze the organization’s human resource management programs, policies, procedures, or initiatives. Evaluate their effectiveness and select a program, policy, procedure or initiative which you believe needs to be changed.
Write a one-page paper in which you:
1. Assess the current human resource programs, policies, procedures, or initiatives in terms of effectiveness. 2. Hypothesize the changes that require improvement.
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
The specific course learning outcome associated with this assignment is:
Hypothesize which of an organization’s human resource management programs, policies, procedures, or initiatives require improvement.
Scoring Guide
Asse ss the curre nt human re source programs, policie s, proce dure s, or initiativ e s in te rms of e ffe ctiv e ne ss. 45 %
Unacceptable
Did not assess the current human resource programs, policies, procedures, or initiatives in terms of effectiveness.
Needs Improvement
Partially assessed the current Human Resource programs, policies, procedures, or initiatives in terms of effectiveness.
Competent
Satisfactorily assessed the current Human Resource programs, policies, procedures, or initiatives in terms of effectiveness.
Exemplary
Thoroughly assessed the current Human Resource programs, policies, procedures, or initiatives in terms of effectiveness.
Hypothe size the change s that re quire improv e me nt. 45 %
Unacceptable
Did not hypothesize the changes that require improvement.
Needs Improvement
Partially hypothesized the changes that require improvement.
Competent
Satisfactorily hypothesized the changes that require improvement.
Exemplary
Thoroughly hypothesized the changes that require improvement.
Clarity, writing me chanics, and formatting re quire me nts. 10 %
Unacceptable
More than 6 errors present.
Needs Improvement
5–6 errors present.
Competent
3–4 errors present.
Exemplary
0–2 errors present.
w04a1 - Diagnosing Change
Summary
Click the link to access this assignment.
Text
Watch the Diagnosing Change video for help getting started on your assignment.
Introduction
Using the organization that your professor has approved, synthesize the organization’s readiness for change. Evaluate whether or not to implement your new program, policy, practice, or procedure. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a 5–7-minute dynamic video on the topics detailed below. Alternatively, you may submit a 4–6- page paper instead of the video submission.
Instructions
Prepare and present a video that is a maximum of 5–7-minutes or write a 4–6-page paper in which you:
1. Describe the company in terms of industry, size, number of employees, and history. 2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed. 3. Formulate three valid reasons for the proposed change based on current change management theories. 4. Appraise the diagnostic tools that you can use to determine an organization’s readiness for change. Propose two diagnostic
tools that you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
5. Using one of the diagnostic tools you selected, assess the organization’s readiness for change: Provide results of the diagnostic analysis. Explain the results.
6. Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.
If you choose to submit a video presentation, please also submit a one-page summary of your presentation.
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
The specific course learning outcome associated with this assignment is:
Evaluate an organization’s readiness for change using an appropriate diagnostic tool and citing current change management theories.
Video Uploading
If you are using a tablet or smartphone, you will need to email the video file to yourself, then save it to a computer in order to upload it to Blackboard. You may want to upload your video to a file-sharing service, such as Dropbox if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app. Once you are ready to upload your video to Blackboard, view the "Student Video Assignment Submission" tutorial in the Creating a Presentation for Your Course playlist. Please use the following naming convention in the pop-up window for your video once it is finished uploading:
Title: Your First Name, Your Last Name – Managing Organizational Change. Tags: HRM560, Organizational Change. Description: First Name, Last Name – HRM560 Assignment 2 (Date Uploaded ex. 11-14-2014).
Scoring Guide
De scribe the company in te rms of industry, size , numbe r of e mploye e s, and history. 15 %
Unacceptable
Did not describe the company in terms of industry, size, number of employees, and history.
Needs Improvement
Partially described the company in terms of industry, size, number of employees, and history.
Competent
Satisfactorily described the company in terms of industry, size, number of employees, and history.
Exemplary
Thoroughly described the company in terms of industry, size, number of employees, and history.
Analyze in de tail the curre nt HR practice , policy, proce ss, or proce dure that you be lie v e should be change d. 15 %
Unacceptable
Did not submit detailed analysis of the current HR practice, policy, process, or procedure that you believe should be changed.
