Please provide the pros 2 and cons 2 for each

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5) Please define and describe the approaches available in implementing your action plan as part of your change agenda. Please provide the pros (2) and cons (2) for each approach. Readiness-driven change: determined by commitment and capability. Prepare your priority targets for change by creating a sense of urgency Develop skills and commitment to the required changes Move logically through the structural or process changes designed to change behaviour Aligned with anticipatory change Cons: Can get bogged down in well-intended, but diffuse and ineffective actions
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Sequence of activities that sound and look good but may have little impact on the bottom line Pros: Ability to increase capability and commitment as a part of the change Creates more change agents Results-driven change: a set of precise and measurable results is specified, and people are made responsible for producing them. Develops other organizational and readiness changes as necessary in a process that works primarily to support results. Aligned with crisis change. Cons: Forcing change and higher performance standards on people who are not ready for it May have more defensive resistors Pros: Keeps attention focused on the bottom line Immediate behaviour change 6) Define and describe all the groups’ classifications that can be used to assess “priority targets for action”. What factors should be considered in prioritizing these priority targets. 1) Change agents Believe changes are necessary and have the skills and capabilities to help bring about the change Competent and committed and strongly support Smallest group of managers. In anticipatory change, they lack commitment, and in crisis, they lack capabilities 2) Change agents in waiting Like the changes, but don’t have the skills to help implement it With time and training, they will develop the needed skills, but this depends on how much time you have 3) Bystanders Prefer to wait and see how the change process fares before they commit Skeptical, or think risk is too high Requires convincing, and maybe training to get them on board 4) Defensive resistors Opposed to the change initiative, because they lack the capabilities to play a major role, and thus feel threatened Should pay attention to these individuals early on, rather than later 5) Proactive resistors Competent managers who disagree with the change initiative (either not required at all, or not the right choice) Are worth listening to as they maybe correct Important part of the change action plan: Need to identify those people to start targeting that either need behavior change, or will be promote your change agenda This classification helps to categorize people by how likely they will be committed to changes Then you can focus on which group to target first (the urgency play a role in determining this) Eg: anticipatory change, start with change agents Helps to set your guidelines to implement your change agenda PART D 1) Please compare and contrast the article “Strategy & Society” by Porter & Kramer with the “The social responsibility of business is to increase its profits” article by M. Friedman within the context of CSR. Identify if the two articles can be
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