Description
CT – Module 03: Analyzing the Need for Change in an Organization
Knowing what to change in an organization can be the most difficult aspect of change. Changing the wrong problem or issue will not advance the organization’s interests, regardless of how effective the change process is. This week, we will begin to learn more about the process of change by considering what to change and tools for this analysis. We will also explore the interrelated nature of organizational components, and this knowledge will provide the foundation for later discussions about the facets and components that affect change.
This week focuses on frameworks associated with change management, including the use of various models that a manager may utilize to ensure the change process is more efficient and effective. Depending on the situation and level in the organization, more than one model is frequently used to ensure that the breadth and depth of change are addressed. Regardless of which model is utilized, many factors associated with change remain challenging. Two universally challenging components are the emotional effect and the impact of change. We will explore both factors in this module.
Assignment instruction
What to Change?
The Nadler and Tushman’s Congruence Model helps in the analysis of what is going on in an organization and what components of an organization need to be changed.
- Consider an organization that you are familiar with in the Kingdom and using the Nadler and Tushman’s Congruence Model determine “what to change”.
- Follow the “Transformation Process” in the Chapter 3 of the textbook (Figure 3.1 Nadler and Tushman’s Organizational Congruence Model) and include the work to be done, the formal structures, systems and process, the informal organization, and the people.
- What did the Nadler and Tushman Congruence Model analysis miss that would be important to your organization? Specifically identify why these missed points are important to the organization discussed.
- Having analyzed the organization from the Congruence Model perspective now consider one of the other models in Chapter 3. Apply this model to the organization, share your results and specifically identify what additional information was learned from the application of this change process that was not learned from the Congruence Model.
Your well-written paper should meet the following requirements:
- Be 4-5 pages in length, which does not include the title and reference pages, which are never a part of the content minimum requirements.
- Use Saudi Electronic University academic writing standards and APA style guidelines.
- Support your submission with course material concepts, principles, and theories from the textbook and at least three scholarly, peer-reviewed journal articles.
- It is strongly encouraged that you submit all assignments into the Turnitin Originality Check prior to submitting it to your instructor for grading. If you are unsure how to submit an assignment into the Originality Check tool, review the Turnitin Originality Check – Student Guide for step-by-step instructions.
- Review the grading rubric to see how you will be graded for this assignment.
Learning Outcomes
- Appraise the complexities and interrelated nature of organizational components and their effect on change.
- Evaluate frameworks that can be utilized to determine what organizational changes are needed.
- Examine the process of organizational change.
Readings
Required:
- Chapter 3 in Organizational Change: An Action-Oriented Toolkit
- MASCU, S. (2021). Factors That Trigger Changes in Modern Organizations. Review of International Comparative Management / Revista de Management Comparat International, 22(5), 729–737. https://doi.org/10.24818/RMCI.2021.5.729
Recommended:
- Module 3 PowerPoint Presentation
