Assignment 1: Stories of Change
Read the “Stories of Change” section in Chapter 1 of the textbook that describes how companies such as Hewlett Packard, IBM, Kodak, and McDonald’s have addressed significant changes within their organizations.
Write a four to six (4-6) page paper in which you:
1. Using Kotter’s model, identify the three (3) most significant errors made out of all of the change stories presented and describe the ramifications of those mistakes.
2. Make at least one (1) recommendation for each change story that would have improved the effectiveness of the change process and explain why that recommendation would have altered the outcome of the change process.
3. Attribute a change image to the leading managers or directors in each change story and provide an explanation as to why that change image label is appropriate.
4. Recommend a different strategy for managing change in each of the one change stories presented and provide a justification for your recommended strategy.

Sample Essay Paper on :  Stories of Change Essay

At present, many individuals and organizations predict that most of the quality efforts, downsizing, re-strategizing, reengineering, and cultural renewal projects will soon be no more (Yaeger & Sorensen, 2009). However, this is very unlikely. Powerful macroeconomic forces are at work here, and these forces may grow even stronger over the next two decades. As a result, more and more organizations will be pushed to increase productivity, locate new opportunities for growth, improve the quality of products and services, and reduce costs further. Recently, key change efforts have improved the competitive standing of some organizations, have helped others adapt significantly to shifting conditions, and have placed a few more others on the path of experiencing a better future (Yaeger & Sorensen, 2009). However, in a number of situations, organizational changes and improvements have been disappointing and irreparable damages have been appalling, with wasted resources and frustrated, scared, or burned-out employees. Failure to a change is inevitable. Whenever human communities are forced to adjust to shifting conditions, pain is always present. In the process of incorporating organizational changes, many errors are usually made out that brings down transformational efforts as witnessed in some leading organizations worldwide (Yaeger & Sorensen, 2009).
Most initiatives of change by organizations, whether meant to reverse the direction of a collapsing organization, improve culture, or boost the quality of its products, often bring about a mix of results (Palmer, Dunford & Akin, 2009). Frequently, many fail desolately.

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