-7 Slides (+ Title And Reference Slides); Speaker Notes Of W

5-7 slides (+ title and reference slides); Speaker notes of words per slide

Develop a presentation with 5-7 slides plus a title slide and a reference slide. The presentation should include speaker notes of 200-250 words per slide. The content should focus on recommending interventions to address the challenges at Red Carpet, explaining how to implement these interventions considering the organization’s structure and culture, evaluating the success of the change process, and proposing next steps after the change process is completed. Include a forward-looking statement about the future of Red Carpet post-change. The presentation is for the VP of HR and should be part of a broader change management plan for Red Carpet, a hospitality and entertainment company undergoing significant organizational change.

Paper For Above instruction

The presentation begins with an introduction contextualizing Red Carpet LLC’s current challenges and the necessity of planned interventions. It emphasizes that the company, despite its historic success, faces issues such as internal politics, poor HR practices, product and service quality concerns, and supply chain disruptions. These challenges threaten its long-term sustainability, especially after acquiring Sparkstar theaters, which presents opportunities for organizational renewal.

For the intervention recommendations, the presentation proposes a combination of organizational development strategies, leadership training, culture change initiatives, process improvements, and technology integration. Specifically, leadership development programs tailored to the unique cultural context of Red Carpet are critical. These should focus on fostering accountability, transparency, and effective communication. To address supply chain and product quality issues, implementing lean management practices and enhancing supplier relationships are recommended. Employee engagement initiatives, including comprehensive training, recognition, and performance management systems, are vital for reducing high turnover and improving morale.

Implementation of these interventions should consider Red Carpet’s informal, organic headquarters culture. A phased approach utilizing pilot programs, stakeholder involvement, and continuous feedback loops will increase buy-in and reduce resistance. Creating cross-functional teams can facilitate the integration of Sparkstar’s best practices into existing divisions, promoting a unified organizational culture that values HR and performance accountability. Tailoring interventions to specific divisions—hotels, food service, cruise lines, and theaters—will ensure relevance and effectiveness.

Evaluation of the success of the change interventions should include both qualitative and quantitative metrics. KPIs such as employee turnover rates, customer satisfaction scores, service delivery times, and partnership satisfaction levels provide tangible benchmarks. Regular surveys, focus groups, and performance audits will facilitate ongoing assessment and course correction. Establishing a balanced scorecard aligned with strategic goals will help monitor the overall progress over time.

Post-change, Red Carpet should focus on institutionalizing continuous improvement efforts. Developing a culture of learning, resilience, and innovation will support long-term success. Policies encouraging ongoing professional development, incentive programs aligned with organizational values, and leadership succession planning are recommended. Additionally, leveraging technology for real-time data analytics can sustain performance monitoring and foster proactive decision-making.

Looking ahead, the future of Red Carpet hinges on its ability to sustain change efforts and adapt to evolving industry trends. Embracing a customer-centric approach, expanding digital capabilities, and nurturing a collaborative organizational culture are essential. The company can position itself as an industry leader by continuously refining its strategic initiatives and fostering a high-performance environment. This proactive stance will enable Red Carpet to thrive in the competitive hospitality and entertainment landscape, securing long-term success and resilience.

References

• Cummings, T. G., & Worley, C. G. (2015). Organization Development and Change (10th ed.). Cengage Learning.
• Hiatt, J. (2006). ADKAR: a model for change in business, government, and our community. Prosci.
• Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
• Burnes, B. (2017). Managing Change (7th ed.). Pearson.
• Appreciative Inquiry Commons. (2020). Building a Culture of Change. Retrieved from https://appreciativeinquiry.champlain.edu
• Paton, R. A., & McCalman, J. (2008). Change Management: A Guide to Effective Implementation. Sage Publications.
• Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
• Beer, M., & Nohria, N. (2000). Cracking the Code of Change. Harvard Business Review, 78(3), 133-141.
• Goleman, D. (2000). Leadership that Gets Results. Harvard Business Review, 78(2), 78-90.
• Lewis, L. K. (2011). Organizational Change: Creating the Climate for Success. Routledge.