Western Governors University Change Management Essay Change Management Course I’ve attached all documents related to the needs of this paper. ChangeManag –
Western Governors University Change Management Essay Change Management Course I’ve attached all documents related to the needs of this paper. ChangeManag – Rubric = Main document that has scenario and rubric ChangeManag – Paper Tips = Has Rubric PLUS what they are looking for on each bullet point for competency ChangeManage – Writing Template = This is how the paper needs to be formatted / following each point. Any questions let me know Paper should be 8-10 pages minimum / double spaced. Thanks General Notes/Tips: (Delete this section prior to submitting for evaluation)
released 11-13-17
? You are free to use this template to write your paper, but are not required to.
? Replace the items in BLUE with the appropriate content/information.
? Delete the items with gray shading these are notes on template use.
? There is no minimum or maximum length requirements. Having said that, most papers
are about 8-10 pages double spaced not including cover sheet or reference page.
? The Evaluators will be looking for thoroughness for each question prompt to demonstrate
competency. After you write your draft, self-evaluate it against the rubric.
? Contact the WGU Writing Center for writing assistance (grammar, sentence structure,
APA, proofreading, etc.) https://my.wgu.edu/success-centers/writing-center
? The important aspect is to be thorough enough for each question prompt to demonstrate
competency.
? Within the Course of Study, go to Course Tips for additional guidance, including a
Tips document, recorded videos, etc.
A. Discuss the need for change for the company in the scenario using either the systems
contingency model or the organizational life cycle model.
B. Describe the differences between a learning organization and a traditional organization.
1. Identify which stage of Woolners 5-stage model the company is currently in.
Start typing here
a. Explain why the company is currently in the identified stage of Woolners 5stage model.
Start typing here
2. Explain how the company from the scenario would use Senges 5 disciplines to
become a learning organization.
Start typing here
C. Identify the end result and nature of change to take the company from a traditional
organization to a learning organization using Balogun and Hope-Haileys model.
Note: You may either identify both the end result and nature of change individually or
identify the name of the quadrant in Balogun and Hope-Haileys model that aligns to the
end result and nature of change.
Start typing here
1.
Explain why the end result and nature of change would be appropriate for the
company in the scenario using Balogun and Hope-Haileys model.
Start typing here
D. Discuss how four steps of the action research model could be applied to the change
process (traditional organization to learning organization) for the company in the
scenario.
Start typing here
E. Recommend two innovation strategies that management could use to transition the
company in the scenario from a traditional organization to a learning organization.
Start typing here
1.
Explain how one recommended innovation strategy would be used by management
in the company’s change process.
Start typing here
F. Discuss how four steps of Kotters 8-step model could be applied to the change process
for the company in the scenario.
Start typing here
G. Explain how each of the five pillars of sustainable change could be applied to sustain
the learning organization environment of the company in the scenario.
Start typing here
References
Acrobatiq is the primary learning resource provided in the C721 course (this is the 12 module
readings). Below is the reference for your convenience. Assuming you referenced Acrobatiq in
your paper, you can leave the reference below intact. Be sure to add (Acrobatiq, 2017) as an
in text citation in the body of your paper where appropriate. Also, add any other references you
used in this reference section.
Acrobatiq. (2017). Change Management. [Learning Resource for C721-Change
Management]. Available from https://wgunx.acrobatiq.com/courseware/contents/wgu_chngmgmt_nov15
NOTE: There are TWO versions of the C721-Change Management course. This Tips document is
relevant to only Version 2.
Scenario:
You have been hired as a change management consultant for a manufacturing company. The
leadership of the company currently uses a top-down management approach. The organizational
structure is a hierarchy (pyramid type). Employees are not encouraged to be creative or make
suggestions or decisions. They are also not encouraged to experiment and come up with new solutions
to problems.
