Implementing the change management plan

Order Instructions:

Implementing the change management plan

The pattern of change most frequently encountered in an organisational setting is one in which change is organic, progressive and largely imperceptible; although this default position is infrequently interrupted by single-event instances of extreme and disruptive change. This pattern of change generates a complex framework of demands to be made on those entrusted with guiding the organisation towards its desired future, and those demands are most effectively met by the application of strategic leadership principles.

This week’s Key Concept Exercise requires you to apply the theoretical concepts studied to date to the case study situation contained in the article by Abdullah and Siti-Nabiha (2012). In this context, you will review the situation at Pemancar as it would have appeared to Danial Tareq when he took over his new role, and then present a range of ideas on the best process to use in implementing the required change.

To prepare for this Key Concept Exercise:

• Read the Required Learning Resources sent by mail.

• Reflect on the ideas presented in the Week 5 Key Concept Overview and the assigned journal articles, in the light of your own practical experiences in the workplace.

• Read the Pemancar case study, as presented in the article by Abdullah & Siti-Nabiha, and prepare a report that addresses the following requirements:

• Examine the application of the theory of punctuated equilibrium to an assessment of the current situation at Pemancar.

• Analyse the change environment existing at Pemancar in terms of the parameters suggested by Nasim and Sushil.

• Identify the most likely problems or conflicts that Danial Tareq may face in implementing his change initiative. Each of those problems or conflicts should be classified as pluralities, contradictions or paradoxes, and their potential impact on the change management process should be assessed.

•Evaluate the degree to which Danial’s leadership will influence the effectiveness of the change management process.

When writing your responses, you should synthesise the theory with real world experience and use examples of the theories in action in a real organisation about which you have read, or one in which you have worked.

SAMPLE ANSWER

Odc Kce W5

Implementing the change management plan must require several significant processes that will promote to accept and adopt any attitudinal and behavioural adjustments. And the primary key to realising organisational success is determined by the strategic decisions of leaders. The number one priority of most managers should be to check the external and internal environments, understand and provide company resources, enhance capabilities, identify business threats and develop a vision that would create a positive future for the company. And according to Riwo-Abudho et al. (2012), in strategic leadership, managers must adapt “the art of strategic leadership since modern organisations work on in a dynamic setting which keeps on transforming.”

Addressing the case study of Pemancar (Abdullah and Siti-Nabiha 2012), the organisation had undergone a process of change implementation which is facing a sudden, drastic change. As an evident result, people who are most directly involved in the modification are starting to feel pressure; hence, these people are thinking of leaving the organisation. Looking into the way the organisation thinks and acts; the top management who is on a quest to improve the quality of performance had decided to establish organisation transformation. However, these implementations are often troubled with contradictions and paradox. Following the reviews of Nasim and Sushil (2011), the emergent of new approach had intensely shaken the structure. In their review, it is evident that the Revolutionary change had pushed the organisation into the struggle. The organisation was shaken and disrupted by intense and significant change after a long, punctuated state of continuous and large-scale strategic change.

Strategic Management Process

The role of the manager is to achieve competitiveness and to earn above average returns to the company with highly determined strategic decision concerning the wants and needs of the organisation within the given nature of the environment where it exists. Moreover, an effective change management process must require a combination of logical-rational approach to organisational strategy. Understanding Mr Adam’s standpoint in the case study; a faster and immediate approach towards change will put the members of the organisation in a state of pressure and stress. If Mr Tareq, on the other hand, will facilitate an incremental approach, it will contradict and negates the needs of the upper management. This contributing dilemma will result in entrapping the legitimate interest of the company. However, if there is an in-depth understanding of dualities, contradiction and paradox, it will help draw out a strategic management towards the case (Stoltzfus et al. 2011). Initiating the paradox of duality, interlinking the conflicting strategies of Incremental and Revolutionary change may respond into a seamless transition. For example, in the real world, every stable company must have change. The presence of bureaucratic features in a company has a positive effect on most large organisations in which it tries to maintain and control the benefits of bureaucracy and prevents the problem of slow response to rapid change.

