Chat with us, powered by LiveChat Previously used Amazon but now using STARBUCKS? Choose an organization such as Samsung, Starbucks, Ford Motor Company, or Waste Management that implemented a major change. For example, a | WriteDen

Previously used Amazon but now using STARBUCKS? Choose an organization such as Samsung, Starbucks, Ford Motor Company, or Waste Management that implemented a major change. For example, a

Previously used Amazon but now using STARBUCKS 

Choose an organization such as Samsung, Starbucks, Ford Motor Company, or Waste Management that implemented a major change. For example, a sustainability initiative at Starbucks or Apple making FaceTime available to non-Apple users.

Analyze the organization’s change process based on Kotter’s 8 Steps to Leading Change using the Organizational Change Chart. Make sure to complete a new analysis, do not copy any information from a previous week.

Consider questions such as the following as you complete your analysis:

  • Do you think this was a positive organizational change? Why or why not?
  • What strategies and tactics do you think would be effective in creating positive organizational change?
  • What strategies and tactics might have worked better?

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Organizational Change Chart

LDR/535 v4

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Organizational Change Chart

Organizational Information

Select an organization that needed a change to its culture as you complete the organizational change information chart.

For each type of information listed in the first column, include details about the organization in the second column.

Indicate your suggested actions for improvement in the third column.

Type

Details

Suggested Actions for Improvement

Vision

Insert the organization’s vision.

Mission

Insert the organization’s mission.

Purpose

Insert the organization’s purpose.

Values

Insert a list of the organization’s values.

Diversity and Equity

Insert the types of the diversity and equity observed in the organization.

Inclusion

Insert examples of overall involvement of diverse groups inclusion in decision-making and process change.

Goal

Identify the goal set for organizational change.

Strategy

Identify the implementation strategies followed to implement the organizational change.

Communication

Identify the communication methods used to communicate organizational change and the change progress.

Organizational Perceptions

Considering the same organizational culture and change goal, rate your agreement from 1 to 5 in the second column with the statement in the first column. Use the following scale:

1. Strongly disagree

2. Somewhat disagree

3. Neither agree nor disagree

4. Somewhat agree

5. Strongly agree

Statement

Rating (1 – 5)

Employees know the organization’s vision.

Employees know the organization’s mission.

Employees know the organization’s purpose.

Employees know the organization’s values.

Overall, the organization is diverse and equitable.

Diverse groups are included in decision making and processes for change.

The change goal was successfully met.

The implementation strategies were effective.

The organization’s communication about the change was effective.

Kotter's 8-Steps to Change

Consider the goal for organizational change that you identified and the existing organizational culture.

For each of Kotter's 8-Steps to Change listed in the first column, rate whether you observed that step during the implementation process in the second column. Use the following scale to rate your observation:

1. Never observed

2. Rarely observed

3. Sometimes observed

4. Often observed

Identify actions you suggest for improvement in the third column.

Step Name

Rating (1 – 4)

Suggested Actions for Improvement

Step 1: Create Urgency.

Step 2: Form a Powerful Coalition.

Step 3: Create a Vision for Change.

Step 4: Communicate the Vision.

Step 5: Remove Obstacles.

Step 6: Create Short-Term Wins.

Step 7: Build on the Change.

Step 8: Anchor the Changes in Corporate Culture.

Copyright 2022 by University of Phoenix. All rights reserved.

Copyright 2022 by University of Phoenix. All rights reserved.

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