8 Step Change Modelbridges Identify A Number Of C

Weighting: 40%

Length and/or format: Individual report 2000 words

(SIMPLE AND WELL STRUCTURED)

Purpose:

Bringing about real change in an organisation requires careful planning and implementation. People need to understand what is going to happen in the change process so that they can “buy into” the changes.

Without a plan, nothing concrete will happen, and the change program will fail.

In Assessment 2, you identified a number of change problems or gaps which needed to be addressed for your case organisation to be successful. In this assessment, you are required to develop a change plan which addresses one of the organisational problems you identified for the case study organisation you were allocated in assessment 2. ( I have attached my assessment 2, and the case study it links to)

Your plan should consider the various issues and potential barriers that you (as a change manager) would face when planning and implementing your proposed change/s. importantly, your change intervention strategies should acknowledge the factors which are critical for successful implementation.

You are expected to use a change model to frame your plan. Here are some models you may consider

Kotter’s 8 Step Change Model
Bridges Transitions Model
Bolman and Deal 4 frames model
Appreciative Enquiry (The Positive Model)

How to go about this will be discussed in more detail during the semester However, here are some questions that you can use to inform your thinking as you develop your change plan.

Problem/Gap

What is the context for the change?
Specifically, what problem needs to be resolved
What are the implications of not resolving the problem

Change Model

What model did you select? What are its key elements?
Why did you choose a particular change model?
What are the implications of using this model for your change process?

Change Interventions

Identify change elements such as structures, processes, resources, timeframes, and performance measures
What type of change is planned and what are the key elements in your change plan (e.g. specific work groups, technology, structure, downsizing, culture, and learning and development)?
What support structures are needed (e.g. change champions and trained users who can support staff in the workplace)?
How do the interventions you chose fit within the steps of the change model?
How will you evaluate the success of your interventions?

Action Plan

Develop an action (implementation) plan for implementing the change and covering elements such as communication, training, systems, resources, performance measures and timeframes.
Consider also what activities will be needed to reinforce the changes, e.g. promoting any ‘wins’ and benefits provided by the change.

Ethical, social and sustainability issues/impacts

Identify any ethical dilemmas.
How does the change contribute to the profitability and longevity of the organisation?
Are there environmental issues that need to be addressed as a result of the change implementation?
How does the change process incorporate the dignity of work and the common good?

Stakeholder Analysis

Identify the key stakeholders and their needs, e.g. management, unions, staff, and other work units.
What gains and losses apply to each of the key stakeholders/groups as part of the change process and how might they respond?
Analyse their expected resistance to the change (who, when, why, how, etc.)

Format of the Plan

Executive Summary (200 words)

Overview and restate problem/gap (200 words)

Introduce change model and discuss interventions designed to resolve problem/gap (750 words) Action Plan in tabular or diagrammatic form (maximum 1 page)

Ethical, social and sustainability issues/impacts associated with the implementation of the plan (300 words)

Outline how stakeholders will be managed (300 words) Metrics (300 words)

Conclusion (250 words) Appendices (optional)

Reference List

MARKS FOR HD MUST BE

Understanding of change model (5 marks)

-Evidence of substantial research having been undertaken.

-Demonstrates an in- depth understanding of the change model and concisely and coherently summarises the model highlighting key points

Application of change model to case organisation (5 marks)

Presents a very well- focused summary of several of the issues/problems in the case organisation demonstrating a sophisticated understanding of the issues/problems.

Analysis focused on strategic issues and shows very good understanding of the impact of problems at that level

Supports diagnosis and opinions with strong arguments and evidence.

Design and planning of change intervention strategies (15 marks)

Design of interventions shows creativity and innovation in thinking and is strongly focused on resolving change issues/problems identified in the case organisation.

Strategy design clearly supported by evidence and is strongly linked to the change model.

The action plan in total is achievable for the case organisation to implement.

Action plan flows from intervention strategies. Demonstrates a sophisticated understanding of the consequences for the case organisation in implementing proposed action plan.

Well thought out and realistic suite of evaluation measures included.

Managing stakeholders (10 marks)

Sophisticated analysis on the impact of the change process on the environment and on people.

Clearly and accurately describes the unique perspectives of multiple key stakeholders in the case.

Demonstrates insightful analysis of strategic tensions or conflicts of interest between the stakeholders.

Very well-tailored strategies for managing different stakeholders.

Written Communication (5 Marks)

Consistently uses Harvard referencing style. No uncited sources.

Uses language that clearly conveys meaning to readers and contains no errors in grammar, paragraphing or spelling. Shows outstanding organisation, content and presentation required for a summary for a client report

Ideas flow very clearly from section to section and are well sequenced