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Implementing Change in Organizations, 2002.
The author looks at how the process of changing policy has evolved over the last twenty years and looks at some of the factors that have affected the process.
720 words (approx. 2.9 pages), 4 sources, MLA, £ 17.95
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Abstract
This paper examines the process involved when an organization wants to change its policy. The author looks at how the process of changing policy has evolved over the last twenty years and looks at some of the factors that have affected the process. According to this writer, changes in management, as well as changes in the nature of the relationship between management and its workers are two major factors affecting many organizations' ability to implement new policies and practices.
From the Paper
"In recent times, with the workforce more knowledgeable about their rights, and an increasing focus by management in keeping their workers happy, the balance of power has shifted. All changes have to be beneficial to both the management and the worker. Union buy-in for any change to be implemented is required. Organizations are increasing recruiting members of unionized and non-unionized staff to be included in the team that is formed to help implement changes in an organization. Successful changes in any organization have resulted as the outcome of an effective reward and incentives plan for all the participants rather than a few selected members of the organization. Efficient and effective two-way communication is necessary and one of the key elements in any environmental change."
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Change in an Organization, 2004.
An examination of the importance of change in an organization and effective steps in implementing change.
1,195 words (approx. 4.8 pages), 7 sources, MLA, £ 28.95
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Abstract
The paper begins with explaining the steps a leader needs to take to effectively implement change in an organization. It then discusses the importance of an effective decision making accountability system and the development of a climate of trust. This paper focuses on how changes within an organization affect specific groups.
From the Paper
"Any group?s success depends on the level of mutual accountability, contribution and shared values that the group members feel towards achieving the goal. The group leader plays a very important role in ensuring the cohesiveness and the performance of the group. Personal communication and mutual respect should be the foundation for ensuring that decisions are made in a fair and just manner. (McKenna and Maister, 2002) Using rules and codes of conduct, the leader can make the group understand the expectations that he or she has and the possible outcome for not adhering to these rules. Determining the dynamics and the personal responsibilities for each member is important and can help the leader manage a cohesive and motivated group of people."
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Options for Implementing a Leadership Change, 2008.
An analysis of the four stages of initial public offering (IPO) for Gene One.
1,551 words (approx. 6.2 pages), 6 sources, APA, £ 35.95
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Abstract
This paper discusses the options for implementing leadership change within the company, Gene One. It describes the challenges that the company faces and the reasons for the need for change. The paper first looks at the need for Gene One to complete a full situational analysis, identifying issues and opportunities with the company's executive management team. It then focuses on the four stages of an initial public offering (IPO) as they apply to Gene One.
Table of Contents:
Stage 1: Diagnostics
Stage 2: Restructuring and reorganization
Stage 3: Holding the IPO
Stage 4: Current listing obligations and capitalization growth
From the Paper
"Following this decision making model will ensure that alternatives are considered and the outcomes of these alternatives are considered before implementing the decision. It is important for organizations to have excellent communication and negotiation skills in order to maintain an ethical workplace environment and successfully to complete business transactions. Many times a company has trouble aligning the needs and desires of the executive management team, and or the board with the needs and desires of its staff. Using a formal team decision-making model and being well disciplined in the art of integrative negotiation will get an organization far within this tough business world during the current recession. No only will it help to maintain positive morale and continuous communication within the company, but it will also increase the chances that the company continues to be open to new ideas and developments by using an effective team approach."
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Change in an Organization, 2004.
An examination of the process of change within an organization.
1,501 words (approx. 6.0 pages), 13 sources, MLA, £ 34.95
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Abstract
This paper explains that change is good for an organization; it helps stimulate the organization to grow. It discusses how change can be difficult to implement in an organization and explains the different processes of change and how this is important for the overall management.
From the Paper
"An organization is an ever evolving and changing entity and all organization will undergo change at some stage in the history of the existence of the organization. The ability to determine and identify the factors that facilitate, necessitate or result due to a change implemented by the company is critical to the survival of the company. Changing the mindset and the human factor may ultimately come to represent the new competitive edge for a corporation, more than physical and other resources. Due to today's dynamic demographic, economic and social conditions, the interaction of individual and organizational development ?the development of the human resource will by far be the most salient and tangible outcome of any organizational change."
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Implementing Change, 2004.
A memo form sent to the manager of a company regarding changes about to take place once the new computer system is installed.
1,658 words (approx. 6.6 pages), 3 sources, MLA, £ 37.95
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Abstract
This research paper is a memorandum written to the Vice President of Human Resources at Acme Enterprises, explaining the change process as relating to any organizational change overall and, in particular, the change involving the introduction of a new computer system in the organization. It is established that information dissemination is the most important component of the change process.
From the Paper
"The Memo to be issued on behalf of Mr. Terry Technotic for the introduction of the Cranberry Computer System, must be revised to incorporate an understanding of the change process within Acme Enterprises. The draft I received is incomplete. The introduction of the Cranberry Computer System is likely to cause much anxiety if the information about the system is dispelled at such short notice. Users of the system, and the operations and support staff of the organization must be given thorough training and practice with the new computer system, before the system is utilized by us to its maximum capacity."
