Small Group Jigsaw Learning Discussion Analysis And Diagnosi ✓ Solved
2 2 Small Group Jigsaw Learning Discussion Analysis And Diagnosis Of
In this activity, your instructor will assign you to a group with five of your peers, and each group will be assigned its own discussion topic. Each member of the group will be given one of the six parts for the Analysis and Diagnosis section of the final project case study (problem, impact, organizational needs, variables, underlying causes, and gaps). You are to become an expert on your piece of the puzzle and should post your answer (along with the prompt your instructor gives you) so the rest of the class can benefit from your piece of the analysis.
You should then read all of your assigned group members’ initial posts in order to gain a better understanding of the case study and to compare it with your own understanding. You will be ultimately responsible for understanding all the different parts of the analysis and diagnosis for the final project (Section I, A–F), but this collaboration from your peers will help you get started. Respond to at least two of your peers with any questions you have about their analysis and diagnosis, and compare their answer to your own understanding of the case.
Sample Paper For Above instruction
Sample Analysis and Diagnosis of Alaska Airlines: Navigating Change
Alaska Airlines has been navigating a significant period of change driven by industry competition, technological advancements, and evolving customer expectations. In this case study, the problem identified is the airline’s challenge to maintain its market share while adapting to operational disruptions and innovative market demands. The impact of this problem manifests in decreased customer satisfaction scores, rising operational costs, and potential loss of competitive edge. The organizational needs to address these challenges include strategic change management, technological upgrades, and employee engagement initiatives to foster adaptability.
Variables influencing this scenario encompass external factors such as industry regulation changes, fuel price volatility, and macroeconomic trends, as well as internal factors like organizational culture, employee skill levels, and leadership effectiveness. The underlying causes of the current challenges are rooted in inadequate communication channels during periods of change, resistance to technological adoption from staff, and misalignment between strategic goals and operational execution. Gaps identified include the lack of real-time data analytics for decision-making, insufficient training programs, and fragmented change management processes.
Developing a comprehensive change plan involves diagnosing these issues accurately and designing targeted interventions that address each aspect. For instance, enhancing data-driven decision-making capabilities can bridge gaps in operational responsiveness. Additionally, establishing a structured change communication strategy can mitigate resistance and foster organizational alignment. Continuous stakeholder engagement and leadership development are crucial components to sustain change initiatives and ensure long-term success.
References
- Burnes, B. (2017). Managing Change. Pearson Education.
- Hiatt, J. (2006). ADKAR: A Model for Change in Business, Government and Our Community. Prosci.
- Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.
- Piccoli, G., & Ives, B. (2005). Trust and Technology in Organizational Change: The Role of Perceived Risks and Benefits. MIS Quarterly, 29(3), 399-426.
- Rogers, E. M. (2003). Diffusion of Innovations. Free Press.
- Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
- Simons, T. (2007). The Effects of Organizational Transparency on Employee Attitudes. Journal of Management Studies, 44(7), 1228-1248.
- Weick, K. E., & Sutcliffe, K. M. (2015). Managing the Unexpected. Jossey-Bass.
- Yukl, G. (2013). Leadership in Organizations. Pearson Education.
- Appreciative Inquiry: A Positive Revolution in Change. (2014). Routledge.