Needs Improvement
Partially analyzed in detail the current HR practice, policy, process, or procedure that you believe should be changed.
Competent
Satisfactorily analyzed in detail the current HR practice, policy, process, or procedure that you believe should be changed.
Exemplary
Thoroughly analyzed in detail the current HR practice, policy, process, or procedure that you believe should be changed.
Formulate thre e v alid re asons for the propose d change base d on curre nt change manage me nt the orie s. 15 %
Unacceptable
Did not formulate three valid reasons for the proposed change based on current change management theories.
Needs Improvement
Partially formulated three valid reasons for the proposed change based on current change management theories.
Competent
Satisfactorily formulated three valid reasons for the proposed change based on current change management theories.
Exemplary
Thoroughly formulated three valid reasons for the proposed change based on current change management theories.
Appraise the diagnostic tools that you can use to de te rmine an organization’s re adine ss for change . Propose two diagnostic tools which you can utilize to de te rmine if the organization is re ady for change . De fe nd why you be lie v e the diagnostic tools se le cte d are the be st choice for diagnosing change in the organization. 15 %
Unacceptable
Did not submit appraisal of the diagnostic tools that you can use to determine an organization’s readiness for change. Did not propose two diagnostic tools which you can utilize to determine if the organization is ready for change. Did not defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
Needs Improvement
Partially appraised the diagnostic tools that you can use to determine an organization’s readiness for change. Partially proposed two diagnostic tools which you can utilize to determine if the organization is ready for change. Partially defended why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
Competent
Satisfactorily appraised the diagnostic tools that you can use to determine an organization’s readiness for change. Satisfactorily proposed two diagnostic tools which you can utilize to determine if the organization is ready for change. Satisfactorily defended why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
Exemplary
Thoroughly appraised the diagnostic tools that you can use to determine an organization’s readiness for change. Thoroughly proposed two diagnostic tools which you can utilize to determine if the organization is ready for change. Thoroughly defended why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
Using one of the diagnostic tools you se le cte d, asse ss the organization’s re adine ss for change . Prov ide and e xplain the re sults of the diagnostic analysis. 15 %
Unacceptable Needs Improvement Competent Exemplary
Did not submit assessment of the organization’s readiness for change, using one of the diagnostic tools you selected. Did not provide results of the diagnostic analysis.
Partially assessed the organization’s readiness for change, using one of the diagnostic tools you selected. Partially provided results of the diagnostic analysis.
Satisfactorily assessed the organization’s readiness for change, using one of the diagnostic tools you selected. Satisfactorily provided results of the diagnostic analysis.
Thoroughly assessed the organization’s readiness for change, using one of the diagnostic tools you selected. Thoroughly provided results of the diagnostic analysis.
Inte rpre t whe the r or not the organization is re ady for change . Substantiate your conclusion by re fe re ncing curre nt change manage me nt the orie s. 15 %
Unacceptable
Did not submit interpretation of whether or not the organization is ready for change. Did not substantiate your conclusion by referencing current change management theories.
Needs Improvement
Partially interpreted whether or not the organization is ready for change. Partially substantiated your conclusion by referencing current change management theories.
Competent
Satisfactorily interpreted whether or not the organization is ready for change. Satisfactorily substantiated your conclusion by referencing current change management theories.
Exemplary
Thoroughly interpreted whether or not the organization is ready for change. Thoroughly substantiated your conclusion by referencing current change management theories.
Clarity or cohe re nce in pre se ntation and writing me chanics. 5 %
Unacceptable
More than 6 errors present. Information is confusing and fails to include reasons and evidence that logically support ideas.
Needs Improvement
5–6 errors present. Information is partially clear with minimal reasons and evidence that logically support ideas.
Competent
3–4 errors present. Information is mostly clear and generally supported with reasons and evidence that logically support ideas.
Exemplary
0–2 errors present. Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.
M e t formatting re quire me nts, including one page summary for pre se ntation option. 5 %
Unacceptable
Did not submit or incompletely met formatting requirements, including one- page summary for presentation option.