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Change in an Organization, 2002.
An examination of what factors need to be considered when implementing changes in an organization.
710 words (approx. 2.8 pages), 4 sources, MLA, £ 17.95
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Abstract
This paper tackles the problems faced by management of an organization when considering instituting changes in their administrative systems. It examines the roles of management and leaders when trying to implement any change.
From the Paper
"Prior to implementation of change by any methods, the change agent?internal or external?has to evaluate the organization as a whole. The problems and difficulties experienced by any company may be unique to the company or to the type of business. Change implementation generally requires a change in the behavioral strategies?either of the organization, the process used or the individual."
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Change Proposal for a Theatrical Organization, 2004.
Proposal for change in leadership style of a theatrical organization.
2,306 words (approx. 9.2 pages), 5 sources, APA, £ 50.95
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Abstract
This paper looks at the organizational and managerial problems of a theatrical organization and proposes a change for the company that would entail hiring a company manager. The paper analyzes and highlights the theater's problems in management style and organizational structure and then presents a plan for implementing the changes needed to eliminate the theater's management problems.
From the Paper
"Spending any time at all at one of the nation?s first, oldest and largest state theaters, a founding member of the League of Resident Theaters, brings to mind only one phrase above all others: ?Off with their heads.? The theatrical organization is run as if by the mad Queen in Alice in Wonderland. No real management is performed. Instead, edicts are issued by the CEO and founder and carried out without regard to the bottom line or any standards of acceptable organizational behavior. In short, there is the rule of fear, and nothing more."
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Non-Governmental Organizations and Inter-Governmental Organizations, 2003.
An analysis of the role of non-governmental organizations and inter-governmental organizations in post-conflict reconstruction of developing nations.
1,965 words (approx. 7.9 pages), 40 sources, APA, £ 44.95
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Abstract
This paper provides an overview of non-governmental and inter-governmental agencies, followed by an analysis of the different issues that can adversely affect the post-conflict reconstruction process. A summary of the research and relevant findings are provided in the conclusion.
From the Paper
"Conflicts among people represent one of the main problems around the world today. People continue to become embroiled in violent confrontations practically everywhere because of religious, racial or political differences. Often the parties in conflict are unable to resolve these fundamental differences, and the governments involved are either unable or unwilling to assist in the process. It is vitally important, therefore, that appropriate nongovernmental organizations and intergovernmental organizations understand the processes involved and the effects of their activities on the people they are trying to help."
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The World Trade Organization: Its Structure and Organization, 2001.
A personal paper arguing for the need of the World Trade Organization.
1,546 words (approx. 6.2 pages), 4 sources, £ 35.95
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Abstract
This paper looks at the World Trade Organization, or WTO and debates whether or not the WTO has a positive effect on the world. The author takes the position that one needs a place to take disputes and set regulations for the international economy.
From the Paper
"The World Trade Organization, which was created in 1995, was the biggest reform of international trade since 1948. During the previous years, international commerce had been organized under GATT, which established a multilateral trading system. However, by the 1980s major restructuring was needed. The Uruguay Round brought about that overhaul. It was the largest trade negotiation ever."
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Organizational Change, 2007.
A general discussion of organizational change, using the example of change in low performing schools.
3,110 words (approx. 12.4 pages), 10 sources, APA, £ 63.95
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Abstract
This paper examines key concepts in organizational change, with a discussion on implementing changes in schools with low performance records. The first section of the paper defines organizational change. The paper describes the characteristics necessary for a leader to implement change within an organization. The role of the human resources department is also examined in terms of an organizational change. Four methods for handling change are presented and defined. The importance of having a strategic plan for implementing a change is also explored. This is the section in which change for low performing schools is used as an example.
Outline:
Overview of Organizational Change
The Skills that a Leader Must have for Implementing Change
Human Resources-the Key Element to a Successful Change Process
A Strategic Plan for Implementing Change
Bibliography
From the Paper
"Organizational change is often based on a single project and designates the nature of all those activities aimed at improving corporation's performance. The result of the above process bears the name of organizational development (OD) and refers to the company's evolution during change activities. This is a very important delimitation from a theoretical point of view as the two concepts often overlap in people's minds (McNamara, 1997). In time, organizational development made the object of several definitions which modified their content according to the transition from organizations perceived as stable and closed systems to organizations seen as flexible and environmentally adaptive entities whose most significant asset is represented by human resources. A standard definition from 1969 stated that: "Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge" (Beckhard, 1969, quoted by McNamara, 1997)."
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The Management of Change.
This paper discusses the problem of change within an organization and the efforts needed to maintain stability and security.
