![Blasingame, J. (2013, June 5). Are you managing change or
leading it?Forbes. Retrieved from
http://www.forbes.com/sites/jimblasingame/2013/06/05/are-you-
managing-change-or-leading-it/print/
Required Websites
Qualman, E. (Producer). (2011). Social media revolution 3.
[Web Video]. Retrieved from
http://www.youtube.com/watch?v=x0EnhXn5boM&feature=play
er_embedded
Godin, S. (Speaker). (2003). Seth Godin: How to get your ideas
to spread. [Web Video]. Retrieved from
http://www.ted.com/talks/seth_godin_on_sliced_bread.html
Gladwell, M. (Speaker). (2011). Malcom gladwell on innovation
. [Web Video]. Retrieved from
http://www.youtube.com/watch?v=wg0Zg8-2_Jo
Recommended Materials
Godin, S. (2001, December 31). Survival is not enough Fast
Company, Retrieved from
http://www.fastcompany.com/magazine/54/survival.html
McNamara, C. (n.d.). Organizational change and development
(managing change and change management). Retrieved from
http://managementhelp.org/organizationalchange/index.htm
Lillie, B. (2011, October 18). [Web log message]. Retrieved
from http://blog.ted.com/2011/10/18/rethinking-normal-in-
technology-qa-with-justin-hall-tipping/
Horn, M. (Speaker). (2010). Disrupting class: How disruptive
innovation will change the way the world learns. [Web Video].
Retrieved from http://mitworld.mit.edu/video/821](https://image.slidesharecdn.com/week4discussion1mgt435yourinitialdiscussionthreadisd-221110181902-f03b4131/85/week-4-discussion-1-MGT-435Your-initial-discussion-thread-is-d-docx-4-320.jpg)
week 4 discussion 1 MGT 435Your initial discussion thread is d.docx
- 1. week 4 discussion 1 MGT 435 Your initial discussion thread is due on Day 3 (Thursday) and you have until Day 7 (Monday) to respond to your classmates. Your grade will reflect both the quality of your initial post and the depth of your responses. Reference the Discussion Forum Grading Rubric for guidance on how your discussion will be evaluated. Personal Experiences Think of an organizational change that you experienced. Describe how you were impacted by the change. What could the leadership have done to make the transition more successful? Cite one or more change models to support your assertion. Review several of your peers’ posts. Compare your experiences with at least two peers and identify lessons you can apply to future organizational changes. Your initial post should be at least 200 words in length. Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references. Respond to at least two of your classmates’ posts by Day 7.Change Management History Change Management as a discipline began to emerge in the 1980s driven by leading consulting firms working with Fortune 50 companies. Early adopters, such as GE, Ford, and AT&T, were very large corporations that could derive significant savings through more efficiently implementing new programs and were accustomed to cutting edge thought leadership roles. This work resulted in early Change Management models such as GE’s Change Acceleration Process (CAP) and John Kotter’s Eight Step Process for Leading Change. At this time, Change Management offerings were mostly available through consulting
- 2. services, with a limited number of books and textbooks available. During the 1990s, industries undergoing significant and rapid change in areas such as information technology and human resources began highlighting the benefits of Change Management programs on a broader scale. The experiences, consequences, and costs of implementing change without a structured approach has helped employees and organizations embrace Change Management tools. Though use of Change Management was still limited primarily to large corporations in the habit of regularly utilizing professional consulting firms, Change Management was receiving more and more visibility and credibility. The 2000’s marked widespread acceptance of Change Management as a business competency for leading change. This shift increased the credibility of Change Management in the business world and with project teams. The benchmarking data on ‘use of a methodology’ shows a marked increase from 34% in 2003 to 72% in 2011. The value of Change Management was further validated through additional research on the impact of Change Management on business success by Prosci, IBM and McKinsey. The market for Change Management tools and training grew rapidly through this period, with as many as 320 consulting firms identified as offering Change Management services by 2011. Some were established with their own Change Management methodologies while others, that previously only offered consulting services, also provided training and some level of product offerings as well. The close of the decade saw the formation of the industry’s first global association for Change Management practitioners, the Association of Change Management Professionals (“ACMP”). Change Management trends 1. The awareness of the need and value of Change Management is increasing at all levels of organizations 2. Organizations continue to devote more resources and
- 3. positions to Change Management – 36% of the 2012 Best Practices in Change Management respondents indicated that their organization has created an office or a functional group around the discipline of Change Management 3. Change Management activities are being introduced earlier and more often into Project Management programs 4. Demand is growing for building internal Change Management competencies versus relying on outside consulting 5. There is a greater demand for Change Management training and certification within organizations https://www.prosci.com/change-management/change- management-history/ Week Four Learning Outcomes This week students will: · Assess the effects of organizational change on the people in the organization. · Describe the major reasons why change programs fail in organizations. · List the five pillars of successful, sustainable change and describe the relationship among the pillars. · Apply change models to short-term, small-scale, and long- term, large-scale change. · Summarize the relationship between leaders and stakeholders in implementing change. required text Weiss, J.W. (2012). Organizational Change. San Diego, CA: Bridgepoint Education, Inc. This text is a Constellation™ course digital materials (CDM) title. Required Article
- 4. Blasingame, J. (2013, June 5). Are you managing change or leading it?Forbes. Retrieved from http://www.forbes.com/sites/jimblasingame/2013/06/05/are-you- managing-change-or-leading-it/print/ Required Websites Qualman, E. (Producer). (2011). Social media revolution 3. [Web Video]. Retrieved from http://www.youtube.com/watch?v=x0EnhXn5boM&feature=play er_embedded Godin, S. (Speaker). (2003). Seth Godin: How to get your ideas to spread. [Web Video]. Retrieved from http://www.ted.com/talks/seth_godin_on_sliced_bread.html Gladwell, M. (Speaker). (2011). Malcom gladwell on innovation . [Web Video]. Retrieved from http://www.youtube.com/watch?v=wg0Zg8-2_Jo Recommended Materials Godin, S. (2001, December 31). Survival is not enough Fast Company, Retrieved from http://www.fastcompany.com/magazine/54/survival.html McNamara, C. (n.d.). Organizational change and development (managing change and change management). Retrieved from http://managementhelp.org/organizationalchange/index.htm Lillie, B. (2011, October 18). [Web log message]. Retrieved from http://blog.ted.com/2011/10/18/rethinking-normal-in- technology-qa-with-justin-hall-tipping/ Horn, M. (Speaker). (2010). Disrupting class: How disruptive innovation will change the way the world learns. [Web Video]. Retrieved from http://mitworld.mit.edu/video/821