Provide your example in your first post, and if you can, explain how the theories on pressures for change help explain why you were or werent actually pressured to change in your example
devry hrm587 week 1discussion dq 1 & dq 2 Latest 2016dq 1
Stories of Change (graded)
Chapter 1 of your textbook includes, on page 9, Table 1.1, Managing Change: Some Lessons fromthe Four Stories.Review the four lessons (bullet points) onthe table, and think about what some of the key learning points you gleanedabout change from these stories. Then, do one of two things:1. Postthe top three learning points you gleaned from the stories, and include how thestories for change helped you learn these points, or2.Research one of the four companies and see how or if that company has sincechanged (yet more) since the time of the books publication. How did thatrecent change fit with or not fit in with the lessons that the textbookmentions the company learned from their original set of changes? Explain whatyou find (bring the URL of the research/article you used to help you).Your instructor will follow up with you with additionalquestions throughout the week to push the learning further. Feel free todiscuss your classmates findings and thoughts on these questions with eachother as well.
dq 2
Pressures for Change (graded)
Organizations change due to many different pressures. In yourlecture for Week 1, as well as your reading in Chapter 3, you are introduced tomany of these pressures. Think about a time at work, at school, or at home,when you have been subjected to similar pressures (this is your”example). Did that pressure make you change or dig in your heels and refuse tochange? What does that say about pressures for change? Does it always lead tochange?
Provide your example in your first post, and if you can, explain how thetheories on pressures for change help explain why you were or werentactually pressured to change in your example. Please also discuss yourclassmates examples with them. In follow-up posts, talk about how thesepressures did or didnt cause a company to change, to their benefit ordetriment.
Your instructor will come in with additional questions and thoughts based onyour comments and the pressures for change, and during the week, your mainfocus will be on why companies change. Enjoy the discussions!
devry hrm587 week 2discussion dq 1 & dq 2 Latest 2016dq 1
What Changes in Companies? (graded)
The textbook talks about many types of change. Here is a listof many of the types: first order, second order, anticipatory, reactive,adaptive, tuning, adaptation, reorientation, recreation, midroad, tectonic,incremental, transformational, downsizing, technological, mergers andacquisitions. It is all quite overwhelming, really. Our goal this week is togain clarity and understanding of the differences among the types of changes.
Consider the company you have selected (or one of them you are still choosingbetween) and discuss a recent change which has occurred at that organization.Pick which type of change you would say that change was, and why. Utilize thecourse textbook as the start for analyzing the theory of the change. Explainthe theory of the change.
Do you agree with the change which the company has decided to take? Lets getstarted, and we will be addressing more questions about this throughout theweek. Further, feel free to debate/discuss your classmates’ project/companyfindings with them as well.
This section lists options that can be used to view responses.
dq 2
Green Mountain Resort Case Analysis(graded)
The Green Mountain Resort case is a perfect one for us to worktogether as a class on the different images for change and how they arereflected (or could have been reflected) in that case. We will cover multiplefacets of this throughout the week but to start, lets talk about the role thatGunter plays in our case study this week. For our opening posts, pick one ortwo of the following (or debate with your classmates):
1. Which image of leader do you see Gunter best fitting into? Why do you thinkthis?2. How did Gunter use that image to lead the company through this change?3. Which image do you think YOU would have selected to lead the company throughthe change, and how would this have been better than how Gunter led the change?
devry hrm587 week 3 discussion dq 1 & dq 2 Latest 2016dq 1
The Diagnostic Models (graded)
Chapter 5 identifies several diagnostic models. The first fivespeak of the overall structure of the organization. Select one of these fiveand research it on the Internet. Discuss why you chose this particular model,with special emphasis on the components included and how they (and the model)fit with your view of the organization you are researching for your project.Speak also to what you see as the models strengths and weaknesses.
dq 2
Force Field Analysis (graded)
The Force Field Analysis Model is one of the most famous inchange management. It was originally developed by Kurt Lewin and can be foundin Chapter 5 at the end of the chapter (printed page 151). Review this modeland relate it to an issue in your organization or your associations outside ofwork. Define how understanding the forces for and the forces againstinter-relate. What insights did you get from the analysis?
devry hrm587 week 4 discussion dq 1 & dq 2 Latest 2016dq 1
Emotional Intelligence/OvercomingResistance (graded)
(Note: This case is awork of fiction.)LeftysBBQ is a U.S. national restaurant chain which serves beef, pork, and chickenbarbecue along with Pepsi products, thin-cut French fries or slaw as sides, andoffers biscuits or garlic bread as well. The restaurant operates as a drive-uponly, with parking lots available at most locations for people to sit and eatin their cars, as well as picnic tables outside in some southern locations. Theaverage customer is white male and about 35-45 years old. Many of the workersin the chain are high school part-time, hourly workers who operate theregisters, clean-up, and cooking. Managers range from the age of 18+. LeftysBBQ senior management has implemented a change plan to introduce alcoholicbeverages to its menu (beer and wine only). This is going to impact quite a bitof the operations, and certainly is going to impact the employee base, as inmost states, to serve alcohol will require employees to be a minimum of 21years of age. Due to some licensing issues, Leftys is also going to switchfrom Pepsi products to Coke products along with introducing the beer and wineto its new menu. Unfortunately, the press got a hold of this change in planbefore senior management had communicated the change to the rest of the employeesthroughout the country. Identify, discuss, and begin to address the manyresistances, emotional intelligence issues, and unintended consequences whichthe management will face and need to overcome and handle throughout thischange.