2,350 words (approx. 9.4 pages), 6 sources, APA, £ 51.95
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Abstract
This paper explains that change must be implemented slowly, steadily, and with much forethought; simply piloting new changes and determining that it is likely to be beneficial is insufficient. The author points out that, if the change has been implemented and is to be successful, the new situation needs to be frozen-in, so that it can be sustained over time; unless this step is taken, there is a high chance that the change will be short-lived, and employees will attempt to revert to the previous equilibrium state. The paper stresses that, to understand the impact of the change, senior management must listen to the ground by initiating discussion with trade unions and obtain their feedback and input on any proposed changes before implementation.
Table of Contents
Introduction
Why People Resist Change
Defense Mechanisms
Symptoms of Resistance to Change
Strategies to Reduce Resistance
Changing-Developing New Attitudes and Responses
Conclusion
From the Paper
"Resistance to change is not always dysfunctional. It can provide a vehicle for employees to release pent-up frustrations. Rather than let those frustrations fester, overt resistance allows employees to bring their feelings to the surface. Management can then address employee concerns, help them understand the change better, and lessen its threat. Employee resistance may also bring to light problems in a change proposal that management had overlooked. In an odd way, employee resistance is a form of checks-and-balances on management and acts to preserve the organization's culture."
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Organizational Change Project Analysis, 2005.
An examination of implementing organizational change within the nursing profession, focusing on a specific project.
2,874 words (approx. 11.5 pages), 12 sources, MLA, £ 60.95
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Abstract
This report aims to create a plan for an organizational change. The associated change analysis requires some mandatory overtime for nursing professionals in both the hospital and long-term care settings. The proposal is to incorporate the nursing staff into an in-house facility hospice program. This combining of responsibility is an idea that will gain a great deal of momentum on a national basis in the not so distant future because the comprehensive project not only helps to improve the final days for terminally ill patients and their families and friends, it also provides a social service to the immediate community and will raise the level of respect and confidence in the facility, as well as create a new source of revenue.
Introduction
Description of the Organization
Description of the Change
Proposed Change and Compatibility with the Organizational Culture
Rationale
Conclusion
From the Paper
""Though much is now said about more positive goals of enhancing patient autonomy, the early insights and agendas of the new ethos had a much more negative basis-that medical practice contains profound threats to both patient freedom and well-being." (Wear 30) This service therefore is an important part of our organization's future standing in the community and may even be a potential for academic and educational offerings that we could provide for other facilities looking to follow in our footsteps. The program will require some mandatory overtime for the nursing staff so as to train, provide service and support for the patients, family members and friends. It is important to note that this change will affect all key stakeholders which include the facilities, administration, patients, families and friends, the overall community and of course the nursing team."
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Human Resource Innovation & Change Management, 2008.
An analysis of the change management strategies that were implemented organization-wide at Capital One Financial Corporation.
2,572 words (approx. 10.3 pages), 17 sources, APA, £ 54.95
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Abstract
The paper relates that human resource professionals are the bridge between management and employees whose primary concern is to make the workplace thrive for the benefit of both groups. The paper discusses an analysis of the change management strategies that were implemented organization-wide at Capital One Financial Corporation, with the roll out of their Future of Work program. This analysis highlights the need for human resource innovation as a key component of change management, and leads to the recommendation that human resources be an integral part of implementing change within an organization. In the paper, a background of the case is presented, followed by a change situation diagnosis. From these sections, recommendations for achieving change are then created.
Outline;
Executive Summary
Introduction to the Case Study
Change Situation Diagnosis
Recommendations for Achieving Change
From the Paper
"The only recommendation for the achievement of this continuing change would be the utilization of employees who have already made the switch to advocate for the program to others who were targeted for program roll out. Employees from other campuses, yet similar departments, may have unique insight into what areas was the most concern for them prior to implementation. They can also relate the benefits that they perceive as most valuable to their particular group. Actually hearing first hand experience from employees in a similar position may further decrease resistance to change and make continued roll out even smoother."
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A Sports Change Management Plan, 2007.
This paper develops a strategy to implement change in sports management with emergency planning, national responses and national incident management.
1,457 words (approx. 5.8 pages), 8 sources, MLA, £ 34.95
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Abstract
The paper explains that in today's world that is inclusive of terrorism, disease, violence and accidental occurrence that impacts both individual lives and organizations, a management plan must be carefully and strategically designed. In this change management initiative for the sector of college sports, previous findings in management literature are examined and then consideration is given for what changes might optimally occur in sports management at this precise time. A scenario is also presented in this research.
Outline:
Objective
Introduction
Scenario
Review of Previous Study Findings
Jim Collins-Good To Great Companies
Change Management in Sports-Strategic Plan Development
From the Paper
"The newly appointed Emergency Manager must lead their subordinates, the Legislature and the Governor in a clearly defined direction in the development of a strategy for implementation of change that has been identified in previous assignments. It is critical that the Emergency Manager understand the functionality and limitations of Emergency planning, National Response planning and Incident Management System planning. The operational plan will be developed in full from identification of the weaknesses or threats that exist in implementing this plan. The plan will have to be initiated through difficult choices such as outsourcing and reduction in personnel. This plan will change the way business is conducted in demonstrating how the obstacles of execution might be overcome."
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