Needs Improvement
Partially met formatting requirements, including one- page summary for presentation option.
Competent
Satisfactorily met formatting requirements, including one- page summary for presentation option.
Exemplary
Thoroughly met formatting requirements, including one- page summary for presentation option.
w06a1 - Kotter Change Management Model
Summary
Click on the link to access this assignment.
Text
Watch the Kotter Change Management Model video for help getting started on this assignment.
Introduction
Using your approved company, apply Kotter’s eight steps of change management to an HR situation you have selected for change. You will address all eight of the Kotter steps, developing an action plan for each step. Use a tablet, smartphone, laptop, desktop, or
traditional video recorder to record a maximum of a 5–7-minute dynamic video on the topics detailed below. Alternatively, you may submit a 4–6-page paper instead of the video submission.
Instructions
Prepare and present a video that is a maximum of 5–7-minutes or write a 4–6-page paper in which you:
1. Ascertain how each of the steps applies to your specific organization. 2. Develop a strategy that illustrates how you would address each of the eight stages of change:
Establishing a sense of urgency. Creating a coalition. Developing vision and strategy. Communicating the vision. Empowering broad-based action. Generating short-term wins. Consolidating gains and producing more change. Anchoring new approaches into the culture.
3. Use at least four quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as academic resources.
If you choose to submit a video presentation, please also submit a one page summary of your presentation.
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
The specific course learning outcome associated with this assignment is:
Develop strategies for managing human resources changes based on a change management model.
Video Uploading
If you are using a tablet or smartphone you will need to email the video file to yourself, then save it to a computer in order to upload to Blackboard. You may want to upload your video to a file-sharing service, such as Dropbox if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app. Once you are ready to upload your video to Blackboard, view the "Student Video Assignment Submission" tutorial in the Creating a Presentation for Your Course playlist. Please use the following naming convention in the pop-up window for your video once it is finished uploading:
Title: Your First Name, Your Last Name – Managing Organizational Change. Tags: HRM560, Organizational Change. Description: First Name, Last Name – HRM560 Assignment 3 (Date Uploaded ex. 11-14-2014).
Scoring Guide
Asce rtain how e ach of the ste ps applie s to your spe cific organization. 5 %
Unacceptable
Did not ascertain how each of the steps applies to your specific organization.
Needs Improvement
Partially ascertained how each of the steps applies to your specific organization.
Competent
Satisfactorily ascertained how each of the steps applies to your specific organization.
Exemplary
Thoroughly ascertained how each of the steps applies to your specific organization.
De v e lop a strate gy that illustrate s how you would addre ss e ach of the e ight stage s of change : Establishing a se nse of urge ncy. 10 %
Unacceptable Needs Improvement Competent Exemplary
Did not develop a strategy that illustrates how you would address each of the eight stages of change: Establishing a sense of urgency.
Partially developed a strategy that illustrates how you would address each of the eight stages of change: Establishing a sense of urgency.
Satisfactorily developed a strategy that illustrates how you would address each of the eight stages of change: Establishing a sense of urgency.
Thoroughly developed a strategy that illustrates how you would address each of the eight stages of change: Establishing a sense of urgency.
De v e lop a strate gy that illustrate s how you would addre ss e ach of the e ight stage s of change : Cre ating a coalition. 10 %
Unacceptable
Did not develop a strategy that illustrates how you would address each of the eight stages of change: Creating a coalition.
Needs Improvement
Partially developed a strategy that illustrates how you would address each of the eight stages of change: Creating a coalition.
Competent
Satisfactorily developed a strategy that illustrates how you would address each of the eight stages of change: Creating a coalition.
Exemplary
Thoroughly developed a strategy that illustrates how you would address each of the eight stages of change: Creating a coalition.
De v e lop a strate gy that illustrate s how you would addre ss e ach of the e ight stage s of change : De v e loping v ision and strate gy. 10 %
Unacceptable
Did not develop a strategy that illustrates how you would address each of the eight stages of change: Developing vision and strategy.
Needs Improvement
Partially developed a strategy that illustrates how you would address each of the eight stages of change: Developing vision and strategy.
