Hr587 Keller Strategic Change Paper

In: Business and Management

Submitted By neturu2007
Words 3645
Pages 15
EXECUTIVE SUMMARY The Division of Family and Children Services “DFCS,” where I was employed for 1.5 years in Child Protective Services “CPS,” is under the Georgia Department of Human Resources “GA DHR” that investigates child abuse and neglect, provides placement for foster children, provides assistance to low-income families in the form of childcare assistance, on-the-job training, and other support services. In an effort automate case management procedures, DFCS participated in a federally funded program that offers states the opportunity to create SACWIS (State Automated Child Welfare Information System). The plan to implement this system was divided into phases as follows: Planning Phase, Work Phase and Active Implementation Phase. These plans entail implementing new technologies through SACWIS and partnering with community groups that may serve the same clients and work process redesign where the actual case management duties are automated through the system. Using Kotter’s Change Model, I analyzed the strategic change initiatives DFCS initiated and gathered very interesting results. Additionally, I analyzed this organization to be in the growth phase in the life cycle of development, entering maturity. The change was driven by the state of the economy and the need of the department to manage the volume of applicants, child abuse and neglect cases on the rise, and the need for technology advances within this government division. I evaluate the efforts to involve communication through email but lacked management communication directly. Feedback from employees were not initiated and unwelcomed as in most government facilities because the change comes from legislation or headquarters.

[pic]Chart 1
This model details the planning phase of implementing SACWIS and mentions the teams that were initially…...

Similar Documents

Hr587 Vision Paper

...organization’s fundamental aspirations and purpose: This is typically accomplished by appealing to its employee’s hearts and minds. Thus a vision statement encompasses the basic characteristics that shape an organization’s view of the future and its strategy (Palmer, 2008). A vision should be brief, focused, clear, and inspirational to an organization’s employees.A Mission Statement can be defined as an announcement of what the business does today and why it exists. A Mission Statement captures the uniqueness of theorganization and its purpose or reason for existing (Evans & Lindsay, 2011). Strategies are broad statements that set the direction for the organization and state how the organization intends to achieve its mission and vision. Strategic objectives are important to an organization if it is to remain competitive (Biznik, 2012). 2. Statements a. History. Beckman Coulter began its history as two separate companies; Beckman Instruments and Coulter Electronics. Beckman Instruments was established by Dr. Arnold O. Beckman who invented a way for determining the precise measurement of pH in lemon juice which he called the acidometer, or more commonly known as the pH meter. Separately, the Coulter brothers, Wallace and Joseph, had invented an instrument that could measure cell size through electrical impedance- known today as the Coulter Principle. Coulter Electronics was acquired by Beckman Instruments in 1997 and the new organization was called Beckman-Coulter,......

Words: 969 - Pages: 4

Strategic Change

...It is not the strongest of the species that survive, nor the most intelligent, but the ones most responsive to change. (Charles Darwin) Introduction In this chapter, we turn our focus to how organizations sustain advantage. We do this through exploring strategic change, while, to complement this in Chapter 12, we examine strategic innovation and corporate entrepreneurship. Strategic change is about ensuring that the organization is consistently relevant in its market arenas and, as the opening quote from Darwin illustrates, about the need to be responsive to change. Back in 1865, the seeds of the company that we know today as Nokia were sown when Frederik Ideastam set up a paper mill on the banks of the Nokianvirta river in Finland. From this base, over the next hundred years, the company evolved to become a Nordic industrial conglomerate operating in paper, rubber, and cables, and from there to a European player in consumer electronics in the 1970s and 1980s. In 1996, a decision was made to divest all of its other businesses in order to concentrate on becoming a global giant in telecommunications. This is the position that Nokia is attempting to retain as it continues to ride the technological wave of change, focusing on technological convergence in mobile phones, multimedia, and enterprise solutions. Although the reorientation of Nokia over time did not come without its difficulties in integrating acquisitions and developing a strong corporate culture to......

Words: 11124 - Pages: 45

Strategic Change - Types of Change

...Strategic Change Question 1: Discuss the types and importance of context in managing change and how they can affect an organisation’s strategy. Use examples to illustrate your points. All organisations are currently experiencing some type of change. Many of these strategic changes arise from culture change, globalisation, business process and some of them are driven by the need for organisations to reposition in order to be efficient in competitive environment. Therefore, it can be noted that competitive advantage is the goal of strategic change. There is no easy way to manage strategic change, and no simple method that will work in all cases. How change is managed will be subject to the magnitude of the challenge faced in trying to effect strategic change. So, it is important to recognize consideration of change types and organisational context in which change is to occur. Types of strategic change: There are four types of change that concerned with the extent and the nature of change. In terms of the nature of change, it is the speed with which the change is to be achieved, where changes can be based incremental or big bang approach. Arguable, it is more efficient for change in organisation to be incremental as it will give plenty time to build skills and beliefs in organisation. Nevertheless, big ban approach might be useful if organisation requires quick responses on crisis or direction changes. The extent of change required ranges across a spectrum from......

