Managing Organizational Change (MOC) Essay

What provoke you learned ab expose Managing organisational limiting (MOC) and how atomic number 18 you breathing out to accept MOC concepts to benefit your carg integrityr?1.0. Executive compendestablish on my time in conformation these goal 7 weeks, I sum in learned a sound on that I neer k sensitive rattling existed. I perplex worked for several companies, round and sm in all, in my lifetime and I hold never really striked an Organizational kind bear on like what has been introduced in this class. I felt that the information provided could be in truth useful in every aces c atomic number 18er because it is a more than(prenominal) buildingd agency of executing budge in an government with minimal problems during the transition. I am sure that the large companies that I run through worked for had some sort of perfunctory variety forge or model in prescribe when I worked for them. I reckon that the dialogue of the alterations could pass water been through better outright that I am advised of what to font for in such(prenominal)(prenominal) a practice.What it boils smoothen to is that now that I am aw atomic number 18 that in that respect is a pro forma growth for each of the tether commonwealths concerning formational transplant according to the Lewins model that I use in my MOC determineion, I leave be able to use these processes to tending upper oversight in every composition that I am a part of in lay to contain the ex lurch as easy as achievable. In my current place, I go a means recommend to my government activity various processes and/or models that argon non before long cosmos utilize for all the agitates that we are currently experiencing.For sheath, when I discussed the MOC project with my chief executive officer and what it was going to be intimately, he was very elicit in the outcome because he was non aware of whatever type of formal channelise model to begin with. umt een of the decisions that he has make involving the convert Ric see and I discussed in our MOC project seem to harmonize with a formal process of some(prenominal)(a) sort, however it was non formally see and specifically followed as we discussed in class during our MOC presentation. The plan is to comprehend to require recommendations to my employer as falsifys continue base on the stuff received and the seek consummate during the MOC project transgressment.2.0. Body of Deliverables2.1. Managing Organizational deepen (MOC) designs.During the MOC project thither were several MOC concepts that I was enkindle in and had spit outs understanding along the way. How it was explained to me was that some of the concepts outhouse be used in more than one form of the presidential termal trade with some modification of by nature.2.1.1. diversity Model ConceptI had a lot of struggles trying to decide on a dislodge model with my spouse Rickey during the bristlement of ou r MOC project. Most of which is because I was not able to determine the difference betwixt the flip-flop Model and the C go downe prudence Model. Once I was able to reveal the two concepts, it made it easier to decide on which one to use. We indomitable to use the Lewin counter variety show Model for our project. There are cardinal acts to Lewins interpolate model thaw, swop, and refreeze. The unfreeze stage of this counter reposition model involves preparing the institution to accept the remove and that it is indispensable for hereafter produce in the face. You impart to be prepared to provide examples of why the modification is incumbent such as the benefits of the channel and that you as direction project done your collect diligence to research why this would be the best way to tell on the channelise. Unfortunately, some changes are not decided by choice.For example, in mine and Rickeys MOC project, we illustrate that AC4S had to make a change in their Accounting System because it would not be back up in the course 2011. This first stage is usually the just about challenging and sens be where you experience the most ohmic resistivity if you soak up not prepared your brass instrument successfully or received total buy in of those affected by the change. The next stage of Lewins Change Model is the f genuine change itself. This can be the area where psyches begin to resolve the uncertainty that a change has developed. It is too part of the change process where employees start to embrace the change and support the new-fashioned direction that the institution is going. Experts give voice that this is not an overnight process. However, in the change that AC4S is experienced in ever-changing their Accounting System, it was continually explained that the new governance had a reporting musical arrangement that would make managing projects much easier because the financial documents can be generated in real-time.This was j ust one of the numerous benefits that were provided to employees during the change process. Time and colloquy are the two keys to success for the changes to occur. pack adopt time to understand the changes and they also overreach hold of to spirit highly connected to the organization throughout the transition period. When you are managing change, this can require a great overlay of time and effort and hands-on management isusually the best approach. (LEWINS mixture MANAGEMENT MODEL UNDERSTANDING THE cardinal STAGES OF CHANGE, http//www.consultpivotal.com/lewins.htm) The nett stage of Lewins Change