Vision 1 2 3 University Of Phoenix Applying Kotte
consider a past or current professional experience where a culture change was needed.
Using the Organizational Change Chart, outline information about the experience and organization following Kotter’s 8-Step to Change Model as a guiding line.
Kotter’s 8-Step Change Model
- Step One: Create Urgency.
- Step Two: Form a Powerful Coalition.
- Step Three: Create a Vision for Change.
- Step Four: Communicate the Vision.
- Step Five: Remove Obstacles.
- Step Six: Create Short-Term Wins.
- Step Seven: Build on the Change.
- Step Eight: Anchor the Changes in Corporate Culture.
| Organizational Change Chart | ||||||||
| Select one for each category | Notes (suggested action for improvement) | |||||||
| Vision: (Write the Vision of the organization. Rate the employee knowledge of the organizational Vision [1 – no knowledge, 5 – know it well].) | 1 | 2 | 3 | 4 | 5 | |||
| Mission: (Write the mission of the organization. Rate the employee knowledge of the organizational Mission [1 – no knowledge, 5 – know it well].) | 1 | 2 | 3 | 4 | 5 | |||
| Purpose: (Write the purposeof the organization. Rate the employee knowledge of the organizational Purpose [1 – no knowledge, 5 – know it well].) | 1 | 2 | 3 | 4 | 5 | |||
| Values: (List the values of the organization. Rate the employee knowledge of the organizational Values [1 – no knowledge, 5 – know it well].) | 1 | 2 | 3 | 4 | 5 | |||
| Diversity: (List the types of the diversity observed in the organization. Rate the overall diversity of the organization [ 1- no diverse at all, 5 – highly diverse].) | 1 | 2 | 3 | 4 | 5 | |||
| Inclusion: (Rate the overall involvement of the diverse groups in all the decision making and process for change [ 1- no involvement at all, 5 – highly involved]) | 1 | 2 | 3 | 4 | 5 | |||
| Goal: (write the goal set for organizational change. Rate the overall goal acomplishment [ 1 failed to meet the goal, 5 – sucesfully met the goal] ) | 1 | 2 | 3 | 4 | 5 | |||
| Strategy: (list the strategies followed to implement the organizational change. Rate the overall effectiveness of these strategies [ 1 – very poor strategies, 5 very successful strategies] ) | 1 | 2 | 3 | 4 | 5 | |||
| Communication: (list the communication means used in the organization to communicate organization change and change progress. Rate the overall communication effectiveness in the organization [ 1 – very poor communication, 5 very successful communication] ) | 1 | 2 | 3 | 4 | 5 | |||
| Considering the above goal for organizational change and the existing organizational culture, rate Kotter’s 8-Steps to Change, on a scale of 1 (did not observe) to 5 (highley observed) during the implemented procces |
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| Kotter’s 8-Steps to Change | Select one for each Step | Notes (suggested action for improving the process) | ||||||
| 1 | Step One | Create Urgency | 1 | 2 | 3 | 4 | 5 | |
| 2 | Step Two | Form a Powerful Coalition | 1 | 2 | 3 | 4 | 5 | |
| 3 | Step Three | Create a Vision for Change | 1 | 2 | 3 | 4 | 5 | |
| 4 | Step Four | Communicate the Vision | 1 | 2 | 3 | 4 | 5 | |
| 5 | Step Five | Remove Obstacles | 1 | 2 | 3 | 4 | 5 | |
| 6 | Step Six | Create Short-Term Wins | 1 | 2 | 3 | 4 | 5 | |
| 7 | Step Seven | Build on the Change | 1 | 2 | 3 | 4 | 5 | |
| 8 | Step Eight | Anchor the Changes in Corporate in Corporate Culture | 1 | 2 | 3 | 4 | 5 | |