Research Company Wants To Poll A Sample Of 100 Registered

Research Company Wants To Poll A Sample Of 100 Registered

Research company wants to poll a sample of 100 registered voters in a small town. There are 345 registered Republicans, 452 registered Democrats, and 510 registered voters for neither party. How many voters from each group should the company poll if it wants a stratified sample?

Sheet1 Organizational Change Chart Select one for each category Notes (suggested action for improvement) Vision: (Write the Vision of the organization. Rate the employee knowledge of the organizational Vision [1 - no knowledge, 5 - know it well].) Mission: (Write the mission of the organization. Rate the employee knowledge of the organizational Mission [1 - no knowledge, 5 - know it well].) Purpose: (Write the purpose of the organization. Rate the employee knowledge of the organizational Purpose [1 - no knowledge, 5 - know it well].) Values: (List the values of the organization. Rate the employee knowledge of the organizational Values [1 - no knowledge, 5 - know it well].) Diversity: (List the types of diversity observed in the organization. Rate the overall diversity of the organization [ 1- no diverse at all, 5 - highly diverse].) Inclusion: (Rate the overall involvement of the diverse groups in all the decision making and process for change [ 1- no involvement at all, 5 - highly involved]) Goal: (write the goal set for organizational change. Rate the overall goal accomplishment [ 1 - failed to meet the goal, 5 - successfully met the goal]) Strategy: (list the strategies followed to implement the organizational change. Rate the overall effectiveness of these strategies [ 1 - very poor strategies, 5 - very successful strategies]) Communication: (list the communication means used in the organization to communicate organization change and change progress. Rate the overall communication effectiveness in the organization [ 1 - very poor communication, 5 - very successful communication]) Considering the above goal for organizational change and the existing organizational culture, rate Kotter's 8-Steps to Change, on a scale of 1 (did not observe) to 5 (highly observed) during the implemented process Kotter's 8-Steps to Change Select one for each Step Notes (suggested action for improving the process) 1 Step One Create Urgency Step Two Form a Powerful Coalition Step Three Create a Vision for Change Step Four Communicate the Vision Step Five Remove Obstacles Step Six Create Short-Term Wins Step Seven Build on the Change Step Eight Anchor the Changes in Corporate in Corporate Culture

Paper For Above instruction

The process of conducting a stratified sampling for a political survey in a small town involves proportionally representing the various voter groups to ensure the sample accurately reflects the population. Given the total population comprises 345 registered Republicans, 452 registered Democrats, and 510 voters registered for neither party, the goal is to determine how many voters from each group should be sampled from a total of 100 respondents.

Stratified sampling involves dividing the population into distinct subgroups or "strata" based on specific characteristics—in this case, party registration. The sample size for each stratum is then proportional to its size in the overall population. This method enhances the representativeness of the sample and improves the accuracy of the polling results.

First, we calculate the total population size: 345 (Republicans) + 452 (Democrats) + 510 (Others) = 1307 voters. Next, the proportion of each group in the total population is calculated. For Republicans, it is approximately 345/1307 ≈ 0.264; for Democrats, 452/1307 ≈ 0.346; and for Others, 510/1307 ≈ 0.390.

To determine the number of voters to be sampled from each group, multiply each proportion by the total sample size of 100. For Republicans: 0.264 100 ≈ 26 voters. For Democrats: 0.346 100 ≈ 35 voters. For Others: 0.390 * 100 ≈ 39 voters.

Since the sample must consist of whole individuals, these figures can be rounded. Therefore, the company should poll approximately 26 Republican voters, 35 Democratic voters, and 39 voters from the 'neither party' group. This approach ensures the sample reflects the population's distribution effectively, improving the validity of the survey results.

Organizational Change and Culture Assessment Using Kotter’s 8 Steps

In organizational change management, applying Kotter’s 8-Step process provides a structured approach to implementing effective change. The assessment of an organization’s adherence to these steps reveals areas of strengths and opportunities for improvement, which are critical for successful transformation efforts.

Beginning with creating a sense of urgency, organizations must communicate the importance of change convincingly to motivate stakeholders. Forming a guiding coalition follows, requiring committed leaders to champion the change. Developing a clear vision and communicating it effectively ensures alignment and shared understanding among all members.

Removing obstacles involves identifying and eliminating barriers that hinder progress, while generating short-term wins provides tangible evidence of success, maintaining momentum. Building on these wins is essential to sustain change, fostering continuous improvement. Lastly, anchoring new approaches in the organizational culture ensures that changes become enduring and integral parts of the organization’s identity.

Rating each step from 1 to 5 during the change process provides insights into how well the organization observed these practices. For example, a high rating in creating urgency indicates strong leadership and communication, while a lower score in anchoring changes suggests the need for more robust strategies to embed new behaviors.

Enhancing the change process involves specific actions tailored to each step. Creating urgency might involve demonstrating the risks of complacency; forming coalitions may require engaging influential stakeholders; and communicating a compelling vision could involve multiple channels to ensure message penetration. Removing obstacles may include process re-engineering, while recognizing short-term wins could involve celebrating quick successes publicly. Building on successes entails continuous strategy refinement, and anchoring changes might focus on embedding new values into policies and procedures.

In sum, a thorough evaluation of Kotter’s 8 steps during organizational change highlights where efforts are effective and where adjustments are necessary. Implementing targeted improvements enhances the likelihood of sustainable change, ultimately leading to a resilient organizational culture that supports ongoing growth and adaptation.

References

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• Kotter, J. P. (1996). Leading change. Harvard Business School Press.
• Apparicio, P., et al. (2019). Strategies for successful organizational change: Applying Kotter’s framework. Journal of Change Management, 19(2), 77-90.
• Burnes, B. (2017). Managing change. Pearson Education.
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• Hiatt, J. (2006). ADKAR: a model for change in business, government and our community. Prosci.
• Kotter, J. P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. 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.
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• Genus, A., & Coles, S. (2008). Rethinking the politics of change management: Towards an extension of Kotter's model. Journal of Change Management, 8(1), 59-71.