dq 2
Barriers to Change (graded)
(Note: This case is awork of fiction.)Addition/SubtractionCompany (A/SC) is a textbook publisher for math education, including 1st gradethrough graduate school levels. The company has been supplying textbooks topublic education schools (grade university level) for 55 years. The companyhas always prided itself on the loyalty it shows to its employees in thatalmost all of its authors are full-time employees, and very little of the workdone in the organization is farmed out to independent contractors. However,over the last 10 years, the earnings of the company have taken a huge hit,partly because of the No Child Left Behind Act, which caused some of A/SCstextbooks to fall out of print before they made a profit, and partly because ofthe increase in costs due to the companys health insurance premiums when alarge number of their employee base (and their families) contracted seriousillnesses requiring lengthy and expensive treatments which has impacted thebottom line of the company. The HR Vice President has reviewed the businesspractices of their two main competitors, and realized that they are makingtheir profits because they rely mainly on independent contractor authors,paying them only royalties on sales versus the salary/benefits packages whichA/CS employees make. Further, because the other companies have a wide opensubject matter expert pool by using independent contractors, they are much morenimble at reacting to changes in need of the market, and they can offer more mathareas in their textbooks, giving them a larger market share. In fact, the lastprojection which was done by the marketing team showed that A/CS was going tobe out of business in two years if they dont change something quickly. The HRVice President is going to recommend to her CEO that the author group ofemployees (numbering 510) be downsized out of the company and replaced withindependent contractors. Further, because of certain employment laws, none ofthose who are downsized will be invited back as independent contractors. Thepublishing team will be expected to work with independent contractors andmanage all book writing projects using less human power as well. That team willbe downsized by 15% over the next year. Choices of who will be downsized willbe based on a review of the last two years of performance evaluations,seniority, and roles.
This week, discuss the barriers that will exist to successful implementation ofthis change. Along with discussing how the change itself will be perceived bythe employees, talk about risks to the company, internal and external factorswhich will create barriers, and challenges to overcome them.devry hrm587 week 1discussion dq 1 & dq 2 Latest 2016dq 1Stories of Change (graded)Chapter 1 of your textbook includes, on page 9, Table 1.1, Managing Change: Some Lessons fromthe Four Stories.Review the four lessons (bullet points) onthe table, and think about what some of the key learning points you gleanedabout change from these stories. Then, do one of two things:1. Postthe top three learning points you gleaned from the stories, and include how thestories for change helped you learn these points, or2.Research one of the four companies and see how or if that company has sincechanged (yet more) since the time of the books publication. How did thatrecent change fit with or not fit in with the lessons that the textbookmentions the company learned from their original set of changes? Explain whatyou find (bring the URL of the research/article you used to help you).Your instructor will follow up with you with additionalquestions throughout the week to push the learning further. Feel free todiscuss your classmates findings and thoughts on these questions with eachother as well.dq 2Pressures for Change (graded)Organizations change due to many different pressures. In yourlecture for Week 1, as well as your reading in Chapter 3, you are introduced tomany of these pressures. Think about a time at work, at school, or at home,when you have been subjected to similar pressures (this is your”example). Did that pressure make you change or dig in your heels and refuse tochange? What does that say about pressures for change? Does it always lead tochange?
Provide your example in your first post, and if you can, explain how thetheories on pressures for change help explain why you were or werentactually pressured to change in your example. Please also discuss yourclassmates examples with them. In follow-up posts, talk about how thesepressures did or didnt cause a company to change, to their benefit ordetriment.
Your instructor will come in with additional questions and thoughts based onyour comments and the pressures for change, and during the week, your mainfocus will be on why companies change. Enjoy the discussions!devry hrm587 week 2discussion dq 1 & dq 2 Latest 2016dq 1What Changes in Companies? (graded)The textbook talks about many types of change. Here is a listof many of the types: first order, second order, anticipatory, reactive,adaptive, tuning, adaptation, reorientation, recreation, midroad, tectonic,incremental, transformational, downsizing, technological, mergers andacquisitions. It is all quite overwhelming, really. Our goal this week is togain clarity and understanding of the differences among the types of changes.
Consider the company you have selected (or one of them you are still choosingbetween) and discuss a recent change which has occurred at that organization.Pick which type of change you would say that change was, and why. Utilize thecourse textbook as the start for analyzing the theory of the change. Explainthe theory of the change.