Competent
Satisfactorily developed a strategy that illustrates how you would address each of the eight stages of change: Developing vision and strategy.
Exemplary
Thoroughly developed a strategy that illustrates how you would address each of the eight stages of change: Developing vision and strategy.
De v e lop a strate gy that illustrate s how you would addre ss e ach of the e ight stage s of change : Communicating the v ision. 10 %
Unacceptable
Did not develop a strategy that illustrates how you would address each of the eight stages of change: Communicating the vision.
Needs Improvement
Partially developed a strategy that illustrates how you would address each of the eight stages of change: Communicating the vision.
Competent
Satisfactorily developed a strategy that illustrates how you would address each of the eight stages of change: Communicating the vision.
Exemplary
Thoroughly developed a strategy that illustrates how you would address each of the eight stages of change: Communicating the vision.
De v e lop a strate gy that illustrate s how you would addre ss e ach of the e ight stage s of change : Empowe ring broad- base d action. 10 %
Unacceptable
Did not submit a developed strategy that illustrates how you would address each of the eight stages of change: empowering broad-based action.
Needs Improvement
Partially developed a strategy that illustrates how you would address each of the eight stages of change: empowering broad-based action.
Competent
Satisfactorily developed a strategy that illustrates how you would address each of the eight stages of change: empowering broad-based action.
Exemplary
Thoroughly developed a strategy that illustrates how you would address each of the eight stages of change: empowering broad-based action.
De v e lop a strate gy that illustrate s how you would addre ss e ach of the e ight stage s of change : Ge ne rating short- te rm wins. 10 %
Unacceptable Needs Improvement Competent Exemplary
Did not submit a developed strategy that illustrates how you would address each of the eight stages of change: generating short- term wins.
Partially developed a strategy that illustrates how you would address each of the eight stages of change: generating short- term wins.
Satisfactorily developed a strategy that illustrates how you would address each of the eight stages of change: generating short- term wins.
Thoroughly developed a strategy that illustrates how you would address each of the eight stages of change: generating short- term wins.
De v e lop a strate gy that illustrate s how you would addre ss e ach of the e ight stage s of change : Consolidating gains and producing more change . 10 %
Unacceptable
Did not submit a developed strategy that illustrates how you would address each of the eight stages of change: consolidating gains and producing more change.
Needs Improvement
Partially developed a strategy that illustrates how you would address each of the eight stages of change: consolidating gains and producing more change.
Competent
Satisfactorily developed a strategy that illustrates how you would address each of the eight stages of change: consolidating gains and producing more change.
Exemplary
Thoroughly developed a strategy that illustrates how you would address each of the eight stages of change: consolidating gains and producing more change.
De v e lop a strate gy that illustrate s how you would addre ss e ach of the e ight stage s of change : Anchoring ne w approache s into the culture . 10 %
Unacceptable
Did not submit a developed strategy that illustrates how you would address each of the eight stages of change: anchoring new approaches into the culture.
Needs Improvement
Partially developed a strategy that illustrates how you would address each of the eight stages of change: anchoring new approaches into the culture.
Competent
Satisfactorily developed a strategy that illustrates how you would address each of the eight stages of change: anchoring new approaches into the culture.
Exemplary
Thoroughly developed a strategy that illustrates how you would address each of the eight stages of change: anchoring new approaches into the culture.
Four Re fe re nce s. 5 %
Unacceptable
No references provided.
Needs Improvement
Does not meet the required number of references; some or all references poor-quality choices.
Competent
Meets number of required references; all references high-quality choices.
Exemplary
Exceeds number of required references; all references high-quality choices.
Clarity or cohe re nce in pre se ntation and writing me chanics 5 %
Unacceptable
More than 6 errors present. Information is confusing and fails to include reasons and evidence that logically support ideas.
Needs Improvement
5–6 errors present. Information is partially clear with minimal reasons and evidence that logically support ideas.
Competent
3–4 errors present. Information is mostly clear and generally supported with reasons and evidence that logically support ideas.
Exemplary
0–2 errors present. Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.