The company has grown rapidly over the past decade, from generating $1 million in sales to $100
million. In the past year, the company expanded its business internationally and now has 500
employees worldwide. Due to the rapid growth of the company, the organization has not invested in
training and development opportunities for its employees to drive innovation and process
improvements. Additionally, the companys processes and software systems for inventory
management have become antiquated.
As the change management consultant, you will provide a report for the executive leadership team
where you diagnose the need for change and explain how to plan for change, how to implement
change, and how to sustain change. You will also explain how the company can transition to a learning
organization in order to be on the forefront of change and innovation.
Requirements:
Your submission must be your original work. No more than a combined total of 30% of the submission
and no more than a 10% match to any one individual source can be directly quoted or closely
paraphrased from sources, even if cited correctly. Use the Turnitin Originality Report available in
Taskstream as a guide for this measure of originality.
You must use the rubric to direct the creation of your submission because it provides detailed criteria
that will be used to evaluate your work. Each requirement below may be evaluated by more than one
rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
A. Discuss the need for change for the company in the scenario using either the systems contingency
model or the organizational life cycle model.
B. Describe the differences between a learning organization and a traditional organization.
1. Identify which stage of Woolners 5-stage model the company is currently in.
a. Explain why the company is currently in the identified stage of Woolners 5-stage model.
2. Explain how the company from the scenario would use Senges 5 disciplines to become a
learning organization.
C. Identify the end result and the nature of change to take the company from a traditional
organization to a learning organization using Balogun and Hope-Haileys model.
Note: You may either identify both the end result and nature of change individually or identify the
name of the quadrant in Balogun and Hope-Haileys model that aligns to the end result and nature
of change.
1. Explain why the end result and nature of change would be appropriate for the company in the
scenario using Balogun and Hope-Haileys model.
D. Discuss how four steps of the action research model could be applied to the change process
(traditional organization to learning organization) for the company in the scenario.
E. Recommend two innovation strategies that management could use to transition the company in
the scenario from a traditional organization to a learning organization.
1. Explain how one recommended innovation strategy would be used by management in the
company’s change process.
F. Discuss how four steps of Kotters 8-step model could be applied to the change process for the
company in the scenario.
G. Explain how each of the five pillars of sustainable change could be applied to sustain the learning
organization environment of the company in the scenario.
H. Acknowledge sources, using in-text citations and references, for content that is quoted,
paraphrased, or summarized.
I. Demonstrate professional communication in the content and presentation of your submission.
Not Evident
Approaching Competence
Competent
Articulation of
Response
The candidate provides
The candidate provides
The candidate provides weak
(clarity,
unsatisfactory
adequate articulation of
articulation of response.
organization, articulation of response.
response.
mechanics)
To be competent in this aspect of the task, the submission must be well organized and use good
grammar. If you have any difficulty with this aspect, access the Articulation of Response document
located in the Evaluation Procedures tab in TaskStream, contact the Center for Writing Excellence or
your course mentor.
A. Addressed need
for change and
Systems Contingency
or Organizational Life
Cycle Models
A discussion
of the need
for change is
not provided.
The discussion does not
accurately describe the need
for change for the company in
the scenario or the discussion
does not use either the
systems contingency model or
the organizational life cycle
model.
The discussion accurately
describes the need for
change for the company in
the scenario using either
the systems contingency
model or the organizational
life cycle model.
There are two specific components to address: 1) The companys need for change and, 2). clearly
articulate a description of the systems contingency model, including its three phases, or clearly describe
the organizational life-cycle model, including its five phases of growth.
Why does the company need to change? What does the applicable model represent? How can they
benefit an organization in preparing for and considering change initiatives?
The systems contingency model does not provide a set answer or solution in relation to the best
strategic approach. It does, however, help simplify the complexities of the organization and is required
to cover all the ad-hoc situations that may surface. There are three input phases that must be included
in this response. A clear explanation of each phase must also be included.
The organizational life-cycle model depicts the life-cycle of an organization from its inception to its
closure. When responding to this requirement, ensure you include the sequence or occurrences
depicted in this model. These are not random events. Clearly present the five phases in order of
occurrence and explain each phase correctly and completely.
