Using The Company Your Instructor Previously Approved 702161

Using The Company That Your Instructor Previously Approved Apply Kott

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.

Paper For Above instruction

Introduction

Organizational change is a fundamental aspect of sustaining competitiveness and relevance in today’s dynamic business environment. Applying effective change management models, such as Kotter’s eight steps, provides a structured approach to implementing change effectively. This paper explores how to apply Kotter’s model to a specific Human Resources (HR) situation within an organization that was previously approved by the instructor. The intent is to develop a comprehensive action plan aligned with each step of Kotter’s model, ensuring smooth transition and sustainable change embedding.

Background of the HR Situation

The HR situation selected involves the integration of a new performance management system aimed at increasing employee engagement and productivity. The organization recognizes that, despite technological upgrades, resistance among managers and staff has hindered successful implementation. The goal is to facilitate a cultural shift that embraces continuous feedback and development, aligning HR practices with organizational strategic goals.

Application of Kotter’s Eight Steps in the HR Change Initiative

Each of Kotter’s eight steps will be examined regarding how to develop a strategic approach tailored to this HR change initiative:

1. Establishing a Sense of Urgency

Creating awareness of the necessity for change is vital to overcome complacency. In the organization, data highlighting stagnating productivity levels and employee disengagement served as a catalyst. Communicating these findings across all levels underscores the importance of adopting the new system promptly. This includes presenting evidence-driven reports and testimonials to emphasize risks of continued status quo, thus motivating stakeholders to support change efforts.

2. Creating a Guiding Coalition

A coalition comprising HR leaders, managers, and influential employees was formed to spearhead change efforts. This coalition’s role is to generate momentum, address resistance, and advocate for the change. Selecting members with credible influence and diverse perspectives enhances legitimacy and fosters broad-based support essential for overcoming obstacles.

3. Developing a Vision and Strategy

The vision emphasizes fostering a culture of continuous improvement through transparent performance dialogues. Strategies involve targeted training, redefining performance metrics, and leveraging technology to facilitate feedback. Clear articulation of this vision guides actions and aligns stakeholders, ensuring collective effort toward common goals.

4. Communicating the Vision

Effective communication strategies include town hall meetings, newsletters, and digital channels to disseminate the vision and benefits of the new system. Regular updates, storytelling, and success stories from early adopters serve as motivation, reinforcing the desired change narrative and reducing uncertainty.

5. Empowering Broad-based Action

Removing barriers such as lack of skills or fear of criticism enables employees to participate actively. Training workshops, coaching, and establishing peer support groups empower staff. Additionally, revising policies to support new feedback mechanisms institutionalizes the change, reducing resistance and encouraging ownership.

6. Generating Short-term Wins

Setting realistic milestones and celebrating early successes reinforce positive momentum. For example, pilot programs with measurable improvements in employee engagement provide visible evidence of success, boosting confidence and motivating further adoption.

7. Consolidating Gains and Producing More Change

Building on early wins involves expanding the new system across departments, refining processes, and addressing emerging challenges. Continuous communication about progress and recognizing contributions sustain enthusiasm and embed change into daily routines.

8. Anchoring New Approaches into the Culture

Institutionalizing the change ensures it is embedded in organizational norms. This includes updating policies, incorporating new practices into onboarding, and leadership modeling the behaviors. Embedding the performance management focus into the organizational culture makes it sustainable and self-reinforcing.

Conclusion

Applying Kotter’s eight steps provides a strategic, systematic approach to managing HR-related organizational change. Tailoring each step to align with organizational context ensures buy-in, reduces resistance, and promotes long-term sustainability. The success of this implementation depends on continuous engagement, transparent communication, and active leadership commitment. When effectively applied, Kotter’s model facilitates a culture of adaptability and continuous improvement, critical in today’s competitive environment.

References

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2. Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
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5. Armenakis, A. A., & Harris, S. G. (2009). Reflections: Our journey in organizational change research and practice. Journal of Change Management, 9(2), 127-142.
6. Burnes, B. (2017). Managing change (7th ed.). Pearson Education.
7. Lewin, K. (1947). Frontiers in group dynamics. Human Relations, 1(2), 5-41.
8. Prosci. (2020). The ADKAR Model: A framework for managing change. Prosci Inc.
9. Burke, W. W. (2017). Organization Change: Theory and Practice. Sage Publications.
10. Shirey, M. R. (2013). Lewin's Change Management Model. Journal of Advanced Nursing, 69(7), 143-152.