In the case of Pemancar, the bureaucratic standpoint of upper management is envisioning a fast and significant impact on the company. Therefore, however contradicting it may show to those people who are directly involved in the organisation, in strategic leadership, the necessary attributes that a manager must follow within the existing environment – provide a visionary outlook to the employees that will encourage them to work hard. The setting of consistently high standards, provide a clear and concise communication on the vision of structural change. Building confidence with the employee’s works will establish a feeling of self-reward. Lastly, talk with other personnel about their struggles and difficulties and provide feedback to the upper management (2015 Laureate Education, Inc. 2015).

Conclusion

In addressing the case of Pemancar, it is evident that there is a need for revolutionary change. It may conflict with the interest of the members of the organisation but the change should be implemented because of the rapid increase of competitors within the industry. It is understandable that there are efforts in adapting rapid change as a strategic process for the benefit of the company. However, for the company to survive, adapting to change is a positive outlook for its future.

References

2015 Laureate Education, Inc. 2015, Implementing the Change Management Plan: KMGT 673 Organisational Design and Change. pp.2-3.

Abdullah, Z & Siti-Nabiha, A 2012, Leadership and Change Management: A Case Study of Pemancar. Asian Case Research Journal, 16(01), pp.115-132.

Nasim, S & Sushil 2011, Revisiting Organizational Change: Exploring the Paradox of Managing Continuity and Change. Journal of Change Management, 11(2), pp.185-206.

Riwo-Abudho, M Njanja, L & Ochieng, I 2012, The Role of Strategic Leadership during Change. 4(1), pp.49-53.

Stoltzfus, K Stohl, C & Seibold, D 2011, Managing organisational change: paradoxical problems, solutions, and consequences. Journal of OrgChange Mgmt, 24(3), pp.349-367.

We can write this or a similar paper for you! Simply fill the order form!

Careers in Lodging and Food and Beverage Industries

Careers in Lodging and Food and Beverage Industries Assignment 1: Principle of Hospitality Assignment 1 Career in Lodging and Food and Beverage Industries.
Access the American Hotel and Lodging Association Website located at http://www.ahla.com/ and the National Restaurant Association Website located at
http://www.restaurant.org; Go to the careers section of each Website and review the various types of management opportunities.

Write a 5-6 page paper in which you:
1. Describe the various types of management careers that can be offered within each industry (lodging and food and beverage).
2. Compare and contrast the differences between the General Management (GM) positions within the two industries.
3. Analyze and describe the growth in overall employment within these two industries and how this overall growth is forecasted within the next ten years.
4. Recommend at least three (3) human resource practices in which each industry and better recruit and retain management talent for their respected industry.
5. Use at least three (3) quality references. Note: Wikipedia and other Websites do not quality as academic resources.
Your assignment must follow these formatting requirements:
• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-
specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and
the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
Discuss various career opportunities in the food service and lodging industries.
Describe the significant trends impacting the hospitality industry.
Summarize the basic procedures involved in managing a restaurant operation.
Use technology and information resources to research issues in hospitality and tourism management.
Write clearly and concisely about hospitality and tourism management using proper writing mechanics.

Organisational Change and Structural Design

Organisational Change and Structural Design Order Instructions: Implications for organizations

The material you have studied this week begins to expand on the foundational theories of organizational design and strategic change management and to examine the ways that those theories can be implemented in the workplace.

The key concept that emerges from this material can be usefully summarised in the following statement:

Organizations can best prepare themselves for sustainable growth and development by managing according to a cycle of environmental change-adjusted strategy-revised structure-amended decision processes-enhanced organizational culture-environmental change. An organization that embraces this model will focus its managerial strategies on its core business model, the distribution of its resources in support of that business model and the ways in which it engages with its workforce in pursuit of its ambitions.

