A‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍ssessment Two: 2000 Word Essay The first 1500 words of your

A‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍ssessment Two: 2000 Word Essay The first 1500 words of your essay should explore what drives organizational change and how HR can positively impact the success rate of a change initiative. For the final 500 words of your essay, you should reflect on how this module has shaped and possibly changed your view on what effective leadership looks like. Consider: Providing rich examples of companies that have experienced successful and unsuccessful change. Understand the complexities that change produces from those fearing for their careers to the difficulty in changing organisational entities which consist of many different parts. Show an understanding of various perspectives on Change such as Kotler, Lewin, Bernard Burnes (Emergent Change) How change comes from within and/or externally – which force is dominant in the current environment. How change and culture interlink. Edgar Schein has produced a lot of work on this subject. Resistance to change – the motivations of those people – how to overcome this. Remember, the final 500 words is about the entire module – not just Change Management. 1. I am using theorists to help construct my arguments. 2. I am looking at multiple perspectives with respect to change management. 3. I know how to reference and use citations in a correct way that does not include copying word for word in my citations. 4. I understand the way in which I can contribute to the assignment by selecting and evaluating specific arguments I have chosen. 5. I understand Organisational Change, why organisations must change, and in what ways change could be successful or not. 6. I have researched academic journals on the subject which I will use for citations. 7. I have completed a number of reflections throughout the module and feel comfortable using these for the final part of the assignment. Lego The Lego case study (Links to an external site.) could provide a good example to consider the assignment question of what drives organisational change. Your role in the case study activity is to consider the HR element in the process through Kotter’s change process. Kotter’s 8 steps may be useful tool for designing a structure. Did Lego undergo a culture change with the new CEO? Perhaps a shift from one dominant subculture to the appointment of someone from a finance/management consultant background to ensure a lean profit producing business. How does the role of Schein and culture theory fit within Lego and the change management process? Comparative Perspective Comparing it to other companies to provide a contrast – show critical reasoning of how approaches work in a different way or perhaps don’t work at all. To consider different companies to show importance of change and to show success in changing business model. To consider different companies as role models in the way they approach change. Show linkages between Change management, the HR function and strategy and operations. In the case of Lego, these are highly connected. Show differences in approach between planned and emergent change. Recommendations Use a case study to help you focus your arguments to make richer & deeper connections between theory and reality; Look at the example assignments in ‘Articles and Case Studies’ to get a feeling of good practice (Consider marking these) It can be difficult to find exact information on HR approaches during Change Management, companies do not publish this kind of information, however we can learn a lot about the actions and strategies in an organisation. Ensure to consider multiple perspectives and not stick only with one theorist – unless there is an excellent reason to do so . you can provide a strong rationale as to why this theorist should be used – however this will require discussing other ideas to provide a justification. Meet the Boss – Interview with Lego CEO The Man who Rescued Lego (Links to an external site.) Attaining Higher Grade Boundaries Make sure you also reference organisational culture as this goes well together with Change Management. Addressing Organisational Culture will help you to attain higher grades. Any Change Management process will be closely related to Culture – any resistance to change will also have a strong link to organisational culture. Writing Guide You have limited number of words in the assignment, consider using tables to integrate models into the assignment without the word count. Look at the example assignments such as this one to understand how you can do this: Local Charity – S‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍tudent Assignment Example Also ensure you read the journal articles from Bernard Burnes as well as the Pollack resource on Kotter. Citing these resources will lead to higher marks. Basic Structure 1500 words (150 words) Brief introduction which introduces the question and explains how you will answer it . by using which theories and company examples. 2. Sources of Change (300 words) The internal and external factors which produce change; In what way does change come from outside (PEST) or within (Culture, Diversification, Process, Performance) Focus on an example . Lego. 2. Apply and Evaluate models of change management (600 words) Compare emergent to planned change approaches in the context of the your organisational example. . apply Kotter’s model to Lego and discuss to what extent the change fits a planned or emergent change perspective. Comparative perspective – bring in other companies to show comparison . technology companies which are more aligned to an emergent change perspective. You can use Kotter’s 8 Step Model to help with the structure here. Models may be selected in relation to appropriateness for type of change and situation, complexity of change and organisation (Lewin, 1947, Three Step Change Management Model (Freeze-Change-Refreeze); Kotter, 1996, 8 Steps model; Emergent Change approaches (Bernard Burnes) How will these models inform HR’s approach to change management? and Recommendations. (300 words) Focus on answering the question here. What can HR do to achieve a successful change process. Use the headings below under additional themes – these will give you some ideas as to what could be included here. 4. Conclusion (150 words) Sum up your main arguments. Additional Themes: Analyse the role of leadership in gaining the commitment of others to change Role of leadership may include but is not limited to leadership styles, Situational Leadership (Hersey and Blanchard, 1977), timescales, negotiating and influencing skills, Emotional Intelligence (Goleman, 1998), collaborative working techniques, resilience and accountability, openness, positive and adaptable, open to feedback. What kind of leaders should HR seek to recruit and develop? Specify reasons for engaging with stakeholders throughout the change management process Stakeholders may include but are not limited to internal: team members, line managers, senior managers, board members; external: customers, pressure groups, government agencies; connected: suppliers, partners, contractors. How should HR communicate during the change management process (refer back to the models) Examine tools for implementing and monitoring change Tools may include but are not limited to roadmaps, flowcharts, cultural mapping, process maps, readiness assessments, Gantt charts, communication and project plans, IT applications such as Asana, performance management to ensure reward for adopting new behaviours. How can HR play a role throughout the change process to ensure progress (refer to the models) Recommend approaches to overcome risks and barriers to change Risks and barriers may include but are not limited to organisational (splinter groups, logistical barrier . remote working, shift work, rising costs, changing priorities, delay tactics); (hostility, sense of loss, resistance to change, depression, refusal to engage). What can HR do to disconfirm the status quo and reduce the resistance to organisational change? Assess practical methods to support individuals throughout the change management process Practical methods of providing support refers to supporting people through coaching and mentoring and may include learning and development, supervision, one-to-one meetings, team meetings, workshops, setting an example, use of specialist advice and support Analyse methods for monitoring and measuring the impact of planned change Methods may include but are not limited to periodic reporting, surveys and questionnaires, interviews, benchmarking activities, mystery shopper, scorecards, data and metrics, audits, targets, workshops, observation, conversations, regular meetings. Discuss approaches to embed and sustain planned change in an organisation Approaches may include but are not limited to overcoming barriers, meeting objectives, achieving planned benefits, periodic monitoring, key performance indicators (KPIs), continuous professional development (CPD) requirements. How could HR see if a visible culture change has taken place‌‍‍‍‌‍‍‌‌‍‍‍‌‍‍‍‍‌‍‍?