week 4 LO

Running head: WEEK 3 MANAGEMENT 1

WEEK 3 MANAGEMENT 8

WEEK 3 MANAGEMENT

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Designing intervention

1. Describe the interventions presented in the text.

Looking at the text, there are different interventions that have been specifically been discussed, these interventions include the techno- structural interventions, in this the text looks at the structures and the technologies that are said to support the effectiveness of a system that one has. The second intervention is the human process intervention, this simply consists of all the process and the personnel that an organization has and uses in the process of meeting its goals. The third intervention is the strategic change, this basically brings together the external and internal factors that help in the process of managing the conditions that are considered to be constantly changing (p. 1). The last intervention that has been discussed in the text is the human resource management, this is specifically used in the process of motivating the employees that are there in an organization.

2. Discuss how contingencies do related to the change situation affect the design of effectiveness organization development (OD) interventions

An organization’s intervention design is usually said to be affected by the differences that do exist between the employees that are there in an organization, different organization factors e.g. the management styles used and how the organization proposes and implements change (P. 7). These factors are therefore very essential and they should always be considered for the organization to get designing interventions that are considered to be positive.

3. Discuss how contingencies related to the target of change affect the design of effective

OD interventions.

Changes in portions of the organization depending on the problem to be handled and organization system levels employed to handle issues are examples of contingencies connected to the target that impact the organization's involvement in the process of choosing the issues that are there (P. 8)

Ch. 8 Managing change

1. Understand the five key elements of successful change management.

As illustrated in page two of chapter 8, the five key elements that are considered to be important for one implement successfully change and manage the same include.

I. Creation change- this is basically the aspect of having a clear vision of what the change is.

II. Motivating change – this is the process of coming up with ways that will help in making the organization to be ready and at the same time reducing friction.

III. Managing transition – in this case, the changing structures are basically managed and planned closely.

IV. Sustaining momentum – in this case, the organization has the responsibility to ensure that it does provide the support system that is required for the change to be implemented, the required resources should also be provided at all time.

V. Development of political support – in this case, the key stakeholders should be identified and convincing them to accept the change, it is also important in this element to know the people who have the power to influence change.

2. Explore the processes of change associated with each element.

For the change to be completely executed, each of these pieces must go through the process of change for the present state, transition state, and desired result. The present process is connected to the future in this scenario, and targets are defined to achieve future goals.

Chapter 9: Evaluating and Institutionalizing Organization Development Interventions

1. Illustrate the research design and measurement issues associated with evaluating organization development (OD) interventions.

Implementation and feedback assessment are two of the most important aspects in evaluating OD treatments (p. 2). Individual feedback differs, and it is also examined in a variety of ways, making it difficult to apply as planned. The second problem is a measure that has two types of difficulties: picking relevant variables and having a decent design for assessing them. Finally, there is the research design, which includes the evaluation problems.

2. Explain the key elements in the process of institutionalizing OD interventions.

The process of institutionalization can be simply be referred in other words as the process of changing the organization development interventions. These elements therefore include:

I. Organization characteristics – these are important as they help in giving the different dimensions that do affect the change intervention (P. 16).

II. Institutionalization framework – this shows the extent to which the change that is proposed will have an effect on the organization as a whole (p. 15).

III. The institutionalization process is used to show how institutionalization process affects OD interventions (p. 18).

IV. Intervention characteristics – this helps in the process of giving the features of OD and how the same will have an impact on the whole institutionalization process (P.17)

V. Institutionalization indicators – this is basically the extent to which the change has been persisted in the organization (P. 21)

Part 2

Discuss the activities necessary for Sustaining Momentum when Managing Change

There are different activities that are supposed to be carried out in the process of ensuring that momentum is sustained while managing change, some of these activities include:

I. Change resources provision – both human and financial resource are very important and are required for the organization to continue with the change process (P. 23)

II. Developing competencies and skills required for the change – for change to be effective, there is the need to ensure that new competencies and skills are taught that will help in engaging effectively with the change that is presented.

III. Asking for new behaviors - behaviors for change implementation have to be reinforced for people to continue with the behavior towards change (pg. 23).

IV. Staying on the line of change – in order to maintain change, the same has to be implemented fully and the actions should be articulated consistently (P. 22)

V. Having a change support system in place - the support system guarantees that members have the emotional and physical assistance they need to go through a good transition process (page. 22).

Homework Part 3: Application Analysis

Application 8.4- Transition Management in the HP – Compaq Acquisition – List and briefly describe each of the techniques used to reinforce change in this organization.

Motivating change – this basically include in it the initiatives aimed at preparing the organization to embrace and express change. To get workers physically and mentally committed to the change process, a suitable atmosphere for accepting change must be developed (p. 3). As a consequence, the why and what questions are well-answered, assisting in the reinforcement of change.

Finding ways to overcome resistance - Because change is associated with a great deal of opposition from employees, overcoming resistance aids in sustaining change (p. 5). It assists in removing ambiguity about change and obtaining the advantages of change implementation.

Creating a political support towards change – workers will always have a feeling of comfort when the system that is in place does back them up in the efforts that are there in the process of bringing up the change that is needed. Political power is used in a good way to acquire access and provide a foundation for persuading decision-makers and workers to communicate the desired change (p. 10).

If the above techniques are followed to the latter then an organization can easily implement and manage change in an organization until it has been fully developed.

References

Chapter 7

Chapter 8

Chapter 9