This Key Concept Exercise requires you to reflect on the degree to which your own organization, or an alternative organization with which you are familiar, has adopted a structure that meets the requirements of the philosophy expressed in the above proposition. To what extent does the organization’s current structure support a future in which continuous and iterative change is a dominant feature?

Organisational Change and Structural Design Sample Answer

Organizational Structure

Introduction

The ever-changing environment calls for organizations to take no chances. The technological advancement, new legislation, competition, and other factor have compelled organizations to adopt new structures in order to survive. However, management is faced with challenges when choosing the best organizational structure to adopt. As management adopt a structure in the response of environment change it results to changes in organizational decisions, culture and affects the environment organization operates. The paper will focus on Iceland supermarket, a leading food retailer with over 860 branches throughout the UK and other franchised and owned in Europe (Iceland supermarket 2016)

The supermarket was started in 1970 by Malcolm Walker. They started by selling loose frozen food until they built their freezer and branded their products. The supermarket has adopted a functional organizational structure where workers are grouped according to the specific duties they perform. The organization has had a fair share of profits and losses. Iceland recorded massive losses in the year 2001 to 2004 but sprung to profitability from the year 2005 onwards (Iceland supermarket 2016).

The retail market for Iceland supermarket environment is characterized by competition, legislation which call for organization structure which can support the adjusting of strategies and decision making processes. Iceland supermarket faces stiff competition from other leading food retailers. For Iceland to compete in the market, strategies need to be formulated and implemented. Iceland supermarket functional organizational structure supports the adjusting of strategies. The structure is organized to departments such as marketing, finance and research and development. Departments such as research and development assess the market environment and formulate marketing strategies which will increase sales of company products. The strategies formulated by the research and development department are approved by the management when they access and consider them viable. The approved strategies are directed to the marketing department for implementation (Aghina 2014).

However, the functional structure is limited in supporting all strategies the organization will implement in the future. Iceland supermarket environment is hard to predict, ranging from new legislation and change of customers preference. The organization has opened branches outside the UK and has plans of opening in other places. The current structure will not be able to support the strategy. Adding new branches increases the number of employees which calls for a structure which will ensure smooth flow of information across the organization (Atkinson 2013).

Fabac (2010) notes due to the uncertainty of operating environment organizations are supposed to use adaptive business intelligence. Adaptive business intelligence helps the organization not to worry about the future by providing decisions which solve new demands. Due to an ever-changing environment, Iceland supermarket can adopt adaptive business intelligence to get decisions which will address new demands brought about by the changing environment. In addition, adoption of Adaptive Business Intelligence will help Iceland in getting timely decisions.

Mayfield (2014) argues the goal of the change is developing of new habits, however; the organization should follow certain approaches to assist in developing the new habits. Changes in organizations often compel the development of new habits to support the change. As changes in organization are inevitable, organization are required to adopt mechanisms and structures which support the development of habits and cultures which favor successful implementation of organizational changes.

The paper concludes by noting, Iceland supermarket has managed to undertake various strategies to be competitive in the market. However, uncertain environment calls for the organization to adopt a structure which will support the adjusting of strategy and amending of decision processes.

Organisational Change and Structural Design References List

Aghina, WS 2014 The past and future of global organizations Mckinsey quarterly, pp.1-4.

Atkinson, P 2013 Managing change and building a positive risk culture. Management Services , pp.9-13.

Fabac, R 2010 Complexity in organisations and enviroment- adaptive changes and adaptive decision making. Interdisciplinary Description of Complex Systems , pp.1-16.

Iceland supermarket 2016 The Iceland Story. Available from: http://about.iceland.co.uk/about-iceland/the-iceland-story/. [1 September 2016]

Mayfield, P 2014 ‘Engaging with stakeholders is critical when leading change’, Industrial and Commercial Training, vol.46, no. 2, pp. 68–72. doi: 10.1108/ict-10-2013-0064.

