Strategic Change Management Assignment Help

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Qualification - OTHM Level 7 Diploma In Strategic Management And Leadership

Unit Name - Strategic Change Management

Unit Reference Number - A/507/2625

Unit Level - Level 7

Unit Number - Unit 09

Assignment Title - Strategic Change Management

Unit Credit - Credit 15

Learning Outcome 1: Be able to evaluate change agents' knowledge, attributes skills and development

Learning Outcome 2: Critically analyse approaches to organisational change and relevant processes

Learning Outcome 3: Be able to independently create a plan to implement effective change within an organisation

Learning Outcome 4: Be able to analyse stakeholder responses to organisational change

Learning Outcome 5: Be able to involve functional areas in an organisation's change management

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Aim: This unit provides the learners with knowledge and understanding provide learners with an understanding of classic and contemporary theories change management and their applicability to contemporary organisations in the globalised world, with the identification and use of change models personal characteristics of change agent or leadership skills, and their evaluation and development, to meet current and future change management roles. The unit then considers the need for organisational change and the ways in which it can be managed to support organisational strategy.

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Assessment

content

Be able to evaluate change agent's knowledge, attributes skills and development
» Characteristics of effective change agents: attitudes, values and behaviour of change agents'
e.g. courageous leadership, recognise growth opportunities; demonstrates flexibility and resilience; explores alternative perspectives
» Self-reflection: This includes reflecting on your own attitudes, values and behaviour and identifying areas of change required to be an effective change agent
» Practical application: evaluate the effectiveness of a change agent's knowledge skills and competencies and action plan and developing relevant skills and competencies.

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Be able to apply approaches to organisational change and relevant processes
» Principles of change: Understand the basic principles of organisational change such as systematic change for the humans, start at the top, involve all the levels, effective communication, create clear responsibilities, consider cultural aspects, prepare for the contingencies, individual focus, etc.
» Different approaches to organisational change: This includes in depth understanding of principles of change, organisational change processes and the different approaches possible
» Causes of change: Explain external and internal triggers of change and innovation: changes in markets, economic downturns, legislation, demographics, mergers and acquisitions, re- engineering, TQM, organisational constraints e.g. human and financial resources etc. Appraise these triggers of change and innovation
» Practical application: Identify and appraise real life examples of the organisational change process

Be able to independently create a plan to implement effective change within an organisation
» Change models: 7-S seven step model, Lewin's three step change models, Kotter, Kuber-Ross, ADKAR etc.
» Tools and techniques for organisational change management: pay off matrix, threat/ opportunity matrix, stakeholder analysis/ influence, backwards imaging, attitude charting, risk management, teambuilding etc.
» Influences on change: impact of external factors such as globalisation, mergers and acquisitions, exchange rate changes etc. on organisations. Internal factors such as culture, attitude, resources, etc. also should be considered
» Measuring progress: goal and process based evaluation, outcome based evaluation, quality circles, milestones, benchmarks etc.

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Be able to identify stakeholders affected by organisational change
» Potential resistance to change: organisational culture and behaviour, organisational policies, power and the influence of individuals and groups
» Types of conflicts: inter-personal, intra personal, inter group
» Sources of conflicts: poor communication, poor leadership, different styles, conflicting personalities, different perceptions, conflicting goals, limited resources capabilities
» Managing conflicts: Integrating; obliging; avoiding; compromising
» Practical application: Appraise real life examples of the change process and its implementation

Be able to involve functional areas in an organisation's change management
» Integration of all disciplines: finance, HRM, marketing, IT, operations, quality and business strategy and impact analysis
» Communication with all internal stakeholders
» Appraise methods by which this integration could be achieved, using real life examples

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