Using The Company Your Instructor Previously Approved ✓ Solved
Using the company that your instructor previously approved, apply Kotter’s eight (8) steps of change management to an HR situation you have selected for change
Using the company that your instructor previously approved, apply Kotter’s eight (8) steps of change management to an HR situation you have selected for change. You will address all eight (8) of the Kotter steps, developing an action plan for each step. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a five to seven (5-7) minute dynamic video on the topics detailed below. Alternatively, you may submit a four to six (4-6) page paper instead of the video submission. Note: If you are using a tablet or smartphone you will need to email the video file to yourself, then save it to a computer in order to upload to Blackboard.
You may want to upload your video to a file sharing service, such as Dropbox, if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app. Once you are ready to upload your video to Blackboard, click here to view the "Student Video Assignment Submission" video tutorial in the "Creating a Presentation for Your Course" playlist. Please use the following naming convention in the popup window for your video once it is finished uploading: Title: Your First Name, Your Last Name – Managing Organizational Change Tags: HRM560, Organizational Change Description: First Name, Last Name – HRM560 Assignment 3 (Date Uploaded ex. )
Prepare and present a video that is a maximum of five to seven (5-7) minutes OR write a four to six (4-6) page paper in which you: Ascertain how each of the steps applies to your specific organization.
Develop a strategy that illustrates how you would address each of the eight (8) stages of change: Establishing a sense of urgency, Creating coalition, Developing vision and strategy, Communicating the vision, Empowering broad-based action, Generating short-term wins, Consolidating gains and producing more change, Anchoring new approaches into the culture. Use at least four (4) quality academic resources in this assignment.
Note: Wikipedia and other similar Websites do not qualify as academic resources. Note: If you choose to submit a video presentation, please also submit a one (1) page summary of your presentation. If you choose the written paper, your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format.
Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are: Compare theories of change management and select an appropriate theory for an organization change. Analyze diagnostic models relevant to various aspects of the change management process.
Use technology and information resources to research issues in managing organizational change. Write clearly and concisely about managing organizational change using proper writing mechanics. Identify organizational changes that link to vision. Click here to view the written paper grading rubric for this assignment.
Sample Paper For Above instruction
Applying Kotter’s Eight Steps of Change Management to HR Initiatives in a Corporate Setting
Introduction
Organizational change is an intrinsic aspect of business evolution, requiring structured approaches for effective implementation. John Kotter’s Eight Steps of Change Management offer a comprehensive framework to guide organizations through this process. This paper applies Kotter’s model to an HR-related change initiative within a hypothetical organization, ‘InnovateTech Co.’, to illustrate how each step can be strategized and executed successfully.
Establishing a Sense of Urgency
The first step involves recognizing and communicating the need for change. At InnovateTech Co., a declining employee morale and high turnover rate necessitated a cultural shift towards enhanced engagement and recognition. Data from employee surveys and turnover statistics underscored the urgency. Management convened a town hall meeting to share these findings, highlighting the adverse effects on productivity and competitiveness, thereby mobilizing immediate attention and action.
Creating a Guiding Coalition
Forming a coalition of change agents was essential. InnovateTech assembled a diverse team comprising HR managers, department heads, and influential employees committed to fostering a positive work environment. This coalition was tasked with driving the change initiative, leveraging their authority and credibility to influence others.
Developing a Vision and Strategy
The coalition crafted a clear vision: “To cultivate a supportive and engaging work culture where employees thrive.” Strategic objectives included implementing recognition programs, leadership development, and transparent communication channels. These aligned with the broader organizational goal of sustainable growth through engaged talent.
Communicating the Vision
Effective communication was prioritized to ensure widespread understanding and buy-in. Multiple channels such as emails, intranet updates, and workshops were used. Leaders shared personal stories exemplifying the new cultural values, fostering enthusiasm and commitment among employees.
Empowering Broad-Based Action
Barriers such as outdated policies and fear of retaliation were addressed. Changes in policies were enacted to protect employee participation in initiatives. Training sessions equipped managers with skills to support team members during transition, empowering staff to take ownership of change efforts.
Generating Short-Term Wins
Quick wins, such as recognizing employees publicly and launching pilot recognition programs, provided tangible evidence of progress. Celebrating these milestones reinforced positive behaviors and motivated continued effort.
Consolidating Gains and Producing More Change
The momentum was sustained by extending successful programs across departments and integrating cultural change into onboarding and performance reviews. Regular feedback sessions were instituted to monitor progress and make iterative improvements.
Anchoring New Approaches into the Culture
Finally, embedding new values into organizational systems—such as HR policies, leadership development, and reward structures—ensured sustainability. The cultural transformation became part of InnovateTech’s identity, supported by ongoing leadership commitment.
Conclusion
Applying Kotter’s eight steps provides a structured pathway for effective HR change initiatives. By systematically addressing each phase, InnovateTech Co. successfully transformed its workplace culture, demonstrating the practical utility of Kotter’s model in managing organizational change.
References
- Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
- Appelbaum, S. H., Habashy, S., Malo, J.-L., & Shafiq, H. (2012). Back to the future: Reconsidering Kotter’s 8-step change model. Journal of Change Management, 12(2), 139–150.
- Armenakis, A. A., Harris, S. G., & Mossholder, K. W. (1993). Creating readiness for organizational change. Human Relations, 46(6), 681–703.
- Burnes, B. (2017). Managing Change (7th ed.). Pearson Education.
- Rogers, E. M. (2003). Diffusion of Innovations (5th ed.). Free Press.
- Senkkar, E., & Daghfous, A. (2020). Organizational change strategies and practices. Journal of Organizational Change Management, 33(3), 291-307.
- Galli, B. J., & Doherty, E. (2017). How to lead change—Kotter’s model. Leadership & Organization Development Journal, 38(8), 1173-1188.
- Heifetz, R., & Linsky, M. (2002). Leadership on the Line: Staying Alive through the Dangers of Change. Harvard Business Review Press.
- Hayes, J. (2018). The Theory and Practice of Change Management. Palgrave.
- Kotter, J. P., & Cohen, D. S. (2002). The Heart of Change: Real-Life Stories of How People Change Their Organizations. Harvard Business Review Press.
This approach exemplifies the systematic application of Kotter’s change model, emphasizing strategic planning and stakeholder engagement to ensure successful HR change management in organizational settings.