Managing Technology & Innovation (MTI)

In order to do this assignment, you will have to do 4 questionnaires, 1 is for myself doing it(23, Asian), and others 3 questionnaires. You can make all the
questionnaires up by yourself (the questionnaires sheet will be uploaded, do not for get to make 1 questionnaire up by 23 years old, Asian).
After you finish doing questionnaire, you will have to calculate as in examples in excel file that will be uploaded.
Once you finish doing questionnaires and rate them, you can do the assignment.
If you have any questions, feel free to contact me by email, I always check my email 24/7.
Use charts/figures as appropriate. For calculations show formula; data; workings and results.

We can write this or a similar paper for you! Simply fill the order form!

Traditional Project Management Approach

Traditional Project Management Approach Assume a scenario in which you have been hired as a consultant by an organization that manages its many projects using the traditional project management
approach.

This organization has reached a maturity level at which sets of well-defined and fully documented processes are in place and followed, but remain
subject to occasional improvements over time. However, the Chief Information Officer of the organization has expressed concern regarding the use of the
traditional approach due to recent performance issues and setbacks as the client had requested several changes during the life of the project and now
perceives the organization to be unable to deliver as promised. The CIO has given you the mandate to analyze the traditional approach currently adopted by the organization and make recommendations on how to best proceed in the future.
As a fully qualified and recognized professional in the field, you have collected all of the data required for your analysis, liaised with the various
project managers currently on staff, performed a thorough and rigorous review, analyzed the data, and as such, are now ready to recommend a future course of action. You are convinced that the major projects of this organization must use the Adaptive Project Framework approach, which would enable projects to be completed more quickly, at less cost, and with better results. You want to ensure that the CIO, along with the rest of the executive team, will accept your
recommendations.
Write a strategic recommendation in which you suggest introducing and implementing the Adaptive Project Framework approach in this organization. Highlight
obstacles that may be encountered when adopting this framework and propose how they would be overcome.
Please make sure that you cite and reference all your outside sources properly, as per the Harvard Referencing System.

Strategic Management for IBM Corporation

Strategic Management for IBM Corporation This is a Strategic Management course. You are required to do a research project that has 9 sections/chapters.
For now, you are only required to complete the first 5 sections (29 questions).

The rest (section 6 to 9) will be done later, and I will choose you later to complete them.
The corporation I chose for this project is IBM “International Business Machines Corporation”;.
The book used for this course is: “Mintzberg, H., B. Ahlstrand, and J. Lampel, Strategy Safari: A Guided Tour Through the Wilds of Strategic Management.
New York, Simon and Schuster: Free Press, 1998.

Learning Managing Organizational Change

Learning Managing Organizational Change Individual Assignment: Learning Organization Paper
Resource: Managing Organizational Change: a multiple perspectives approach, by Palmer, Dunford, and Akin

Create a chart or table in Microsoft word analyzing, evaluating, comparing, and contrasting the characteristics of a learning organization and its
applications in a global environment. Do not use a chart or table from the book or a web site. Create your own.
Outline Senge’s five disciplines and their applications.
Write two paragraphs only from a critical thinking perspective sharing what you learned.
This assignment should not be more than two pages.
Format your paper consistent with APA guidelines and use at least two references.

Formal Technical Report on Operations Improvements

Formal Technical Report on Operations Improvements Compile and write a formal technical report, using an appropriate format and Harvard
referencing as indicated in the corresponding tutorial lecture, covering the following:
1. From a company of your choice, identify its operations performance objectives,
and then discuss the internal and external benefits that derive from excelling in
each performance objective.

