Final Paper: The Purpose Of The Final Paper Is For Yo 443203
Final Paper the Purpose Of The Final Paper Is For You To Culminate The
The purpose of the Final Paper is for you to culminate the learning achieved in the course by demonstrating your knowledge of organizational management by synthesizing the information from class into work and life experience.
Focus of the Final Paper
Think of an organization you have worked for or one with which you are very familiar. Diagnose the need for change and present a plan to transform the organization, utilizing Kotter’s 8-Step Approach. Include the following sections, and add additional sections as needed:
- Introduction
- Company Overview
- Diagnosis
- Kotter’s 8-Step Approach
- Conclusion
The Final Paper must be submitted to the instructor by 11:59 p.m. of the time zone in which you reside on the last day of the class.
Writing the Final Paper
Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.
The paper should be ten double-spaced pages in length (not counting the title page and references) and formatted according to APA style.
Paper For Above instruction
Introduction
The introduction should set the stage for the analysis by outlining the importance of organizational change and providing a brief overview of the chosen organization. It should introduce the purpose of the paper, which is to diagnose the need for change within the organization and to propose a transformation plan using Kotter's 8-Step Approach. The introduction must establish the relevance of effective change management strategies in today's dynamic business environment and preview the structure of the paper.
Company Overview
In this section, provide a detailed description of the organization selected. Include relevant background information such as the organization’s size, industry, mission, vision, and core values. Discuss the organizational structure and culture, highlighting elements that influence how change is managed or resisted. Explain why this organization is a suitable case for applying Kotter’s model, possibly referencing recent performance, internal challenges, or market pressures. This section sets the context for the subsequent diagnosis and proposed change plan.
Diagnosis
Diagnose the need for change within the organization. This may involve analyzing organizational performance issues, employee morale, customer satisfaction, financial metrics, or operational inefficiencies. Use relevant diagnostic tools or frameworks such as SWOT analysis, organizational assessments, or stakeholder analysis. Identify specific problems or opportunities that necessitate transformation. Emphasize the urgency and importance of addressing these issues to ensure organizational sustainability and growth.
Kotter’s 8-Step Approach
Present a comprehensive application of Kotter’s 8-Step Approach to the organization’s change process.
- Create Urgency: Explain how to foster a sense of urgency around the need for change, perhaps through data or stakeholder engagement.
- Form a Powerful Coalition: Identify key stakeholders and leaders essential for driving change.
- Create a Vision for Change: Articulate a clear, compelling vision that aligns with organizational goals.
- Communicate the Vision: Discuss strategies for effectively communicating the vision to all levels of the organization.
- Remove Obstacles: Identify potential barriers and plan how to address them.
- Create Short-term Wins: Plan activities that generate early successes to build momentum.
- Build on the Change: Describe how to sustain and institutionalize change efforts.
- Anchor the Changes: Explain how to embed changes within the organization’s culture for long-term success.
Use specific examples from the organization to illustrate how each step can be implemented, considering organizational context and potential challenges.
Conclusion
Summarize the key insights gained from diagnosing the organization and applying Kotter’s 8-Step Approach. Reiterate the importance of strategic change management and organizational readiness. Discuss the expected outcomes of the proposed change plan and how it can position the organization for future success. Emphasize the role of leadership and stakeholder engagement throughout the change process.
References
Include at least five credible sources such as scholarly journal articles, books, or reputable industry reports, formatted according to APA guidelines. Ensure all references cited in the paper are included in this section.