The Onion Model is an insightful Model in Change Management. Who is the theorist that developed the Onion Model? a. Russ Kobler b. Mike Clayton c. John Kotter d. Kurt Lewin
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The Onion Model is an insightful Model in Change Management.
Who is the theorist that developed the Onion Model?
a.
Russ Kobler
Mike Clayton
John Kotter
Kurt Lewin
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- find four scholarly journal articles that describe a plan for instituting organizational change. Provide a brief evaluation of at least two different generic change models that might be used to address the change needed in your organization (An example of a scholarly change model is Kotter, J. P. (2005). Leading change. Leadership Excellence, 22(11), 5-6. It is not required that you use this model.)Mental Models One of a manager’s most important skills is to be able to identify solutions to operational problems and manage corrective actions (change) to improve performance. Many times, it is the latter (change) that becomes the most difficult to manage. This challenge stems from presence of mental models, which are deeply ingrained beliefs, assumptions, and generalizations of how something should work, perform, function, etc. Mental models can have a detrimental effect on implementing change. For this Discussion, consider an organization that you are familiar with and post the following: Provide a brief description of the organization. Describe a mental model that you have witnessed and that has interfered with or prevented an improvement process from being implemented. Finally, give your thoughts about whether you think this mental model can be overcome.Which tool would you feel more comfortable using of the five change-management tools described in Chapter 20 of the textbook? Why? Reference: Moseley III, G. B. (2018). Managing health care business strategy (2nd ed.). Jones and Bartlett Learning. ISBN-13: 9781284081107
- Change management is not a one-size-fits-all approach; it requires customization to suit the specific needs and challenges of each organization. This customization involves understanding the unique organizational culture, the nature of the change being implemented, and the readiness of employees to embrace change. Organizations may adopt various change management frameworks and methodologies such as Kotter's 8-Step Process, Prosci's ADKAR Model, or Lewin's Change Management Model, among others, to guide their change efforts. However, it is essential to adapt these frameworks to fit the context and dynamics of the organization. Additionally, effective change management requires a balance between structure and flexibility, allowing for adjustments as needed based on feedback and evolving circumstances. Furthermore, building a change-ready culture within the organization entails fostering a mindset of innovation, learning, and collaboration, where employees feel empowered to contribute to…If the management team decides to target people as the first area for organization change, what should you recommendJanice has worked for Grandma B's Candies in the marketing department for 17 years. Last week, the CEO formally announced that Grandma B's was acquired by a large candy company wanting to expand its business into high-quality gourmet chocolates. Janice heard by way of the company grapevine that layoffs would occur in the days to come. She and her coworkers are very anxious and have gathered in the break room to chat. How could corporate leaders relieve employee anxiety in this situation? a Listen to the grapevine and update employees through a media-rich channel, such as a face-to-face meeting. b Start laying off employees as quickly as possible and blame those employees for not working hard enough. c Use the grapevine to leak information about early retirement packages and generous severance packages for those who choose to leave. d Keep depending on the grapevine as the best way to communicate with employees.
- Discuss the concept areas and key questions that can provide insight into areas that exemplify that guiding large-scale organizational change is more a art rather than the science of change. Click here for more on this paper……. Click here to have a similar A+ quality paper done for you by one of our writers within the set deadline at a discounted2 Consider how you could use multiple-cause diagrams to ‘picture’ the multiple and interacting causes that bring pressure for change where you work, or in an organization that you know well.you are asked to reflect on your experience collecting information and writing up your Literature Review for your research study on change agents in the workplace. You are to follow Gibb’s Reflective Cycle as your guide in laying out your reflection. (You can find diagrams, explanations, and guidance on Gibbs Reflective Cycle on the internet,
- Lewin’s classic model of OD change of Unfreezing–Changing–Refreezing the organization isapt for the Radial Bearing Team case. Identify elements in the case that align with each ofthese phases in organizational change8. Learning organizations use which approach to acquire knowledge that they can use to change behavior? a) conducting formal retrospective meetings b) studying customer habits c) benchmarking against best industry practices d) All of the aboveExplain each stage of the Kotter's 8 step change model. Your explanation should include: At least two concepts (e.g., awareness of the need for change, desire to support the change, knowledge of how to change) associated with the model. At least two skills (e.g., communication, leadership, planning, negotiation) required to use the model. At least two theories (Behavourist, Psychodynamic, Cognitive, Humanistic) associated with the model.
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