Do you agree with the change which the company has decided to take? Lets getstarted, and we will be addressing more questions about this throughout theweek. Further, feel free to debate/discuss your classmates’ project/companyfindings with them as well.This section lists options that can be used to view responses.dq 2Green Mountain Resort Case Analysis(graded)The Green Mountain Resort case is a perfect one for us to worktogether as a class on the different images for change and how they arereflected (or could have been reflected) in that case. We will cover multiplefacets of this throughout the week but to start, lets talk about the role thatGunter plays in our case study this week. For our opening posts, pick one ortwo of the following (or debate with your classmates):
1. Which image of leader do you see Gunter best fitting into? Why do you thinkthis?2. How did Gunter use that image to lead the company through this change?3. Which image do you think YOU would have selected to lead the company throughthe change, and how would this have been better than how Gunter led the change?devry hrm587 week 3 discussion dq 1 & dq 2 Latest 2016dq 1The Diagnostic Models (graded)Chapter 5 identifies several diagnostic models. The first fivespeak of the overall structure of the organization. Select one of these fiveand research it on the Internet. Discuss why you chose this particular model,with special emphasis on the components included and how they (and the model)fit with your view of the organization you are researching for your project.Speak also to what you see as the models strengths and weaknesses.dq 2Force Field Analysis (graded)The Force Field Analysis Model is one of the most famous inchange management. It was originally developed by Kurt Lewin and can be foundin Chapter 5 at the end of the chapter (printed page 151). Review this modeland relate it to an issue in your organization or your associations outside ofwork. Define how understanding the forces for and the forces againstinter-relate. What insights did you get from the analysis?devry hrm587 week 4 discussion dq 1 & dq 2 Latest 2016dq 1Emotional Intelligence/OvercomingResistance (graded)(Note: This case is awork of fiction.)LeftysBBQ is a U.S. national restaurant chain which serves beef, pork, and chickenbarbecue along with Pepsi products, thin-cut French fries or slaw as sides, andoffers biscuits or garlic bread as well. The restaurant operates as a drive-uponly, with parking lots available at most locations for people to sit and eatin their cars, as well as picnic tables outside in some southern locations. Theaverage customer is white male and about 35-45 years old. Many of the workersin the chain are high school part-time, hourly workers who operate theregisters, clean-up, and cooking. Managers range from the age of 18+. LeftysBBQ senior management has implemented a change plan to introduce alcoholicbeverages to its menu (beer and wine only). This is going to impact quite a bitof the operations, and certainly is going to impact the employee base, as inmost states, to serve alcohol will require employees to be a minimum of 21years of age. Due to some licensing issues, Leftys is also going to switchfrom Pepsi products to Coke products along with introducing the beer and wineto its new menu. Unfortunately, the press got a hold of this change in planbefore senior management had communicated the change to the rest of the employeesthroughout the country. Identify, discuss, and begin to address the manyresistances, emotional intelligence issues, and unintended consequences whichthe management will face and need to overcome and handle throughout thischange.dq 2Barriers to Change (graded)(Note: This case is awork of fiction.)Addition/SubtractionCompany (A/SC) is a textbook publisher for math education, including 1st gradethrough graduate school levels. The company has been supplying textbooks topublic education schools (grade university level) for 55 years. The companyhas always prided itself on the loyalty it shows to its employees in thatalmost all of its authors are full-time employees, and very little of the workdone in the organization is farmed out to independent contractors. However,over the last 10 years, the earnings of the company have taken a huge hit,partly because of the No Child Left Behind Act, which caused some of A/SCstextbooks to fall out of print before they made a profit, and partly because ofthe increase in costs due to the companys health insurance premiums when alarge number of their employee base (and their families) contracted seriousillnesses requiring lengthy and expensive treatments which has impacted thebottom line of the company. The HR Vice President has reviewed the businesspractices of their two main competitors, and realized that they are makingtheir profits because they rely mainly on independent contractor authors,paying them only royalties on sales versus the salary/benefits packages whichA/CS employees make. Further, because the other companies have a wide opensubject matter expert pool by using independent contractors, they are much morenimble at reacting to changes in need of the market, and they can offer more mathareas in their textbooks, giving them a larger market share. In fact, the lastprojection which was done by the marketing team showed that A/CS was going tobe out of business in two years if they dont change something quickly. The HRVice President is going to recommend to her CEO that the author group ofemployees (numbering 510) be downsized out of the company and replaced withindependent contractors. Further, because of certain employment laws, none ofthose who are downsized will be invited back as independent contractors. Thepublishing team will be expected to work with independent contractors andmanage all book writing projects using less human power as well. That team willbe downsized by 15% over the next year. Choices of who will be downsized willbe based on a review of the last two years of performance evaluations,seniority, and roles.
This week, discuss the barriers that will exist to successful implementation ofthis change. Along with discussing how the change itself will be perceived bythe employees, talk about risks to the company, internal and external factorswhich will create barriers, and challenges to overcome them.
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