Bsbinn601 Lead And Manage Organizational Change Assessment 4

Bsbinn601 Lead And Manage Organizational Change Assessment 4

Research and Questioning (Verbal) Submission details Students will use their online study time to prepare for answers to the following questions and submit both hardcopies and softcopies of the answers. You must submit both printed copy and soft copy of your answers in a word document. Submit the printed copy of required evidences (your answers) to your Trainer with the "Assessment Cover Sheet" (Filled out and signed appropriately) attached on top of your documents. Upload the soft copy on the link provided in the eLearning site.

See instructions below for details. Instructions: § To be prepared on an individual basis. § Assessment will only be accepted if they have an assignment cover sheet on them signed by the student. § Students must provide detailed answers for every question along with relevant examples. § There is no word limit, but answers for every question should be reasonable in size, preferably ½ a page. § The Trainer/Assessor will also ask these questions, and students must adequately explain them according to their submitted answers. § The Trainer/Assessor may further prompt and question in order to receive answers of appropriate quality and to verify authenticity.

Research questions and responses

1. Charles Darwin once said, "It is the one that is the most adaptable to change."

What does this quotation mean to you?

2. Briefly explain why do people resist change?

People resist change for several reasons, including fear of the unknown, loss of control, uncertainty about outcomes, habit, and perceived negative impacts on job security or status. Resistance often stems from discomfort with leaving familiar routines and skepticism about the benefits of the change. Furthermore, ineffective communication and lack of involvement in the change process can reinforce resistance, as individuals may feel disengaged or undervalued.

3. Discuss Psychological Contract theory?

The Psychological Contract theory describes the unwritten set of expectations and obligations between employers and employees. It encompasses perceptions about mutual commitments, such as job security, work conditions, and organizational support. When the psychological contract is perceived as breached—such as when employees feel their expectations are unmet—negative attitudes and resistance to change can occur. Maintaining a consistent psychological contract is vital during organizational change to foster trust and engagement.

4. Outline at least five Change management principles?

1. Communication: Open, honest, and transparent communication to keep all stakeholders informed and engaged.
2. Leadership Commitment: Strong leadership to champion the change and provide direction.
3. Employee Involvement: Engaging employees in planning and implementing change to increase acceptance.
4. Clear Vision and Objectives: Defining and sharing a compelling vision to guide change efforts.
5. Training and Support: Providing necessary training and resources to facilitate transition and reduce resistance.

5. Present priority management matrix in a table format & briefly explain them

These quadrants help prioritize tasks based on urgency and importance, enabling effective time and resource management.

6. Do some online research & list & describe some different project roles & responsibilities of the project team for the project of your choice?

For a software development project, typical roles include:

• Project Manager: Oversees project planning, execution, and delivery. Responsible for resource allocation, timeline management, and stakeholder communication.
• Business Analyst: Gathers and analyzes requirements, ensuring the project delivers value aligned with business needs.
• Software Developer: Writes, tests, and maintains code to build the application components.
• Quality Assurance (QA) Tester: Tests the software to identify bugs and ensure it meets quality standards.
• UI/UX Designer: Designs user interfaces and experiences to ensure usability and aesthetic appeal.
• System Administrator: Manages the infrastructure, servers, and networks supporting the project.
• Stakeholders: Includes clients, sponsors, and end-users who provide requirements, feedback, and approval throughout the project lifecycle.

Each role is critical for project success, with responsibilities aligned toward ensuring the project meets its objectives effectively and efficiently.

References

• Burke, R. (2013). Leadership and change management. Harvard Business Review Press.
• Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
• Lewin, K. (1947). "Frontiers in Group Dynamics". Human Relations, 1(1), 5–41.
• Robinson, S. P., & Judge, T. A. (2019). Organizational behavior. Pearson.
• Schaffer, R. (2013). The excellence fighter. McGraw-Hill Education.
• PMI. (2017). A Guide to the Project Management Body of Knowledge (PMBOK Guide) (6th ed.). Project Management Institute.
• Beckhard, R., & Harris, R. T. (1987). Organizational Transitions: Managing Complex Change. Addison-Wesley.
• Hiatt, J. (2006). ADKAR: A model for change in business, government, and our community. Prosci Research.
• Galli, B. J., & Bardoel, E. (2020). "The psychology of resistance in organizational change". Journal of Organizational Change Management, 33(1), 2–17.
• Kotter, J. P., & Schlesinger, L. A. (2008). "Choosing strategies for change". Harvard Business Review, 86(7/8), 130–139.