Hrm 587 Final Project
Change Analysis HRM587 Managing Organizational Change Professor Dr. Shon Miles
October 21, 2012
Content 1. Introduction 2. Assessment/Diagnosis 3. Analysis of the Change Strategy 4. Results/Outcomes 5. Evaluation of the Effort 6. References 7. Appendix
1. Introduction:
“Change can be happen without improving, but cannot be improved with out changing” These days it is becoming highly competitive environment and fast growing where all wants to be ahead and connected to the world. Since past 2 decades we have seen many inventions which created a mile stone and at the same time change our lifestyles in one way or other, which was possible because of the companies investing on R&D and consistence change in the organization.
All the companies are confronting fundamental change, like the advent of 3 or eg technology, which poses more challenge for mobile phone, networks, introducing of digital photography, which does the same for makers of cameras. Different types of websites providing cheap airline tickets, which changed the life of dealers.
Now-a-days change is mandatory for each and every sector in the world, as the change is happening too fast as there is a increase of globalization and technological updates which is making it much faster than any thing. All the organizations are trying hard to change their pace as we can see that technological changes have not only affected the organization but also each individual because of its global reach, and the availability of the information is too much than it was before. All the firms are downsizing themselves and societies are becoming decentralized.
Change management has become one of the major components which helps in managing the work, strategy, organization, people and culture of the organization. Change is important so as to keep an organization more competitive to face the changing demographics and
October 21, 2012
Content 1. Introduction 2. Assessment/Diagnosis 3. Analysis of the Change Strategy 4. Results/Outcomes 5. Evaluation of the Effort 6. References 7. Appendix
1. Introduction:
“Change can be happen without improving, but cannot be improved with out changing” These days it is becoming highly competitive environment and fast growing where all wants to be ahead and connected to the world. Since past 2 decades we have seen many inventions which created a mile stone and at the same time change our lifestyles in one way or other, which was possible because of the companies investing on R&D and consistence change in the organization.
All the companies are confronting fundamental change, like the advent of 3 or eg technology, which poses more challenge for mobile phone, networks, introducing of digital photography, which does the same for makers of cameras. Different types of websites providing cheap airline tickets, which changed the life of dealers.
Now-a-days change is mandatory for each and every sector in the world, as the change is happening too fast as there is a increase of globalization and technological updates which is making it much faster than any thing. All the organizations are trying hard to change their pace as we can see that technological changes have not only affected the organization but also each individual because of its global reach, and the availability of the information is too much than it was before. All the firms are downsizing themselves and societies are becoming decentralized.
Change management has become one of the major components which helps in managing the work, strategy, organization, people and culture of the organization. Change is important so as to keep an organization more competitive to face the changing demographics and
References: Burke, W. W,. Lake, D.G., & Paine, J. (2009). Organization change: A comprehensive reader. San Franciso: Jossey-Bass. Fullan, M Ford, J., Ford, L., &D’Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review, 33(2), 362-377. Harrison, Don. Are You Ready to Be a Change Sponsor?.Industrial Management, 00198471, Jul/Aug99, Vol. 41 Issue 4. Kotter, J.P. (1998). Leading change. Boston: Havard Business School Press. Nutt, Paul Kotter, J.P. (1998). Winning at change. Leader to Leader, no.10 (Fall). Martincic, Romana January 7, 2011. Paton, R., and McCalman, J Robison, Jennifer. Overcoming the Fear of Change. Gallup Management Journal Online, Van de Ven, Andrew and Sun Kangyong. (2003). Breakdowns in Implementing Models of Organization Change.Academy of Mangement Perspectives. Andrew Frye, I. H. (2010, July 2010). Aon Drops After $4.9 Billion Agreement to Buy Hewitt. Retrieved February 16, 2011, from BusinessWeek: http://www.businessweek.com/news/2010-07-12/aon-drops-after-4-9-billion-agreement-to-buy-hewitt.html Bachochin, R Change-Management-Coach.com. (2008-2011). Kurt Lewin Change Management Model. Retrieved February 8, 2011, from Change-Management-Coach: http://www.change-management-coach.com/kurt_lewin.html Eric B Glade, D. (2006, November 28). How Did They Get Here- Hewitt Associates. Retrieved February 8, 2011, from Systematic HR: http://systematichr.com/?p=631 Weick, K (IBISWorld, 2011) Hewitt Associates Lewin’s Change Model (Ian Palmer, 2009) Kotter and Schlesinger - Six Change Approaches