Words: 447 - Pages: 2

Strategic Management of Change Ups

...DELL INC Strategic Planning at United Parcel Service (UPS) Case Analysis Name Student ID Course Code Course : : : : Harinath Mathavan 30109283 BUMGT 5926 Strategic Management of Change Contents 1.0 2.0 3.0 4.0 4.1. 4.2. 4.3. 5.0 5.1. 5.2. 5.3. 6.0 7.0 Introduction ...................................................................................................................... 2 Company Background ...................................................................................................... 2 Strategic Planning: Critical Assessment .......................................................................... 3 Strategic Problems and Solutions..................................................................................... 4 Strong Local and Regional Government Regulations ...................................................... 4 Rising Fuel Prices............................................................................................................. 4 Intense Competition ......................................................................................................... 5 Strategic Opportunities and Exploitation Strategy ........................................................... 5 Expansion of E-Business .................................................................................................. 5 Geographical Expansion .................................................................................................. 5 Business to...

Words: 1687 - Pages: 7

Strategic Change Management

...Edexcel Level 7EDSMLASSESSMENT ACTIVITY | | Unit Name: | STRATEGIC CHANGE MANAGEMENT | Unit Number: | 03 | Credits: | 10 | Assessor: | Prof. Krishna Mohan .M | Internal Verifier: | | Aim: Strategic change impacts on the human resources structure of the organization and this often means a restructuring of the workforce or changes in working practices. Almost inevitably, change will generate resistance from some, particularly those who feel that the change will have no positive benefits for them. Other people may resist change simply because they prefer status quo. Organizations need to ensure that they have strategies in place to manage resistance to change and this should be part of the overall model that they adopt for managing the change. Once in place, progress towards change will need to be monitored. Strategic change management is most effective when an organization actively seeks the participation of all relevant stakeholders. A change management strategy will be effective only if it has the support of all stakeholders. If they are to have a sense of ownership, stakeholders need to have the opportunity to contribute to the development of the change strategy. Learners will develop an understanding of the models of strategic change and the role that stakeholders play in this process. They will then examine the need for change in a selected organization and plan the implementation of a model for change. Summary of learning outcomes To achieve......

Words: 2836 - Pages: 12

Strategic Change Management

...QCF LEVEL 7 EXTENDED DIPLOMA IN STRATEGIC MANAGEMENT & LEADERSHIP STRATEGIC CHANGE MANAGEMENT ASSIGNMENT UNIT: STUDENT NAME : COLLEGE ID : TUTOR : SUBMISSION DATE : WORD COUNT : TABLE OF CONTENTS Introduction …………………………………………………………………………… 03 LO1. Understand the background to organizational strategic change 1.1 Discuss a minimum of three established models of strategic change, highlighting the differences in approach. 1.2 Evaluate the relevance of models of strategic change, and using examples from organizations, Explain why the models for change are appropriate in their selected examples. 1.3 Assess the value of using strategic intervention techniques that are used in organizations. LO2. Understand issues relating to strategic change in an organization 2.1 Examine the need for strategic change in an organization. 2.2 Show an understanding of the forces that are impacting on an organization and driving the need for Change. 2.3 Assess the resource implications of the organization not responding to strategic change. It is Expected that learners will assess the relevant financial, human and physical resources. LO3. Be able to lead stakeholders in developing a strategy for change 3.1 Develop systems to involve stakeholders in the planning of change. The systems need to be......

Words: 3050 - Pages: 13

Change Analysis Paper-"Images"

...Name-Desmond P. Williams DSI-D013889997 HR587 March 12, 2011 ASSESSING CHANGE MANAGERS’ IMAGES Introduction This exercise was carried out to assess change managers’ images. The work so far gives an in depth discussion on the actions of two change managers as they relate to the six images of change. In this regard two change managers were interviewed and both of them are in the retail business entity. For convenience, they are labeled as Change manager A and B of A and B companies respectively. The responses of both change managers were compared and contrasted to make this assessment. Based on the responses of the mangers in question it was clearly evident that they were using the images unconsciously. The actions and approaches they adopted to augment change in their respective organizations show that they were implementing change influenced by the images. The company of Manager A is a well established business on a larger scale unlike that of Manger B which is a small grocery store. In the interviews both managers told their stories regarding change in their respective organizations. In the case of Manager A, he said it was a kind of transformational change that took place in his organization. There is a policy of the Home office to transform all its retail stores to supercenters based on the performance these stores in terms of profit-making and meeting the demands of the customers .In addition,he pointed out that the store was doing well in business......