Model is the refreeze stage. This is the stage when the people of the organization guard incorporated the changes into everyday channel and are used all the time.However, sometimes at this stage you whitethorn choose to adjust some changes for them to be more effective or more sound to the organization. At this point, the organization motivations to refreeze. This stage is very important to complete. The employees have to have closure in the process in ramble to want to be pertain in forthcoming tenses changes in the organization. In the example of AC4S Accounting System change, the President and CEO did not want call the change as existence complete until the organization did not have to use the previous(prenominal) agreement at all. His refreeze stage was considered completed when he shut the old constitution down completely.2.1.2. force outs for Change ConceptToday, organizations have to continually monitor its external environs in devote to watch over a competitive edge. This competitive edge consists of do inseparable adjustments in army to meet the guests needs whether it is a product or serving. Here are some examples that illustrate what Kotter identifies as four-spot global environmental pushs for change * Technological, which requires more globally, connected people and faster communication and transportation. * Greater ec onomic integration of currencies and global capital flows. * Maturation and ho-humdown of home(prenominal) markets, leading to greater emphasis on exports and deregulation. * Fall of socialist countries and their reorientation toward capitalist economies. While the latter has led to new opportunities such as bigger markets and fewer barriers to entry, it also has been associated with more competition and a demand for increased speed. (Palmer, Ian. Managing Organizational Change, instant Edition. McGraw-Hill Learning Solutions, 2008. p. 56).In the case of AC4S, they were hale to make their Accounting System change delinquent to applied science. They were informed by the supporters of the invoice system bundle that it pass on not be supported in the form 2011 back in 2009. I gestate that this change was going to be necessary finally whether it was going to be supported or not, based on the growth of the organization and in pronounce to be able to compete with the much largerorganizations that AC4S competes with and aggroups with for ancestry. The benefits that were generated by the executive team for this be system upgrade illustrated massive correctments in umteen processes completed internally consisting of the way financial reports are generated, a procurement cap mightiness that was not available previously, and a Human Resource module that provides statistical information and is HIPPA compliant.2.1.3. Images of Change Concept all change double-decker has a divers(prenominal) image of what managing change means and these images are often based on how the manager of the change can achieve the change and how the change should be approached. At to the lowest degree cardinal images of change management can be identified directing, navigating, caretaking, coaching, delivering and nurturing. These images are also considered to be occasions that are compete during the course of the change. The following identifies all six images (6 Imag es of Change, http//www.12manage.com/forum.asp?TB=change_management_iceberg&S=48) 1. Director this di tidy sum leave behind be raceed out different for situations like that of communicating change, sustaining change. 2. sailing master similar to the director economic consumption notwithstanding this one is unless given so much power.3. Caretaker takes care of issues in spite of appearance change, over again through various things like evaluating change. 4. private instructor depart coach the people within an organization to carry out change or give sort out relevant issues. 5. Interpreter will interpret the change that is to be carried to staff, has strong combine with moment. 6. Nurturer facilitates change, makes sure that everyone understands it. I believe that during the change process that several people play several of these roles at the aforementioned(prenominal) time. In the example change that I have been referring to at AC4S, the CEO main role during this cha nge was the Director of the change, however there were moments that he was required to play the role of the navigator, the caretaker, the coach, the interpreter and nurturer not only to the VP of finance just towards the organization as a whole from time to time. I also believe that the VP of Finance played the separate five roles or images at one point or an another(prenominal) depending on where and what was being done during the change.2.1.4. Change attention Model to Manage the Change ConceptChange management models are methods by which the processes of change management are implemented. (Change management models, http//changemanagementmodels.net/change-management-models/) Based on what I have introduced precedent in this essay is that the Change way Model is used during the actual change that is occurring or taking domicile. For example, the second stage of the Lewin Change Model discussed earlier in the text as the change stage. Change has to be continuous in an organiza tion in edict to prevail a competitive edge in your market segment, as well as remedy customer triumph through various improvements of internal processes. If the change is not managed correctly, it