Now You Will Pull All The Information Together And Discuss

Now You Will Pull All The Information Together And Discuss Your Recomm

Now you will pull all the information together and discuss your recommendation and implementation plans for the organization. Your implementation recommendation should include a timeline and description of organizational monitoring and evaluations. Your final paper should also include recommendations from your instructor for your final project and place into one cohesive change model for the organization of your choice. Remember, your final project plan must be 6-8 pages in length detailing an organizational development plan for change within this organization. Your development plan should follow the following outline to ensure all required parameters are met. Your paper should also be proofed for proper spelling, punctuation, and grammar. Include both in-text citations and a References page in APA format. I have attached an outline for the flow of the paper, in addition to information that I have already submitted to assist in finalizing this paper*

Paper For Above instruction

This paper aims to synthesize all relevant information and formulate a comprehensive organizational development plan for implementing change within a specific organization. The core focus is to develop actionable recommendations supported by a clear timeline, monitoring strategies, and evaluation processes, culminating in a cohesive change model that aligns with organizational goals and stakeholder needs.

The first step involves a thorough assessment of the current organizational context, including strengths, weaknesses, opportunities, and threats (SWOT analysis), to identify areas requiring change. Drawing on prior submissions and provided data, the paper will integrate key insights into a unified strategy for organizational improvement.

The proposed change model will be rooted in established organizational development theories, such as Lewin's Change Management Model or Kotter's 8-Step Process, adapted to suit the specific organizational environment. This model will guide the change initiatives, ensuring systematic implementation and sustainability.

A detailed implementation plan will outline the phases of change, including communication strategies, stakeholder engagement, resource allocation, and training programs. A timeline will be mapped out across 6–12 months, illustrating critical milestones and deliverables.

Monitoring and evaluation mechanisms will be embedded at each stage to assess progress, gather feedback, and make necessary adjustments. These mechanisms may include performance metrics, employee surveys, focus groups, and regular progress reports, aligned with organizational goals.

Incorporating instructor feedback and existing strategic plans, the final document will present a cohesive model that integrates all components—assessment, strategy, implementation, and evaluation—into a comprehensive guide for organizational change.

The paper will adhere to APA formatting standards, include in-text citations to support theoretical and practical claims, and feature a references section with at least ten credible sources including scholarly articles, books, and reputable online resources.

References

  • Burnes, B. (2017). Kurt Lewin and the planned approach to change: A re-appraisal. Journal of Management Studies, 54(4), 532-560.
  • Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, skills, and techniques of organizational change. Kogan Page Publishers.
  • Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage Learning.
  • Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
  • Lewin, K. (1947). Frontiers in group dynamics: Concept, method and reality in social science; social equilibria and change. Human Relations, 1(1), 5-41.
  • Paton, R. A., & McCalman, J. (2008). Change management: A guide to effective implementation. Sage.
  • Robbins, S. P., & Coulter, M. (2018). Management. Pearson.
  • Schein, E. H. (2010). Organizational culture and leadership. Jossey-Bass.
  • Hiatt, J. (2006). ADKAR: A model for change in business, government and our community. Prosci.
  • Appelbaum, S. H., Habashy, S., Malo, J.-L., & Shlonsky, A. (2012). Back to the future: revisiting Kotter's 8-step change model. Journal of Management Development, 31(8), 764-782.

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