Words: 1215 - Pages: 5

Strategic Paper

...Strategic Management Process Paper Strategic Management Process Paper Before any business is started they have to have their own strategic management. I want to start my own business by forming my own bakery. I have to first achieve my mission and my vision. In order to do this I also have to have specific goals and objectives. It isn’t just strategic management that is involved it’s also process strategic management. The process of starting the business starts with either the owner or the manager. The manager or owner is faced with many situations. They are challenged through everybody including people working for them, the customers, banks, tax people, and sometimes even the worse the law. Overcoming all these challenges and getting things done is called management success. Management success is an accomplishment of the mission and objectives. Not all owners or managers succeed in their businesses though. They fail to accomplish the mission and objectives. Success in a business also requires in my belief effectiveness and efficiency. There is also much more to that in owning your own business. There is a formulation that many businesses do use. It is called the P-O-L-C formulation. This is a strategy formulation and it stands for planning, organizing, leading, and controlling. I will begin to explain the planning process. This is the most important process of all the steps that are......

Words: 810 - Pages: 4

Strategic Change

...Strategic Change. Dynamism of South African context As South African organisations move into the international business arena, behaviour developed in the apartheid era is not appropriate for competing with the global market. Leaders have to adapt their cultures and be able to respond to an “ever changing” environment. (RV Weeks 2002). In a study conducted by Maritz (2000, p. 18) on South African organisations compared to their international counterparts, it was found that South African leaders are reluctant to move away from a conventional transactional leadership. Leaders who were more transformational lead to long-term positive implications for an organisation. (3) Osborn, Hunt & Jauch (2002) state that transformational leadership will be more effective under traumatic situations as the emotional centre of brain is activated by trauma and this ability is helpful when organizational members experience change and anxiety. Leadership is a critical factor in managing strategic change. The successful managing of people issues will determine success or failure in strategic realignment of business institutions within a global context. (RV Weeks 2002) Strategic leaders effectiveness is dependent on environmental dynamism. Environmental dynamism increases uncertainty that is characterized by stress, anxiety and risk. (2) Transformational leadership encourage individuals to view a turbulent environment as an opportunity not a hindrance. Dynamic environments can......

Words: 274 - Pages: 2

Strategic Change Management

...Diploma in Strategic Management and Leadership – Level 7 Unit 3 Strategic Change Management CONTENT Introduction Understand the background to organisational strategic change 1.1 Discuss models of strategic change 1.2 Evaluate the relevance of models of strategic change to organisations in the current economy 1.3 Assess the value of using strategic intervention techniques in organisation Understand issues relating to strategic change in an organisation 2.1 Examine the need for strategic change in an organisation 2.2 Assess the factors that are driving the need for strategic change in an organisation 2.3 Assess the resource implications of the organisation not responding to strategic change Be able to lead stakeholders in developing a strategy for change 3.1 Develop systems to involve stakeholders in the planning of change 3.2 Develop a change management strategy with stakeholders 3.3 Evaluate the systems used to involve stakeholders in the planning to change 3.4 Create a strategy for managing resistance to change Be able to plan to implement models for ensuring on going change 4.1 Develop appropriate models for change 4.2 Plan to implement a model for change 4.3 Develop appropriate measures to monitor progress Conclusion References Introduction There are numerous objectives of an arranged change. Fundamentally the objectives are meant to enhance the capacity of the association to change in accordance with......

Words: 5017 - Pages: 21

Strategic Change Management

...Assignment brief Unit number and title Unit 3: Strategic Change Management Qualification BTEC – LEVEL 7 – Extended Diploma in Strategic Management & Leadership Start date 7th September 2015 End Date 28th September 2015 Assessor Pierre Arman Assignment Due Date Assignment title 25th Oct 2015 Understanding the need for and aspects of Strategic Change Management The purpose of this assignment is to provide learners with understanding and skills to assess the need for strategic change in organizations and how to empower them to take engagement actively in the process of strategic change management. Scenario It is the realities of today, change is imperative for a healthy and sustainable success of today’s organizations. To this end, every organization undergoes a change process so as to compete with the changing market circumstances. You are required to identify the need for change in any department or area in your chosen organization and you have to state why there is a need for change and how will you plan and implement it effectively. Task 1 Understand the background to organisational strategic change 1.1 Discuss models of strategic change and their differences (AC 1.1). 1.2 Evaluate the relevance of models of strategic change to your chosen organisations in the current Economy (as of the current situation which is the best suitable model) (AC 1.2). 1.3 Assess the value of using strategic intervention techniques in your......

