Our Services

Get 15% Discount on your First Order

[rank_math_breadcrumb]

Deli16bys

Deli 16 – Force Field Analysis

Top of Form

Bottom of Form

Assignment Content

1.

Top of Form

Question <bdi></bdi>

Competency

Create a change plan that aligns with organizational goals.

Student Success Criteria

View the grading rubric for this deliverable by selecting the “This item is graded with a rubric” link, which is located in the 
Details & Information pane.

Scenario

You are the HR Manager at Elite Packing, a shipping distribution company. Recently, it was discovered that several employees in the procurement department were committing fraud by accepting vendor kickbacks and by falsifying receipts to overstate the prices of items purchased for the company. These employees have been terminated from the organization. However, the CEO worries that the unethical attitudes and practices may be more widespread within this department. Therefore, she has ordered that the entire department must undergo ethics training and must switch to a new process for negotiating contracts, selecting vendors, and purchasing the resources needed for the organization. The remaining employees in the department have all been working there for at least 15 years and will likely be resistant to adapting to the new required processes.

 

The CEO has tasked you, the HR Manager, with determining what needs to change for the new process implementation to be successful. You understand you need a structured approach to managing change effectively. You also know that there is a need to identify what factors would contribute the most to employee resistance and what actions could be taken to reduce such resistance. To start this change plan, you decided to create a Force Field Analysis based on Kurt Lewin’s three-stage theory of change. You are to evaluate Lewins 3-step model through the force field analysis. You also need to plan on how to implement the change, therefore, you will choose between Kotter eight-step change model or AKDAR change model to complete this task.

Instructions

Prepare a force field analysis for your change plan that:

· Identifies the area for change in the procurement department at Elite Packing.

· Details all seven steps of the force field analysis for Elite Packing, identifying the driving forces (factors supporting change) and the restraining forces (factors resisting change) within Elite Packaging.

· Creates a force field visual diagram illustrating factors supporting change and resisting change with appropriate labels. 

· Describes and rationalizes the action plan (Kotter’s 8-Step or ADKAR Change Model) selected for implementation.

· Analysis uses professional language supported with evidence (in-text citations and references in APA style) and free of errors. Provides attribution for credible sources used in the force field analysis.

Resources

Library Databases

·

A – Z Database List

Guides & FAQs

·

Credible Sources FAQ

·

APA Guide

·

Rasmussen’s Answers/FAQs

2 Questions

Bottom of Form

1) After attending the live classroom, which big questions about this competency remain for you?

2)

How do you think this competency may connect to others in this course?

Bottom of Form

Bottom of Form

Share This Post

Email
WhatsApp
Facebook
Twitter
LinkedIn
Pinterest
Reddit

Order a Similar Paper and get 15% Discount on your First Order

Related Questions

CASE 3

Module 2 – Case Social Media and HR; Behavioral Anchored Rating Scales; Simulation Training Case Assignment After reading the required materials on social media found on the Background page for this module and your own library research, prepare a  4- to 5-page paper addressing the following: Discuss the influence social media

SLP 2

Module 2 – SLP Social Media and HR; Behavioral Anchored Rating Scales; Simulation Training Behaviorally anchored rating scales (BARS) directly assess performance  behaviors. The BARS method depends on critical incidents or short descriptions of effective and ineffective behaviors that ultimately produce a number value. The assessor is responsible for rating the

HR Final

 As managers and HR professionals, we must be proactive in addressing possible. 

discussion 2

Module 2 Discussion A popular type of training at all levels of an organization is simulation training/development. Simulation training uses a duplicate work environment that is set up independently of the work site. In this setting, trainees can learn under realistic conditions, but away from the pressures of interruptions. Based

Final

Instructions for final paper: Please look at the feedback from the paper you did for me before, and write the final paper based off the input. I have attached the draft paper that you did for me. Purpose: Complete an Applied Project Prospectus in OGL 570. Specifics:  This is an

team draft preview

Hello Tenacity Crew, Keep going! Yall are in the home stretch. When I reviewed your training, I saw multiple team members working on it, so hopefully this feedback is helpful in giving you an outsider’s view of the training so far. Fantastic work on the handout by the way! I

human resources

Maya has just been hired as the chief executive officer (CEO) to turn around Phoenix Solutions, a once-thriving tech company now struggling with declining revenues, high turnover, and employee engagement scores that are taking a nosedive. During her first week, Maya discovered that the performance management system was in shambles.

management

  A) Create your submission (answers) on PowerPoint slide(s), including a recording via video/audio (in your PowerPoint) explaining your submission, and addressing each question individually, which is to be at least 2 minutes and no more than 3 minutes.  Your file can be a PPT, mp4, but experience has proven

management

 The CEO of your organization wants to improve employee morale. Recently, she went to a conference at which she heard people talking about “open-book management.” According to the conference attendees, many companies have achieved good results by sharing all of their financial statements with employees. But your CEO isn’t sure

CASE1

Module 1 – Case Knowledge Transfer; Performance Management; On-The-Job Training Knowledge Transfer Many employers do not have a plan to manage and transfer knowledge. Because workforce dynamics have changed, there is a greater need than ever for a knowledge-transfer strategy. Business wisdom is taken from organizations with retirements, resignations, and

SLP1

Module 1 – SLP Knowledge Transfer; Performance Management; On-The-Job Training   (Signature Assignment: Oral Communications, Introduced Level) Required Video: Review the following video and follow it carefully as you prepare your assignment. For this assignment, view the video, which immediately follows. The video explains an exciting new performance appraisal approach where

Qualitative Data Collection & Analysis in Action

Qualitative Data Collection & Analysis in Action · Due Wednesday by 11:59pm Purpose: The purpose of this assignment is to provide students with hands-on experience in designing, collecting, coding, and analyzing qualitative data related to organizational leadership. Students will apply principles from Chapters 11 and 12 of the textbook to explore leadership behaviors,

Multicultural

Part A Discussion questions Where are you really from? It’s a question that immigrant communities of color across different generations are asked all the time. In this audio and video series, they take back the narrative and answer that question on their own terms, one conversation at a time —

VII

See attached VII Case Study Assignment The employees at your organization have formed a union, and the bargaining process now begins. Write a case study in which you analyze the situation. First, begin with background information about the negotiation, and make certain to address the areas below. · Identify the