B. Learning vs
Traditional
Organization
A description of
differences between a
learning organization
and a traditional
organization is not
provided.
The description identifies
one or more differences
between a learning
organization and a
traditional organization that
are inaccurate.
The description
accurately identifies
differences between a
learning organization and
a traditional organization.
There are significant differences between a traditional organization and a learning organization. In their
most basic form, a traditional organization assumes that what has worked in the past will continue to
work in the present and the future. Whereas, learning organizations develop internal structures that
can respond to change and help organizational members behave proactively. The purpose is to
empower members at all levels to accept change as a positive part of the organization’s existence.
B1. Woolners 5 Stages
An identification of a
stage of Woolners
5-stage model is not
provided
The identified stage
of Woolners 5-stage
model is inaccurate
for the company
from the scenario.
The identified stage
of Woolners 5-stage
model is accurate for
the company from
the scenario.
Woolner identifies 5-stages a company goes through on their journey to become a learning
organization. The student will correctly identify which stage the company from the scenario is currently
in.
B1a. Woolners 5 Stage
Explanation
An explanation of
the Woolner stage
identified in part B
is not provided.
The explanation
does not logically
discuss why the
Woolner stage
identified in part B
accurately
describes the
current stage of
the company from
the scenario.
The explanation
logically discusses
why the Woolner
stage identified in
part B accurately
describes the current
stage of the
company from the
scenario.
The student must provide justification and supporting evidence to explain why they selected the stage
they selected for the company from the scenario.
B2.
Senges 5Disciplines
An explanation of
how the company
would use Senges
5 disciplines is not
provided.
The explanation does not
accurately identify each of
Senges 5 disciplines, or the
explanation does not logically
discuss how the company would
use each of Senges 5 disciplines
to become a learning
organization.
The explanation accurately
identifies each of Senges 5
disciplines and logically
discusses how the company
would use each of the
identified disciplines to
become a learning
organization.
Peter Senge is credited for popularizing the term learning organization in his 1990 best-selling book
titled The Fifth Discipline: The Art and Practice of the Learning Organizatinon.
As such, list and explain how the company from the scenario would use each of Senges 5 disciplines to
become a learning organization.
C. End
Result And
Nature Of
Change
An identification of the The end result or nature of change is
The end result and
end result and nature incorrectly identified using Balogun and nature of change
of change is not
Hope-Haileys model, or the end result or are each correctly
provided.
nature of change is not identified using identified using Balogun
Balogun and Hope-Haileys model.
and Hope-Haileys model.
Identify the end result and nature of change to take the company from a traditional organization to a
learning organization using Balogun and Hope-Haileys model. Explain why this type of change is
appropriate for the organization in the scenario that wants to move from a traditional organization to a
learning organization.
Note: You may either identify both the end result and nature of change individually or identify the
name of the quadrant in Balogun and Hope-Haileys model that aligns to the end result and nature of
change..
C1.
Explanation Of
End Result And
Nature Of
Change
An explanation of
the end result and
nature of change
identified in part C
is not provided.
The explanation does not logically
discuss why both the end result
and nature of change identified in
part C would be appropriate for
the company in the scenario, or
the explanation does not use
Balogun and Hope-Haileys
model.
The explanation logically
discusses why both the end
result and nature of change
identified in part C would be
appropriate for the company in
the scenario using Balogun and
Hope-Haileys model.
Explain the end result and nature of change as described by Balogun and Hope-Haileys model as the
organization in the scenario transitions from a traditional organization to a learning organization.
D. Action
Research
Model
A discussion of 4
steps of the
action research
model is not
provided.
The discussion of 4 steps of the
action research model does not
logically describe how each
step could be applied to the
change process for the
company in the scenario.
The discussion accurately
identifies 4 steps of the action
research model and logically
describes how each step could be
applied to the change process for
the company in the scenario.
