Now That The VP Of HR Has Been Briefed On The Results 985013

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

Review the Red Carpet scenario for this course and prepare a 5-7 slide PowerPoint presentation that describes your change management recommendations, including the following: Describe the set of steps in the OD Action Research Model, Appreciative Inquiry, and Kotter’s Eight Step Model. What are the pros and cons of each model? Which model should Red Carpet use for its change process and why? Considering the organizational culture of Red Carpet, how will the organization overcome resistance to change? What kinds of communications might be needed?

Paper For Above instruction

Introduction

Effective change management is critical for organizations navigating transformations, especially in competitive industries such as the entertainment and hospitality sectors where Red Carpet operates. Implementing a systematic change model ensures that transitions are strategic, minimized resistance is encountered, and desired outcomes are achieved. This paper explores three prominent change management models—the Organizational Development (OD) Action Research Model, Appreciative Inquiry (AI), and Kotter’s Eight-Step Change Model—analyzing their steps, advantages, and drawbacks. Based on this analysis and the organizational culture of Red Carpet, a recommendation is provided for the most suitable model, along with strategies to overcome resistance and effective communication approaches.

OD Action Research Model

The OD Action Research Model is a cyclical, participative process emphasizing collaboration between change agents and organizational members. It involves four key steps: diagnosing the problem, planning action, taking action, and evaluating results. This cycle repeats as needed to facilitate continuous improvement and adaptation (French & Bell, 1999). The emphasis is on data collection, feedback, and shared problem-solving, fostering a collaborative environment for change.

Pros:

- Promotes active participation and buy-in from employees.

- Facilitates ongoing learning and adaptation.

- Encourages collaborative problem solving.

Cons:

- Can be time-consuming, requiring extensive data gathering.

- May lead to ambiguity if clear objectives are lacking.

- Success depends heavily on the skills of the change agents.

Appreciative Inquiry (AI)

AI is a positive-focused change model that explores what works well within an organization to envision a desired future. Its steps include Define, Discover, Dream, Design, and Destiny (or Deliver). These stages move the organization from identifying strengths to designing and implementing innovative solutions aligned with core values (Cooperrider & Srivastva, 1983).

Pros:

- Builds on organizational strengths and positive core.

- Enhances employee engagement and morale.

- Fosters innovative thinking and collaboration.

Cons:

- May overlook problematic issues requiring attention.

- Less effective if organizational culture is highly resistant or crisis-driven.

- Can be too optimistic without addressing underlying issues.

Kotter’s Eight-Step Model

Kotter’s model provides a structured, linear approach to implementing change through eight steps: Create urgency, Form a powerful coalition, Create a vision, Communicate the vision, Remove obstacles, Generate short-term wins, Consolidate gains, and Anchor new approaches in the culture (Kotter, 1996). This step-by-step process guides organizations through the phases of change and embeds it into the organizational fabric.

Pros:

- Clear, sequential steps facilitate structured implementation.

- Focuses on building momentum with quick wins.

- Emphasizes communication and anchoring change in culture.

Cons:

- Can be rigid, less adaptable to complex or unpredictable change circumstances.

- Requires strong leadership and top management support.

- Potential resistance if steps like creating urgency are poorly executed.

Recommended Model for Red Carpet

Considering Red Carpet’s organizational culture—which is likely customer-focused, creative, and involves diverse stakeholders—Kotter’s Eight-Step Model appears most suitable. It offers a structured framework that emphasizes leadership, clear communication, and embedding change into cultural norms. This model supports quick wins, essential for maintaining momentum in a dynamic entertainment environment, and provides a systematic approach to overcoming barriers, reducing resistance.

While Appreciative Inquiry could foster positive engagement, it may not sufficiently address underlying issues or resistance to change in a highly complex environment. The OD Action Research Model, although collaborative, might be too slow and iterative for Red Carpet’s fast-paced industry demands. Therefore, Kotter’s model offers pragmatic steps aligned with organizational needs.

Overcoming Resistance and Communication Strategies

To address resistance at Red Carpet, understanding that resistance often stems from fear of the unknown, loss of control, or perceived threats to job security is essential. Creating a culture of trust and transparency helps ease concerns (Armenakis & Harris, 2009). Leadership must demonstrate commitment, involve employees throughout the process, and provide clear, consistent communication.

Effective communication strategies include:

- Regular updates via town halls and team meetings.

- Transparent sharing of the reasons for change and the expected benefits.

- Encouraging feedback and dialogue to address concerns.

- Providing training and support to ease transitions.

- Celebrating short-term wins to sustain motivation.

Using varied communication channels tailored to different stakeholder groups ensures message reach and engagement. Reinforcing a shared vision and emphasizing how change aligns with organizational values will foster acceptance.

Conclusion

Implementing effective change management requires a strategic choice of model tailored to an organization’s unique culture and circumstances. For Red Carpet, Kotter’s Eight-Step Model provides a comprehensive, pragmatic approach to lead successful change initiatives, complemented by transparent communication and resistance management strategies. By systematically guiding the organization through the change process, Red Carpet can achieve its strategic goals while fostering a resilient, adaptive organizational culture.

References

  • Armenakis, A. A., & Harris, S. G. (2009). Implementing change: Concepts, processes, and roles. Journal of Organizational Change Management, 22(4), 389-402.
  • Cooperrider, D. L., & Srivastva, S. (1983). Appreciative Inquiry in organizational life. Research in Organizational Change and Development, 1, 129-169.
  • French, W. L., & Bell, C. H. (1999). Organizational Development: Behavioral Science Interventions for Organization Improvement. Pearson Education.
  • Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
  • Burnes, B. (2004). Kurt Lewin and the planned approach to change: A re-appraisal. Journal of Management Studies, 41(6), 977-1002.
  • Cummings, T. G., & Worley, C. G. (2014). Organization Development & Change. Cengage Learning.
  • Bushe, G. R. (2011). Appreciative inquiry: Theory and critique. In The SAGE Handbook of Action Research (pp. 91-112). Sage.
  • Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government, and Our Community. Prosci.
  • Van de Ven, A. H., & Poole, M. S. (1995). Explaining development and change in organizations. Journal of Management Studies, 32(1), 51-77.
  • Appreciative Inquiry Canada. (2020). The 5D Cycle of Appreciative Inquiry. Retrieved from https://appreciativeinquirycanada.com

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