M e t formatting re quire me nts, including one page summary for pre se ntation option. 5 %
Unacceptable
Did not meet formatting requirements, including one page summary for presentation option.
Needs Improvement
Partially met formatting requirements, including one page summary for presentation option.
Competent
Satisfactorily met formatting requirements, including one page summary for presentation option.
Exemplary
Thoroughly met formatting requirements, including one page summary for presentation option.
w08a1 - Resistance and Communication
Summary
Click the link to access the assignment.
Text
Watch the Resistance and Communication video for help getting started on this assignment.
Introduction
Using your selected organization, diagnose the organization’s level of resistance, and construct a solid communication plan. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a 5–7-minute dynamic video on the topics detailed below. Alternatively, you may submit a 4–6-page paper instead of the video submission.
Instructions
Prepare and present a video that is a maximum of 5–7-minutes or write a 4–6-page paper in which you:
1. Diagnose the reasons for resistance to change. 2. Interpret the potential causes of resistance in the organization. Identify and describe three potential causes of resistance to your
change plan. Identify and describe three potential sources of resistance to your change plan. 3. Create a plan for minimizing possible resistance to your change management plan. 4. Elaborate on the relationship between resistance to change and communication. 5. Evaluate three communication strategies. 6. Recommend one communication strategy that would be applicable to your organization. Diagnose why this communication
strategy is best for your organization. 7. Create a solid communication plan for your change initiative. 8. Use at least four quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as
academic resources.
If you choose to submit a video presentation, please also submit a one page summary of your presentation.
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.
The specific course learning outcome associated with this assignment is:
Create a communication plan for a change initiative that will minimize resistance to change.
Video Upload
If you are using a tablet or smartphone you will need to email the video file to yourself, then save it to a computer in order to upload to Blackboard. You may want to upload your video to a file-sharing service, such as Dropbox if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app.
Once you are ready to upload your video to Blackboard, view the "Student Video Assignment Submission" tutorial in the Creating a Presentation for Your Course playlist. Please use the following naming convention in the pop-up window for your video once it is finished uploading:
Title: Your First Name, Your Last Name – Managing Organizational Change. Tags: HRM560, Organizational Change. Description: First Name, Last Name – HRM560 Assignment 4 (Date Uploaded ex. 11-14-2014).
Scoring Guide
Diagnose the re asons for re sistance to change . 10 %
Unacceptable
Did not submit diagnosed reasons for resistance to change.
Needs Improvement
Partially diagnosed the reasons for resistance to change.
Competent
Satisfactorily diagnosed the reasons for resistance to change.
Exemplary
Thoroughly diagnosed the reasons for resistance to change.
Inte rpre t the pote ntial cause s of re sistance in the organization. Ide ntify and de scribe thre e pote ntial cause s of re sistance to your change plan. Ide ntify and de scribe thre e pote ntial source s of re sistance to your change plan. 15 %
Unacceptable
Did not submit interpretation of the potential causes of resistance in the organization. Did not submit identification and description of three potential causes of resistance to your change plan.
Needs Improvement
Partially interpreted the potential causes of resistance in the organization. Partially identified and described three potential causes of resistance to your change plan.
Competent
Satisfactorily interpreted the potential causes of resistance in the organization. Satisfactorily identified and described three potential causes of resistance to your change plan.
Exemplary
Thoroughly interpreted the potential causes of resistance in the organization. Thoroughly identified and described three potential causes of resistance to your change plan.
Cre ate a plan for minimizing possible re sistance to your change manage me nt plan. 15 %
Unacceptable
Did not submit creation of a plan for minimizing possible resistance to your change management plan.
Needs Improvement
Partially created a plan for minimizing possible resistance to your change management plan.
Competent
Satisfactorily created a plan for minimizing possible resistance to your change management plan.
Exemplary
Thoroughly created a plan for minimizing possible resistance to your change management plan.
Elaborate on the re lationship be twe e n re sistance to change and communication. 10 %
Unacceptable
Did not submit elaboration of the relationship between resistance to change and communication.
Needs Improvement
Partially elaborated on the relationship between resistance to change and communication.