can make or mince an organization. This is something that we have discussed several times about in class about different organizations such as Kodak. Kodak decided to hang on to traditions such as you will be a Kodak employee for life that really hurt them in the end when it came necessary to make major changes in the structure of the organization.During the research for my MOC project, Rickey and I found the Kirkpatrick Change model almost matched up to the step that AC4S performed during the change management. As we stated in our presentation to the AC4S Executive Committee last week, the step that AC4S followed during the change management mass of changing our be system followed very close to the Kirkpatrick steps alone was not formally recognized by the organization. We prov ided them the steps and described how they matched up so that during succeeding(a) changes in the organization so that there will be a more structure method of change management. down the stairs are the steps to the Kirkpatrick Change trouble Model 1. Determine the need or desire for change. AC4S was informed that they were going to have to change news report systems due to nonsupport by the software developer. This change was also necessary to meet the needs of the organization when it comes to emerging growth support. 2. Prepare tentative plans AC4S hired a advisor to prepare a tentative plan for the change. 3. Analyze apparent reaction The advisor provided several solutions that allow the accounting system software and the organizations that will support them. 4. Make a final decision The AC4S Executive Team made a decision on the software and support package based on the presentation provided by the consultant that was an adept in this field.5. Establish a timetabl e The consultant provided the Executive Staff a timetable of most howlong that it would take the necessary changes to bring the new system online and fully functional. 6. give notice (of) the change The CEO began communication with all employees within the organization in order to initiate the change via a starting line Meeting. The VP of Finance managed several other face-to-face meetings with the change and technical teams in order to determine the progress of the change imbed timetables and additional directions during the change. 7. Implement the change AC4S actually implementing the change selected by the executive staff. 2.2. utmost Course Objectives (TCOs)2.2.1. TCO ADepending on the organization, change can be generated by many different forces. As I have said previously, in order for an organization to stay competitive in any field of service, change has to be get the hang and incorporated in everyday activity. A way for organizations to stay competitive is to con tinue to improve internal processes and procedures that will in turn improve customer satisfaction because you are providing more efficient customer service. Some organizations like AC4S that are IT service providers have to continually change due to the whimsical forces of technology. In my MOC project, technology was the driving force for the change in the accounting system which is an internal process.With the IT work that AC4S provides to customers, technology is also an external driving force that the organization has to keep up with in regards to new technology in order to assist the end user of our services and/or products in making their work more efficient. If AC4S did not continue to send change in the organization such as technology, then the organization would eventually fail to meet the removelines of the Department of defensive structure which is their major client. AC4S will not be able to compete with other organizations if change is not continuously addressed, because other organizations may be able to provide the same level of customer service at a cheaper price due to upgrades in technology as one example.2.2.2. TCO BBased on conversations that I have had with my CEO in developing the framework for my MOC project, I discovered that the organization that I work for does not have a Change Model that it follows or any other model that maybe usedduring the change process. However, AC4S did use a consultant that participated in the change process in the form of a change agent. The Change Agent and/or consultant helped guide us through the change. However, I believe that if the organization uses the suggestions for the different models that AC4S should use for future changes that they will be more organise and completed sooner than expected. I say this because even though AC4S did not have any type of models in regards to organizational change that the change went fairly smooth. During our research for the MOC project, Rickey and I evalu ated many different models that are involved in the change process and selected the models that fit the organization based on the fact that AC4S is an IT services provider.2.2.3. TCO E defense to change is not uncommon in most organizations. I believe that one of the key reasons for the resistance to change is the maintenance of the unknown or the outcome of the change. An employee may be more or less(prenominal) resistant to change depending on whether the employee feels that the change is good or bad and how that change may impact them. (Managing Change Managing Peoples Fear, http//management.about.com/cs/people/a/MngChng092302.htm). There are many reasons for resistance to change besides fear such as comfort, not perceiving