Now That The VP Of HR Has Been Briefed On The Results Of You

Question

Now That The Vp Of Hr Has Been Briefed On The Results Of Your Focus Gr Now that the VP of HR has been briefed on the results of your focus group, she has asked you to work with Leroy to prepare a change management plan that could be used at Red Carpet. Leroy thinks it is important to use a set of steps from an established change model to guide the change process. He has recommended the OD Action Research Model, Appreciative Inquiry, and Kotter’s 8 Step Model as potential alternatives. But, the VP of HR wants to know all of the details, so Leroy has decided to partner with you to give a presentation to the VP of HR and make decision-making a collaborative effort. She is also concerned about the potential resistance to change at Red Carpet, so Leroy thinks it’s important to cover this in the presentation as well. Review the Red Carpet scenario for this course and prepare a 4 slide PowerPoint presentation that describes your change management recommendations, including the following: In your opinion, which one of the following change models will be best for Red Carpet’s change process: the OD Action Research Model, Appreciative Inquiry, or Kotter's Eight Step Model? What are the set of steps of the model you chose? What are the pros and cons of the model you chose? Considering the organizational culture of Red Carpet, how will the organization use communication to overcome resistance to change?

Dr. Jack HW Helper · Accepted Answer

Introduction The proposed change management plan for Red Carpet requires a strategic approach aligned with the company’s organizational culture and readiness for transformation. After analyzing the available change models—OD Action Research, Appreciative Inquiry, and Kotter’s 8-Step Model—it is essential to select one that best facilitates effective change while addressing potential resistance. This paper advocates for Kotter’s 8-Step Model due to its structured, comprehensive nature, and adaptability to organizational dynamics. Choosing the Appropriate Change Model Among the three models considered, Kotter’s 8-Step Model emerges as the most suitable for Red Carpet’s change process. This model emphasizes creating urgency, building guiding coalitions, developing and communicating visions, empowering employees, and anchoring changes in the organizational culture. Its systematic approach ensures that change efforts are well-managed, inclusive, and resilient against resistance. The 8 steps are: 1. Establish a sense of urgency 2. Create a guiding coalition 3. Develop a vision and strategy 4. Communicate the change vision 5. Empower broad-based action 6. Generate short-term wins 7. Consolidate gains and produce more change 8. Anchor new approaches in the culture Pros and Cons of Kotter’s 8-Step Model Pros: - Provides a clear roadmap for leadership and employees to follow. - Emphasizes communication and coalition-building, essential for minimizing resistance. - Focuses on quick wins to maintain momentum and morale. - Integrates change into the organizational culture, increasing sustainability. Cons: - Can be overly linear, potentially limiting flexibility in dynamic environments. - Requires strong leadership commitment; if absent, change efforts may falter. - Implementation may be time-consuming, especially in large organizations. Addressing Resistance through Communication and Organizational Culture Red Carpet’s organizational culture, characterized by a collaborative and

Now That The VP Of HR Has Been Briefed On The Results Of You

Now That The Vp Of Hr Has Been Briefed On The Results Of Your Focus Gr

Paper For Above instruction

Introduction

Choosing the Appropriate Change Model

Pros and Cons of Kotter’s 8-Step Model

Addressing Resistance through Communication and Organizational Culture

Conclusion

References