Week_5_Assignment_Lecture - Week 5: Implementing Change in...

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Week 5: Implementing Change in the Organization (Sep 25 - Oct 02) Welcome to Week 5! Each of us will understand a change from both an emotional and rational perspective. This week, we will  look into the more rational director, navigator, and contingency approaches to change. We will review  creating a vision for the change project and the impact that vision has on employee commitment to the  change. It's good to have a plan for change and to think about our fundamental philosophy about how to  drive change. However, without a vision of where we are going with the change project, employees will not  know where they are supposed to go. Change can be thought about from the perspective current state (where we are now), future state (where  we want to go), and the transition state (the project steps that will get us there. The vision for change has  to pull in all aspects of the change project. Certainly, we need to know what the new state should look like  once we get there. An unclear vision will mean a certain and often expensive death for the change  project. Writing a vision statement for the project is a skill and it requires the change agent to get input  from a variety of sources to ensure that the message is clear. The images of change that we will investigate this week continue the discussion from previous chapters of  the text. Most likely, one of the most contemporary and useful models for change comes from John Kotter.  His Eight-Step Model is at a rather high level. However, that provides the change agent with plenty of  space to drill in deeper and address the more specific needs of the change project.  Week 5: Implementing Change in the Organization - Objectives Print This Page D Given the various dimensions of corporate transformation, discuss how organizations can position  their change effort so that there is proper alignment of strategy and culture. Key Concepts: Explain the director and navigator images of change management. Determine the best time to use the contingency approach to change. Analyze the Kotter Eight-Step approach to change and determine how it can be used at a more detailed level. Evaluate the differences between organizational development and change management. G Given that developing a vision for change and communicating that vision is a critical part of the  change process, analyze key elements of vision development and communication strategy. Key Concepts:
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This note was uploaded on 10/17/2011 for the course HR587ON E taught by Professor Faggoine during the Fall '11 term at Keller Graduate School of Management.

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Week_5_Assignment_Lecture - Week 5: Implementing Change in...

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