Words: 1683 - Pages: 7

Strategic Change Management

...| STRATEGIC CHANGE MANAGEMENT | FINAL ASSIGNMENT | | Abin | [Pick the date] | | Introduction: Life Insurance Corporation of India established in 1956, is the one and only public sector insurance company in India. There were many small insurance companies and provident societies worked at that time, merged together to form LIC of India. It has got wide and huge network of Insurance agents and distributors which made them popular amongst the most remote areas of India. As it belongs to public sector, it is the most trusted insurance company in India. Since 2001, LIC of India was the monopoly power in Insurance industry on India. In 2001, private insurance companies are allowed to enter the insurance sector in India. But LIC tried to maintain its market leadership through renewing and transforming its strategy. Its huge presence in both urban and rural markets is their major core competency. The products if LIC are very simple and customer friendly, so that even illiterate people could understand the policy through explaining. Its products are mainly concentrating on all the needs and demands of the customers such as, protection, life cover, savings, investments, endowment plans, women plans, child plans, micro- insurance plans etc. The major subsidiaries are LIC housing finance, LIC Nepal, LIC Lanka, LIC International, BSC etc. ( The intervention of more than 20 private insurance companies such as Bajaj Allianz, ICICI Prudential,......

Words: 4462 - Pages: 18


...HR587 Managing Organizational Change Course Project Expectations Introduction The Course Project enables students to integrate and build onto course materials and discussions by doing a Diagnostic Paper (Option 1) of a significant change initiative or by writing a Research Paper (Option 2) that goes beyond what has been covered in the course. For both options the student is required to do the following: 1. Submit a Draft of your proposed paper during Week 4 so that the instructor can provide guidance and advice. 2. Submit a 15-20 page (double spaced) course project (Option 1 or 2) by the end of Week 7. Note: An Appendix may be used for background documents. Those pages do not count toward the 15-20 page paper. Options: Option 1: Diagnostic Paper Applying models and concepts from the course, analyze a significant change initiative you have observed, have been affected by or have had a hand in implementing in your organization. It can be a change that your organization is currently undergoing, or one that has recently been completed. The organization that is in your paper could also be one that you worked for in the past. However, you must know enough about the change to be able to do a comprehensive analysis. Examples of change you might consider include: * Restructuring or reorganization * Downsizing or rapid expansion * Outsourcing * Technical or work process redesign * Merger or acquisition * Benchmarking or......

Words: 991 - Pages: 4

Image Change Analysis Paper

...Image Change Analysis Paper Introduction “A company’s image is everything from its advertisements to its employees and even packaging materials. A well-developed company image helps improve sales figures and allows consumers to accurately place the business in the context of competitors within a given marketplace. Organization behavior plays a key role in shaping a company’s image from product pricing to which industries a company chooses to establish a presence in.(” Images can be utilized in analyzing proposed organizational changes. Within this paper, I have chosen to apply some concepts about my previous employer QS with the change of new management. The particular place was managed by someone who had a four year degree in management. The office had a doctor and nine other employees. The doctor, who was the owner of the practice, did not have any management skills and wanted things to go her way or no way. The manager was trying to implement policies that would keep the employees from leaving and also keep the patients coming in the door. There were large number of negative comment cards and also a high turnover. The ultimate problem was getting the doctor to see things the manager’s way and not her way. Application Analysis The first problem was the moral in the office. There was employee going up to the manager all the time talking about how they can’t work with the doctor, because she always have to complain about something and she was......

Words: 1024 - Pages: 5

Strategic Paper

...Strategic Management Process Paper Natasha Barnett MGT/498 May 30, 2012 Luvi Mendoza Introduction When a company is trying to achieve a goal for the company this always involves planning. To be able to succeed to have to map out how you plan to get there and what it will take to make it happen. Many companies will use the Strategic Management Process for each department of the company as each department as their own goals to meet and then there will be a process for the company as a whole. Within the Strategic Management Process there are seven steps and the steps consist of: The Mission, Business and Operation analysis, Develop and select strategic options, Establish strategic objectives, Strategy Execution Plan, Establish Resource Allocations, and Execution Review. These steps all play an important role and have a reason to be in the steps required to reach one’s goals. Primary Components of a Strategic Management Process Every component plays its own role and each role is very important in every plan. When making out a plan you have to first start with the Mission, which is basically what the end result that they are shooting for is. The mission would be information that has been obtained either from employees, data, customers, etc… Any and all organizations have to have a mission and a vision for their company for their customer and stakeholders to know where the company plans to go. Knowing what your completion is and also knowing what your company is good at...

Words: 879 - Pages: 4