The action research model assists workers in identifying a problem, developing a resolution,
implementing a solution, and analyzing the final results. It consists of nine structured steps. Clearly
identify 4 of these steps and describe how each step could be applied to the change process in the
scenario.
E.
Innovative
Strategies
The 2
recommended
innovation
strategies are not
provided.
The 2 innovation strategies
recommended includes one or
more innovation strategies that
are illogical or inappropriate for
transitioning the company in the
scenario from a traditional
organization to a learning
organization.
The 2 innovation strategies
recommended for
management are logical and
appropriate for transitioning
the company in the scenario
from a traditional organization
to a learning organization.
Recommend two (2) innovation strategies that are logical and appropriate to aid the organization as
they transition from a traditional organization to a learning organization.
E1.
Explanation
of Innovative
Strategies
An explanation of
how an innovation
strategy could be
used in the
companys change
process is not
provided.
The explanation does not
logically discuss how an
innovation strategy would be
used by management in the
company’s change process,
or the explanation does not
discuss an innovation
strategy recommended in
part E.
The explanation logically
discusses how an
innovation strategy
recommended in part E
would be used by
management in the
company’s change
process.
Use one of the innovation strategies and explain how it can be applied to help the organization in the
scenario transition from a traditional organization to a learning organization.
F. Kotters
8-Step
Change
Process
A discussion of 4 steps of
Kotters 8-step model is
not provided.
The discussion of 4 steps of
Kotters 8-step model does
not logically describe how
each step could be applied
to the change process for
the company in the
scenario.
The discussion accurately
identifies 4 steps of Kotters
8-step model and logically
describes how each step
could be applied to the
change process for the
company in the scenario.
John Kotter introduced an 8-step change process. In response to this prompt requirement, list four (4)
steps and explain what is accomplished (or should be accomplished) in each step. Be sure to apply each
step to the organization in the scenario as they move from a traditional to a learning organization.
An explanation of how
the five pillars of
G. Five Pillars sustainable change
of
could be used to sustain
Sustainable the companys learning
Change
organization
environment is not
provided.
The explanation does not
logically discuss how each of
the five pillars of
sustainable change could be
applied to sustain the
learning organization
environment of the
company in the scenario.
The explanation logically
discusses how each of the
five pillars of sustainable
change could be applied to
sustain the learning
organization environment
of the company in the
scenario.
Besides just listing the five (5) pillars of sustainable change, clearly provide an explanation of how each
of the five pillars of sustainable change could be used to sustain the companys learning organization
environment.
The submission does
not provide both intext citations and a
H. Sources reference list for
sources that are
quoted, paraphrased,
or summarized.
The submission includes in-text
citations for sources that are
quoted, paraphrased, or
summarized, and a reference
list; however, the citations
and/or reference list is
incomplete or inaccurate.
The submission includes in-text
citations for sources that are
properly quoted, paraphrased, or
summarized and a reference list
that accurately identifies the
author, date, title, and source
location as available.
APA Formatting is required for all in-text citations and references. Every reference that is listed on the
Reference page should have been cited in-text in your response. If you did not cite a source in-text,
remove the source from the reference list.
If you are unfamiliar with this style of writing, access the APA Formatting hyperlink to the document
prepared by the WGU Center for Writing Excellence. If you need additional assistance, access the Center
for Writing Excellence. This community is designed to help students with general writing skills and APA
formatting. The mentors are excellent and available to schedule individual appointments, as needed.
The APA citation reference for Acrobatiq is provided in the Course Tips section of the course.
Content is
unstructured, is
disjointed, or
contains pervasive
I. Professional errors in mechanics,
Communication usage, or grammar.
Vocabulary or tone
is unprofessional or
distracts from the
topic.
Content is poorly
organized, is difficult
to follow, or contains
errors in mechanics,
usage, or grammar
that cause confusion.
Terminology is
misused or ineffective.
Content reflects attention to detail…
Purchase answer to see full
attachment