Competent
Satisfactorily elaborated on the relationship between resistance to change and communication.
Exemplary
Thoroughly elaborated on the relationship between resistance to change and communication.
Ev aluate thre e communication strate gie s. 10 %
Unacceptable
Did not submit three evaluated communication strategies.
Needs Improvement
Partially evaluated three communication strategies.
Competent
Satisfactorily evaluated three communication strategies.
Exemplary
Thoroughly evaluated three communication strategies.
Re comme nd one communication strate gy that would be applicable to your organization. Diagnose why this communication strate gy is be st for your organization. 15 %
Unacceptable
Did not submit recommendation of one communication strategy that would be applicable to your organization. Did not submit diagnoses as to why this
Needs Improvement
Partially recommended one communication strategy that would be applicable to your organization. Partially diagnosed why this
Competent
Satisfactorily recommended one communication strategy that would be applicable to your organization. Satisfactorily diagnosed why
Exemplary
Thoroughly recommended one communication strategy that would be applicable to your organization. Thoroughly diagnosed why this
communication strategy is best for your organization.
communication strategy is best for your organization.
this communication strategy is best for your organization.
communication strategy is best for your organization.
Cre ate a solid communication plan for your change initiativ e . 10 %
Unacceptable
Did not submit a created solid communication plan for your change initiative.
Needs Improvement
Partially created a solid communication plan for your change initiative.
Competent
Satisfactorily created a solid communication plan for your change initiative.
Exemplary
Thoroughly created a solid communication plan for your change initiative.
Four Re fe re nce s. 5 %
Unacceptable
No references provided.
Needs Improvement
Does not meet the required number of references; some or all references poor-quality choices.
Competent
Meets number of required references; all references high-quality choices.
Exemplary
Exceeds number of required references; all references high-quality choices.
Clarity or cohe re nce in pre se ntation and writing me chanics 5 %
Unacceptable
More than 6 errors present. Information is confusing and fails to include reasons and evidence that logically support ideas.
Needs Improvement
5–6 errors present. Information is partially clear with minimal reasons and evidence that logically support ideas.
Competent
3–4 errors present. Information is mostly clear and generally supported with reasons and evidence that logically support ideas.
Exemplary
0–2 errors present. Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.
M e t formatting re quire me nts, including one page summary for pre se ntation option. 5 %
Unacceptable
Did not submit meet formatting requirements, including one page summary for presentation option.
Needs Improvement
Partially met formatting requirements, including one page summary for presentation option.
Competent
Satisfactorily met formatting requirements, including one page summary for presentation option.
Exemplary
Thoroughly met formatting requirements, including one page summary for presentation option
w10a1 - Change Management Plan
Summary
Click the link to access the assignment.
Text
Watch the Change Management Plan video for help getting started on this assignment.
Introduction
In this assignment, you will combine the previous four assignments into a proposal that you could present to the executive leadership and board members. You will argue the value of the change management plan to the overall success of the organization. Add to your previous submissions a plan for sustaining the change in the long run.
Instructions
Write a 6–10-page paper in which you:
Section I: Organization: Describe the organization and comment on the HR change that the organization should make. Utilize effective diagnostic tools to assess the organization's ability to change. Support assertions with theoretical evidence.
1. Describe the company in terms of industry, size, number of employees, and history. 2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed. 3. Formulate three valid reasons for the proposed change based on current change management theories. 4. Appraise the diagnostic tools that you can use to determine an organization’s readiness for change. Propose two diagnostic
tools which you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
5. Using one of the diagnostic tools you selected, assess the organization’s readiness for change. Provide results of the diagnostic analysis Explain the results
6. Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.
Section II: Kotter Change Plan: Utilizing the Kotter eight-step method of change, create a solid change management plan for the HR initiative you identified as requiring improvement.
1. Ascertain how each of the steps applies to your specific organization. 2. Develop a strategy that illustrates how you would address each of the eight stages of change:
Establishing a sense of urgency. Creating a coalition. Developing vision and strategy. Communicating the vision. Empowering broad-based action. Generating short-term wins. Consolidating gains and producing more change. Anchoring new approaches into the culture.
