Watch The Kotter Change Management Model Video Links

Watch Thekotter Change Management Model Videolinks To An External Site

Watch the Kotter Change Management Model videoLinks to an external site. for help getting started on this assignment. Introduction Using your approved company, apply Kotter's eight steps of change management to an HR situation you have selected for change. You will address all eight of the Kotter steps, developing an action plan for each step. Instructions In 4-6 pages 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 stages of change: Establishing a sense of urgency. Creating a 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 quality academic resources in this assignment. Note : Wikipedia and other similar Websites do not qualify as academic resources. If you choose to submit a video presentation, please also submit a one-page summary of your presentation. This course requires the use of Strayer Writing Standards (SWS). The library is your home for SWS assistance, including citations and formatting. Please refer to the Library site for all support. Check with your professor for any additional instructions. The specific course learning outcome associated with this assignment is: Develop strategies for managing human resources changes based on a change management model. Video Uploading 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 it to the course. 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 the course, view the "Student Video Assignment Submission" tutorial in the Creating a Presentation for Your Course playlist. Please use the following naming convention in the pop-up 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. ).

Paper For Above instruction

Change management is a critical aspect of organizational development, particularly when implementing significant HR initiatives. John Kotter’s eight-step model provides a comprehensive framework for managing change effectively within organizations. This paper applies Kotter's model to a hypothetical HR scenario within a healthcare organization aiming to enhance employee engagement and reduce turnover. The detailed steps outline a strategic approach tailored to align with organizational goals and foster sustainable change.

Introduction

Effective change management is essential for organizations striving to adapt to dynamic external environments and internal demands. The healthcare sector, characterized by rapid technological advancements and regulatory changes, requires robust change strategies. Kotter's eight-step process offers a structured method to lead successful change initiatives. Applying this model to HR transformations, specifically in improving employee engagement, demonstrates its practicality and effectiveness.

Establishing a Sense of Urgency

The first step involves creating awareness among stakeholders about the critical need for change. Within the healthcare organization, data indicating high turnover rates and declining employee satisfaction serve as compelling evidence. Communicating these findings through presentations and reports underscores the importance of addressing employee engagement proactively. This urgency motivates leadership and staff to prioritize the change process.

Creating a Coalition

Next, forming a coalition of influential leaders and change agents within HR, nursing, administration, and other departments is crucial. This diverse team champions the initiative by advocating for change, providing expertise, and maintaining momentum. For instance, HR managers, senior nurses, and department heads collaborate to develop strategies aligning with organizational values and goals.

Developing a Vision and Strategy

A clear vision articulates the desired future state—an engaged, satisfied, and stable workforce. The coalition crafts a strategic plan focusing on new engagement initiatives, training programs, and recognition schemes. This vision promotes a culture where employee well-being is prioritized, aligning with the broader mission of providing high-quality patient care.

Communicating the Vision

Effective communication ensures all members understand and are committed to the change. Leaders utilize multiple channels—emails, town halls, workshops—to disseminate the vision. Transparency about the process, expectations, and roles fosters trust and reduces resistance. Regular updates and success stories reinforce progress and motivate continued participation.

Empowering Broad-Based Action

Removing obstacles and empowering staff to contribute to change efforts is vital. This involves providing training, revising policies that hinder engagement, and encouraging innovation. For example, enabling nurse managers to implement flexible scheduling and providing feedback mechanisms encourages staff involvement and ownership of change initiatives.

Generating Short-Term Wins

Short-term achievements, such as improved employee satisfaction scores or reduced turnover rates in pilot units, demonstrate progress. Celebrating these wins boosts morale and credibility. Public recognition of teams exemplifies the benefits of the new strategies, reinforcing commitment across the organization.

Consolidating Gains and Producing More Change

Building on initial successes, the organization expands initiatives—such as leadership development programs or wellness activities—and integrates them into policies. Continual evaluation and adjustment sustain momentum, ensuring change becomes embedded in organizational practices.

Anchoring New Approaches into the Culture

Finally, embedding new values involves adjusting onboarding processes, performance evaluations, and ongoing training to reflect the focus on engagement and employee well-being. Articulating success stories and aligning leadership behaviors reinforce the cultural shift, ensuring the change endures.

Conclusion

Applying Kotter's eight-step model enables a systematic approach to HR transformation in healthcare settings. By thoughtfully executing each step, organizations can foster meaningful, sustainable change that enhances employee engagement and organizational performance. Combining strategic planning with effective communication and leadership commitment creates a resilient culture aligned with organizational objectives.

References

1. Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
2. Burnes, B. (2017). Kurt Lewin and the Habits of Change Management. Journal of Change Management, 17(4), 271–283.
3. Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to theories and models. Kogan Page Publishers.
4. Hiatt, J. (2006). ADKAR: A model for change in business, government, and our community. Prosci Research.
5. Hiatt, J., & Creasey, T. (2012). Change Management: The People Side of Change. Prosci.
6. Appelbaum, S. H., Habashy, S., Malo, J., & Shafiq, H. (2012). Back to the Future: Reassessing Resistance and Reframing Change. Journal of Change Management, 12(4), 336–355.
7. Armenakis, A. A., & Bedeian, A. G. (1999). Organizational change: A review of theory and research in the 1990s. In Research in organizational change and development (pp. 214-253). Emerald Group Publishing.
8. Hiatt, J. (2010). ADKAR: A Model for Change in Business, Government and Our Community. Prosci.
9. Westenholz, A., & Greenwood, R. (2009). The Dynamics of Contextually Based Change in Organizations. Organization Studies, 30(4), 419–437.
10. Robbins, S. P., & Coulter, M. (2018). Management (13th ed.). Pearson Education.