Discussion Homework When Changes Occur, Managers Want
This is discussion homework When changes occur, managers want to know whether or not the changes improved the organization
This is discussion homework When changes occur, managers want to know whether or not the changes improved the organization. There are many methods to measure the effectiveness of these changes. Select a method that you would like to use to measure the effectiveness of change and compare it to one of these: Six Sigma, participatory action research, co-productive methods, appreciative inquiry, and strategic change communication teams. Generate a situation where for each of these approaches may be used. If possible, apply each of these approaches you selected to situations in your work area. I need 300 words one reference please.
Paper For Above instruction
Effective measurement of organizational change is critical for managers to determine whether initiatives yield desired improvements. Among the various methods, I prefer using Balanced Scorecard (BSC) as a comprehensive approach to assessing change effectiveness. The Balanced Scorecard evaluates organizational performance through multiple perspectives, including financial metrics, customer satisfaction, internal processes, and learning and growth. It provides a balanced view of how change initiatives impact different facets of organizational operations and strategic objectives.
Compared to Six Sigma, which primarily focuses on process improvement through statistical analysis to reduce defects, BSC offers a broader strategic overview. Six Sigma's strength lies in refining processes and improving quality but may overlook strategic alignment or employee morale unless integrated with other tools. For instance, a manufacturing firm implementing Six Sigma may achieve reduced defect rates but might neglect customer satisfaction metrics. Conversely, BSC enables management to assess whether process enhancements align with overall strategic goals, improving both quality and customer experience.
Similarly, participatory action research (PAR) involves stakeholders actively in diagnosing issues and co-creating solutions. For example, in a healthcare setting, PAR might be used to improve patient discharge processes by engaging staff and patients in identifying barriers and designing interventions. This collaborative approach enhances buy-in and sustainability of change.
Applying co-productive methods involves stakeholders from different sectors working together to co-design services or solutions. In a university setting, faculty and administrative staff might collaborate to redesign student support services, ensuring the change directly meets user needs.
Appreciative inquiry focuses on identifying what works well and amplifying strengths. In an organizational context, it can be used to foster positive change by exploring successful practices and building on them, such as boosting employee engagement through recognition of successful team initiatives.
Strategic change communication teams facilitate the dissemination of change-related information, ensuring clarity and alignment. In a corporate restructuring, a dedicated team might coordinate communication efforts to explain the reasons for change, address concerns, and reinforce the vision.
In conclusion, combining these methods with a strategic approach like the Balanced Scorecard ensures comprehensive evaluation, stakeholder engagement, and sustained improvement, tailored to organizational needs and contexts.
References
Kaplan, R. S., & Norton, D. P. (1996). The balanced scorecard: Translating strategy into action. Harvard Business Press.