Section III: Resistance and Communication: Research methods of minimizing resistance to change and create a plan to address resistance within your change management initiative.
1. Diagnose the reasons for resistance to change. 2. Interpret the potential causes of resistance in the organization. Identify and describe three potential causes of resistance to your
change plan. Identify and describe three potential sources of resistance to your change plan. 3. Create a plan for minimizing possible resistance to your change management plan. 4. Elaborate on the relationship between resistance to change and communication. 5. Evaluate three communication strategies. 6. Recommend one communication strategy that would be applicable to your organization. Diagnose why this communication
strategy is best for your organization. 7. Create a solid communication plan for your change initiative.
Section IV: Sustaining Change: Research methods of sustaining change in organizations and create a plan for sustaining proposed change.
1. Recommend two strategies for sustaining change: Diagnose the two theories from a scholarly perspective Evaluate why the strategies selected are viable for the organization
Section V: Presentation: Create a visually appealing and informative presentation espousing the importance of the change management plan you developed.
1. Create a 10–15 slide PowerPoint presentation to submit to executive leadership and board members outlining and describing your recommended change. Include the following criteria:
Be creative in your design so that is appealing to others. Ensure that all of the major points of the plan are covered. Create bulleted speaking notes for your presentation to the shareholders in the Notes section of the PowerPoint.
Note: You may create or assume any fictitious names, data, or scenarios that have not been established in this assignment for a realistic flow of communication.
Use a professional technically written style to graphically convey the information. Create a video of yourself presenting the presentation to key stakeholders. Note: View the Creating a Presentation
for Your Course playlist for tutorials on creating and submitting video assignments
Section VI: References: Utilize good scholarly research skills and writing skills to develop a solid change plan and presentation.
1. Use at least 10 quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as academic resources
2. Write clearly and concisely about managing organizational change using proper writing mechanics.
The specific course learning outcome associated with this assignment is:
Create a proposal for a change management plan for an organization.
Scoring Guide
Re submit We e k 4 assignme nt with profe ssor fe e dback addre sse d. 5 %
Unacceptable
Did not resubmit Week 4 assignment with professor feedback addressed.
Needs Improvement
Partially resubmitted Week 4 assignment with professor feedback addressed.
Competent
Satisfactorily resubmitted Week 4 assignment with professor feedback addressed.
Exemplary
Thoroughly resubmitted Week 4 assignment with professor feedback addressed.
Re submit We e k 6 assignme nt with profe ssor fe e dback addre sse d. 5 %
Unacceptable
Did not resubmit Week 6 assignment with professor feedback addressed.
Needs Improvement
Partially resubmitted Week 6 assignment with professor feedback addressed.
Competent
Satisfactorily resubmitted Week 6 assignment with professor feedback addressed.
Exemplary
Thoroughly resubmitted Week 6 assignment with professor feedback addressed.
Re submit We e k 8 assignme nt with profe ssor fe e dback addre sse d. 5 %
Unacceptable
Did not resubmit Week 8 assignment with professor feedback addressed.
Needs Improvement
Partially resubmitted Week 8 assignment with professor feedback addressed.
Competent
Satisfactorily resubmitted Week 8 assignment with professor feedback addressed.
Exemplary
Thoroughly resubmitted Week 8 assignment with professor feedback addressed.
Re comme nd two strate gie s for sustaining change . Diagnose the two the orie s from a scholarly pe rspe ctiv e . 10 %
Unacceptable
Did not submit two recommended strategies for
Needs Improvement
Partially recommended two strategies for sustaining
Competent
Satisfactorily recommended two strategies for sustaining
Exemplary
Thoroughly recommended two strategies for sustaining
sustaining change. Did not submit diagnoses of the two theories from a scholarly perspective.
change. Partially diagnosed the two theories from a scholarly perspective.
change. Satisfactorily diagnosed the two theories from a scholarly perspective.
change. Thoroughly diagnosed the two theories from a scholarly perspective.
Re comme nd two strate gie s for sustaining change . Ev aluate why the strate gie s se le cte d are v iable for the organization. 10 %
Unacceptable
Did not submit two recommended strategies for sustaining change. Did not submit evaluation as to why the strategies selected are viable for the organization.