(You may need to infer these by assessing its
performance in the five operations performance objectives (e.g. cost, quality,
speed, dependability, and flexibility) (15%)
2. SPAD Ltd is a company specializing in the design, manufacture, and installation
of signaling equipment for use in the rail industry. Unfortunately, SPAD has
noticed a significant downturn in demand for its products and services in recent
years. This seemed to be due to a significant increase in competition in this area
of the industry. As a result, senior management initiated a benchmarking study
of its competitors and the results were quite alarming. The findings were as
follows:
Cost – Although few direct details of cost were revealed it was clear that
competitors had lower costs. They were installing their equipment at a cost to
the customer which was lower than the cost of manufacture at SPAD Ltd for
similar equipment.
Quality – The manufacturing and installation process at SPAD Ltd was
producing ten times as many mistakes as that of its competitors.
Late deliveries– SPAD Ltd noticed a decline in delivery reliability and
increased levels of inventory whereas its competitors deliver their goods and
services on time.
Manufacturing Processes– The loopholes in SPAD’s manufacturing
processes turned into major problems such as raw materials shortage, part
shortage and productivity inefficiencies associated with the recent recruitment
of new employees. This resulted in a serious disruption of process flows
leading to late deliveries of their products.
Poor maintenance – The Company identified there was poor communication between the various department and job grades. For example, maintenance staff believed
that production hold-ups were caused by operating errors, while operators were of the opinion that poor maintenance was the root cause.
Discuss the applicability for Lean manufacturing for SPAD Ltd. (20%)
3. From a company of your choice, investigate a particular challenge, issue and/or problem that it is currently facing (or has recently faced in the past) in
terms of the quality of its process, product or service. Critically discuss what quality improvement philosophy, methodology or tool (e.g. SPC, ISO 9000,
TQM, Six Sigma, etc.) may help your selected organization to overcome it or to avoid similar quality issues in the future – explain why. In addition, comment
on how the recommended quality improvement philosophy, methodology or tool may help your organization to enhance its quality strategy and market position in
the long term. (25%)
4. Using any case study example to illustrate good supply chain operations and explain “How does your case firm achieve success through good supply chain
management? (25%)
Notes on the Assignment
Your assignment will be evaluated based on three components: breadth and depth of research; quality of analysis; quality of presentation. The first component
reflects the quantity and quality of material you find regarding the answers for the questions and the selected case(s). Use as many sources as possible:
textbooks, referred articles, newspapers, company reports, trade journals, the web, etc. The second component reflects coherence of your arguments and the
insights of your analysis. The third component reflects the quality of your writing (Report basic requirements).
Report’s basic requirements (Appropriate structure and logical development of discussions, Harvard referencing, introduction & conclusions, formatting,
etc.)- (15%)
This is a formal academic report. Therefore, it must clearly demonstrate extensive research into and a critical discussion of the corresponding theory

HR Manager of a Large Cinema Chain Based in London

HR Manager of a Large Cinema Chain Based in London ‘You are the HR manager of a large cinema chain based in London. The cinema manager in one of the branches will soon retire.

You have been asked to hire a new cinema manager who will be responsible for the overall running of that cinema. Outline and explain the steps you need to follow to hire and successfully induct and retain the new cinema manager. How will the current state of the UK employment market affect your resourcing approach? Use academic sources to support your answer.’ (2,500-3,000 words)
Instructions to students:
This is an academic essay and student answers should be based on academic theory and not on professional practice. Theory used in the essay should be backed up by the use of full and consistent citation, both in text and in a full reference list provided at the end of the essay. A good approach to the essay topic would:
(i) discuss the role of HR planning in the resourcing process and discuss how HR planning should be used in the cinema scenario;
(ii) Explain the importance of the job analysis stage and how it should be conducted for the cinema manager role;
(iii) Present and justify the choice of internal/external recruitment tools and selection
techniques appropriate for hiring the cinema manager;
(iv) discuss the importance of an effective induction and appropriate retention strategies in ensuring that the cinema manager effectively settles in his/her new role and does not
leave the organisation;
(v) discuss the current state of the UK employment market and how it might affect the
Resourcing strategy for the cinema manager;
(vi) provide an effective conclusion.