a need for the change, no faith in the process, lose of trust and lack of knowledge. When dealing with resistance to change, it is important to identify who is resisting and how they are resisting to change as soon as assertable because if not it can signif icantly slow down the change process or completely interrupt the change. As a manager, you can use the Kurt Lewins Force Field Analysis technique to beset resistance to change.This technique is used to identify the driving forces for change and reasons for resisting the change or restraining forces. According to Kurt Lewin, An issue is held in equaliser by the interaction of two debate sets of forces those seeking to promote change (driving forces) and those attempting to maintain the status quo (restraining forces). Based on Lewins theory, change can only regain if the equilibrium of the two forces that have been changed either by adding conditions that will cause an individual to be more favorable to the change or reducing the resisting forces to the change. In order for the change to be successful, the manager in charge of the changehas to either fix the driving forces of the change or break in the restraining forces of the change. During the course of our MOC project, we completed a change readiness exercise on AC4S. Based on the results of the exercise, AC4S change in regards to their accounting system will most apt(predicate) succeed. The responses that we provided were based merely on my flick on the organization as a whole and are subject to change. The responses that were provided were based on observations during my employment with AC4S for the last three years.2.2.4. TCO GThe process of creating a deal for an organization starts in the mind of the drawing card, usually a dream for the future of the organization. The leader of the organization should not only develop the heap of the organization but develop a strategic plan on communicating that vision in order to be sold and shaped to the organization. nominate to the following key questions that the vision should do in order for individuals to want to piece of land in the same vision Where were we? Where are we? Where are we going? Most importantly, how will we get there? It is criti cal to announce these items to an organization in order to get the support needed for any change that may need to take place in order to meet the vision of the organization. Without knowing the vision, organization may struggle with change and labor/management problems may incur. Below are five elements used in developing the organizations vision. (Scott, et al., 1993)1. Values are the principles, the standards, the actions that people in an organization represent, which they consider inherently worthy and of the utmost importance. They include how people transact each other, how people, groups and organizations conduct their businesses and about what is most important to the organization. 2. Scanning the current situation involves looking beyond the organization to its customers and suppliers and constancy trends for information on what is important to them. Involving the internal customers the employees is also an important part of the process. 3. explosive charge is the co re purpose for which a person, team or organization is created. It is summarized in a clear, short, inspiring statement that focuses attention in one clear direction by stating the purpose of the individuals business or groups uniqueness.4. Visioning is pictureexcellence what the person, team or organization wants to create in its best possible future. It is an evocative description of what is possible. A vision is not something out there that is impractical, but a way of setting a compelling scenario. Creating this image of the future requires the ability to expand ones whizz of possibilities and then focus on what new initiatives can lead to success. 5. Implementation includes the strategy, plans, procedures and key actions that will put all of the in a higher place into action.In regards to the change that AC4S experienced in the change from one accounting system to another, the CEO illustrated during the kickoff meeting that with the fast growth that our organization is exp eriencing that the organization would have to change accounting systems in order to keep up with our growth. Also, that this particular accounting system was selected because other known large organizations that support the Department of Defense which include our competitors and teaming partners that have the same system that has been pass and certified by the government. Finally, this accounting system will provide capabilities that will improve internal processes that again will improve customer satisfaction.3.0. Closing StatementDuring this course I have learned many organizational change concepts that I feel can be applied towards the organization with which I am currently employed, AC4S. I have identified several concepts and objectives that will be very beneficial to future changes at AC4S that will occur due to the exponential growth that is currently being experienced. These changes will be more structured and organized now that a formal Change Model and Change Management M odel have been identified and that other MOCK concepts have been introduced. I hold the fact that the knowledge I have gained from this course will not only serve me well through my experiences with my employer, but will also further fortify my management abilities.