managing organizational change DB 4 400-600 words for the post and at least 100 word response for each student.

I’m studying for my Business class and need an explanation.

Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

Additional Information

Leroy thinks it is important to use a set of steps from an established change model to guide the change process. He has recommended the OD Action Research model, Appreciative Inquiry, and Kotter’s 8-Step model as potential alternatives. But the VP of HR wants to know all of the details and is also concerned about the potential resistance to change at Red Carpet, so Leroy thinks it’s important to discuss this as well. Red Carpet is seeking long-term success with this change, so Leroy would like you to include a forward-thinking statement regarding the future of Red Carpet after the change. In no time, you and Leroy will be riding the elevator to the 27th floor with a beautiful view of Philadelphia, and he is confident that your collaborative effort will be well-received.

Review the Red Carpet scenario for this course, and with your classmates, discuss the following questions about Red Carpet’s change management plan:

  • In your opinion, which one of the following change models will be best for Red Carpet’s change process: OD Action Research model, Appreciative Inquiry, or Kotter’s 8-Step model?
  • What interventions would you recommend to address the challenges at Red Carpet?
  • Considering the organizational culture of Red Carpet, how could you help the organization use communication to overcome resistance to change?
  • How will you evaluate the success of the change process at Red Carpet?

Responses to Other Students: Respond to at least 2 of your fellow classmates with at least a 100-word reply about their Primary Task Response regarding items you found to be compelling and enlightening. To help you with your discussion, please consider the following questions:

  • What did you learn from your classmate’s posting?
  • What additional questions do you have after reading the posting?
  • What clarification do you need regarding the posting?
  • What differences or similarities do you see between your posting and other classmates’ postings?

# first student post, Jade Gordon

In my opinion, the 8-step change model by Kotter is the most ideal strategy for Red Carpet because it clearly outlines the steps the firm should take in the change process. The OD Action Research model and the Appreciative Inquiry model are quite similar because they both involve collaboration between the different groups to achieve goals during the change process. However, I believe that the 8-step change model provides a clear path that has been well researched and proven to have positive results as opposed to the other two models which only provide an overview of what is necessary. It is crucial to have the defined road map because there are many uncertainties associated with the change process and the firm must understand how to navigate such situations. However, the change model cannot provide all the answers to every challenge the firm will face. Since the change process will be unique, it is best to conduct consultations between different groups involved to create the most ideal solutions for each challenge. The groups include the OD expert who provides consultation and advice, the employees who participate by giving feedback and the leaders who provide support, resources and allocate responsibilities to the employees during the change process.

It is important to remain realistic about the occurrence of resistance and make sufficient preparations on the same. The first step in resolving issues is by identifying the reasons for resistance to create the most ideal solutions that would address the matters raised by the employees. The best way to mediate this entire process is to involve the employees through constant communication. This can be through setting up suggestion boxes in the company or creating open forums where employees can provide their opinions concerning issues. Also, the management can depend on communication technologies to connect with employees.

To measure the success of the change process, the company must set goals for every employee to make the process of tracking easier. From there, the management can measure utilization of the change factors. Some sample questions can include how often do employees engage in the change behavior? How fast are the employees implementing the change? What is the level of proficiency of change in the company after the change process? Such questions can help the management evaluate the successful implementation of the changes. The questions should be defined during the early stages of change and can also be used to identify and solve resistance.

second student post, Samuel Dominique

In your opinion, which one of the following change models will be best for Red Carpet’s change process: OD Action Research model, Appreciative Inquiry, or Kotter’s 8-Step model?

I would say that the Kotter’s 8 step model will fit better and im more experience with it than the other, with those steps we got to create a sense or idea of urgency by helping others change that will let them know they in need of that change and need it fast and it is important for the success. then we need to have a coalition of a lot of people involved in it too, after that, it is important to have a strategic idea or goal and took initiative about it. It’s not a project, it’s a movement. It’s a journey. join us and leave your mark (Gert Bosscher/Bunge). Empower action in removing and taking off the problem that stands in the way of thing accomplished, each step of success needs to celebrate and each milestone also continues with the success nonstop moving forward with the gain to gain more change, for the Red Carpet needs to implement all those steps to make a difference.

Red Carpet is seeking long-term success with this change, so Leroy would like you to include a forward-thinking statement regarding the future of Red Carpet after the change.

Considering the organizational culture of Red Carpet, how could you help the organization use communication to overcome resistance to change?

to overcome resistance we first need to examine why there is resistance to change so the first step would be communication, listen to the reason there is resistance to the change and then explain why the change it needs it and how it’s going to put in place and it needs to be done gradually not at once because change takes time and also for people that resistance to change it require time and communication from management with data that show the benefit of the change.

First, we would evaluate the change that is made or the impact the change made and progress, tracking metrics that measure implementation success will help you to better assess how well your change transformation is working as a whole. measure behavior changes and see how the culture and employ took the change and last but not least would measure and compare the outcome of the organization as a whole so all those metric or factor needs to be analyzed to see the success of the plan.

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