Change Management Models the Stakeholder Perspective

Change Management Models the Stakeholder Perspective Order Instructions: Change management models – the stakeholder perspective

There are many types of stakeholders that change managers will often have to consider when planning and implementing the processes necessary to facilitate a change process in their organizations.

In this week’s initial Key Concept Exercise post, you were asked to reflect on the ways in which managers might experience the presence of this type of stakeholder in the firm’s response to an example change driver. In the associated collaboration, you will extend that reflection out into a consideration of the ways in which classmates have responded to their own chosen change driver, and thus reflect on the ways in which the nature of the change driver can impact on stakeholder identity and reactions to the suggestions for change that are subsequently made.

Change Management Models the Stakeholder Perspective Sample Answer

Change management models at the stakeholder perspective

The ways in which managers might experience the presence of change driver in the firms’ response to an example change driver.

Change drivers work with change leaders and organizations to ensure that a change is successfully implemented. According to Karen Whelan-Berry and Karen Somerville, change drivers are stakeholders who assist organization leaders determine if the organization is ready for change, what resource would be essential in implementing the change and helps the organization implement, complete and succeed in the change. In other words, Change drivers are activities events or behaviors that assist in change implementation (Karen Karen 2010).

Managers can also experience a change in the organization through business models set by the firms. These are processes which help in deciding the change that should be introduced. Through identifying central components of an organization’s business model, changes necessary in the company can easily be recognized. According to Sergio (2014), organizational processes can be changed through techniques of Total Quality Management and Business Process Reengineering. Through business models, complex situations in an organization are simplified and reduced hence guiding the planned process towards organizational change (Sergio 2014)

Patrick Mayfield says it is critical for managers to engage with stakeholders for change to be effective in an organization. In his article Emerald Insight, Patrick features a number of principles that help change to be effective. The manager should seek the opinion of people that are being targeted by the change so as to make them part of the change. Secondly, Patrick states that the manager should be willing to lead the change process and to let go old habits. Generally, Patrick believes that managers should totally be engaged in the change process for it to be a success.

Ways in which the nature of the change driver can impact on stakeholder identity and reactions to the suggestions for change that are subsequently made

Generally, Organizational change involves a certain extent of the threat that can either be real or alleged, of individual loss for people involved. Threat as a result of change drive varies from the simple destruction of a normal routine to real job security. Additionally, in the long run, or even the short run, tradeoffs can be evident. How an individual reacts towards the change driver will greatly depend on the stakeholder of change. It is the change stakeholder that influences an organization to either oppose or propose the changes through how he lays out the proposed change plan. The strategic plans towards change majorly influence how the change will be perceived.

Notably, change management is crucial since it lays down a plan through which an organization would get to its vision or future state. Wrong change driver will cause failure in achieving the planned goals and objectives. For a stakeholder to be successful in change implementation, good vision for change should be created while people involved should be encouraged and empowered to be the agents of the change (KMGT 673 2015). Proper involvement of all stakeholders in creation of change helps in proper implementation of the same. The change management agents that have been empowered should also be given plans that offer a total systems approach towards the change. The change should be practical and are prospect oriented. It is only when the change drivers are realistic and achievable that the stakeholders will get a positive reaction. The success or failure of the change largely determines how the identity of stakeholder will be perceived.

Change Management Models the Stakeholder Perspective References

Fiona, G 2014, Managing organizational changes. Philosophies of changes approach [streaming video]

Patrick, M 2014, “Engaging with stakeholders is critical when leading change”. Industrial and commercial training. Journal of management development Vol. 46 Iss 2 pp 68 – 72

Karen, S & Karen, A 2010, Organizational change Process: A review and synthesis. Journal of change management. Journal of change management. Vol. 10 No. 2, 175 – 193, June 2010

KMGT 673 2015, Organizational design and change, Week 3. Laureate Education, Inc.

Sergio, A 2014, Designing Business Model change. International Journal of Innovation Management. Imperial College press. International Journal of Innovation Management. Vol. 18, No. 2 (April 2014) 145008 (22 Pages)