Needs Improvement
Partially recommended two strategies for sustaining change. Partially evaluated why the strategies selected are viable for the organization.
Competent
Satisfactorily recommended two strategies for sustaining change. Satisfactorily evaluated why the strategies selected are viable for the organization.
Exemplary
Thoroughly recommended two strategies for sustaining change. Thoroughly evaluated why the strategies selected are viable for the organization.
Cre ate a 10–15 slide Powe rPoint pre se ntation to submit to e xe cutiv e le ade rship and board me mbe rs outlining and de scribing your re comme nde d change . Be cre ativ e in your de sign so that it is appe aling to othe rs. 10 %
Unacceptable
Did not submit a 10–15 slide PowerPoint presentation to submit to executive leadership and board members outlining and describing your recommended change. Was not creative in design so that it is appealing to others.
Needs Improvement
Partially created a 10–15 slide PowerPoint presentation to submit to executive leadership and board members outlining and describing your recommended change. Was partially creative in design so that it is appealing to others.
Competent
Satisfactorily created a 10– 15 slide PowerPoint presentation to submit to executive leadership and board members outlining and describing your recommended change. Was satisfactorily creative in design so that it is appealing to others.
Exemplary
Thoroughly created a 10–15 slide PowerPoint presentation to submit to executive leadership and board members outlining and describing your recommended change. Was thoroughly creative in design so that it is appealing to others.
Ensure that all of the major points of the plan are cov e re d in your Powe rPoint pre se ntation. 10 %
Unacceptable
Did not submit or incompletely ensured that all of the major points of the plan are covered.
Needs Improvement
Partially ensured that all of the major points of the plan are covered.
Competent
Satisfactorily ensured that all of the major points of the plan are covered.
Exemplary
Thoroughly ensured that all of the major points of the plan are covered.
Cre ate d bulle te d spe aking note s for your pre se ntation to the share holde rs in the Note s se ction of the Powe rPoint. 10 %
Unacceptable
Did not submit bulleted speaking notes for your presentation to the shareholders in the Notes section of the PowerPoint.
Needs Improvement
Partially created bulleted speaking notes for your presentation to the shareholders in the Notes section of the PowerPoint.
Competent
Satisfactorily created bulleted speaking notes for your presentation to the shareholders in the Notes section of the PowerPoint.
Exemplary
Thoroughly created bulleted speaking notes for your presentation to the shareholders in the Notes section of the PowerPoint.
Use a profe ssional te chnically writte n style to graphically conv e y the information in your Powe rPoint pre se ntation. 10 %
Unacceptable Needs Improvement Competent Exemplary
© 2020 Strategic Education, Inc.
Did not submit a professional technically written style to graphically convey the information in your PowerPoint.
Partially used a professional technically written style to graphically convey the information in your PowerPoint.
Satisfactorily used a professional technically written style to graphically convey the information in your PowerPoint.
Thoroughly used a professional technically written style to graphically convey the information in your PowerPoint.
Cre ate a v ide o of yourse lf pre se nting the Powe rPoint pre se ntation to ke y stake holde rs. 10 %
Unacceptable
Did not submit a video of yourself presenting the PowerPoint presentation to key stakeholders.
Needs Improvement
Partially created a video of yourself presenting the PowerPoint presentation to key stakeholders.
Competent
Satisfactorily created a video of yourself presenting the PowerPoint presentation to key stakeholders.
Exemplary
Thoroughly created a video of yourself presenting the PowerPoint presentation to key stakeholders.
Te n re fe re nce s. 5 %
Unacceptable
No references provided.
Needs Improvement
Does not meet the required number of references; some or all references poor-quality choices.
Competent
Meets number of required references; all references high-quality choices.
Exemplary
Exceeds number of required references; all references high-quality choices.
Clarity, writing me chanics, and formatting re quire me nts. 10 %
Unacceptable
More than 6 errors present
Needs Improvement
5–6 errors present
Competent
3–4 errors present
Exemplary
0–2 errors present
