HRM 310 Entire Course

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HRM 310 Entire Course
HRM 310 Entire Course
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HRM/310

CHANGE MANAGEMENT

 

The Latest Version A+ Study Guide

 

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HRM 310 Entire Course Link

https://hwsell.com/category/hrm-310/

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HRM 310 Week 1 Diagnosing an Issue in Need of Organizational Change

Resources: Chapters 1, 2, and 3 of Organizational Change, and the Week 1 Electronic Reserve Readings sources.

Research an organization you have worked for or the one you are currently employed at.

Write a 700- to 1,050-word paper, written in the third person voice, and address the following issues:

  • Identify and diagnose a problematic organizational issue that you are aware of or have observed.
  • Describe the history of this problem, including the roles of any relevant personnel involved. Use fictitious names for individuals to maintain confidentiality.
  • Evaluate any actions that the organization has taken to resolve the situation. What could the organization have done to prevent the situation, and what more can the company do to ensure that this type of situation will not occur in the future?
  • Using Table 1.2 “Types of Organizational Change” in Organizational Change, identify and explain the type of organizational change necessary to remedy the issue.
  • Determine an organizational framework that can be used to help direct change management processes. Refer to any of the processes or models in Chapters 2 and 3 of your text, and support your choice of the process or model.
  • Include a conclusion that summarizes your research and provides a potential remedy for the issue.

Include justification for your responses by citing your Organizational Change text as well as a minimum of two of the Week 1 Electronic Reserve Readings sources in your paper. These sources must also be identified in your APA correctly formatted Reference page.

Format your paper consistent with APA guidelines.

Submit to plagiarizer checker and attach the Turnitin Report separately.

Click the Assignment Files tab to submit your assignment.

 

HRM 310 Week 1 Minute Paper

Review the Instructor Policies (IP’s)and write a Minute Paper highlighting three (or more) things you see in the policies that are different from some of your previous classes. APA guidelines do not apply to this assignment,  and a Certificate of Originality is not necessary; but double-space and use your best writing, spelling, and grammar skills.

Post to your Assignment Tab.

NOTE: The late policy as outlined in the Instructor Policies (IP’s) does not apply to this assignment, it is due on its date.

 

HRM 310 Week 1 Quiz

Complete the Week 1 Quiz. Complete the answer by downloading the quiz as a Word Document, highlight your answer by using the highlighter function or if that is not available then you can place an X by your answer choice.  You can also choose your answer by putting the correct letter (a, b, c, or d) next to the question itself.

Include your name and upload the completed Word Document to your assignment tab.

  1. What are the two distinct aspects of organizational change that must be addressed?
  2. Why and where
  3. Why and what
  4. How and what
  5. How and why
  6. Which of the following does not reflect an open systems perspective?
  7. Systems are not isolated but interact with their environment constantly
  8. Relationships are largely linear and can be broken down into cause and effect
  9. Individuals in the system may have different views of it
  10. A system seeks equilibrium and doesn’t change unless energy is applied
  11. Organizational change is the planned alteration of organizational components to improve the ________________ of organizations.
  12. Effectiveness
  13. Profitability
  14. Efficiency
  15. Culture
  16. What are Duck’s Five Stages of Change?
  17. Preparation, implementation, vacillation, flagellation, completion
  18. Stagnation, preparation, implementation, determination, fruition
  19. Configuration, centralization, fertilization, perspiration, preservation
  20. Anticipation, stimulation, application, determination, acclimatization
  21. According to the authors’ focus, which is NOT an example of organizational change?
  22. Downsizing
  23. Installing new technology
  24. Increasing existing sales efforts
  25. Outsourcing
  26. Organizational change most often requires changing at what three levels?
  27. Strategy, operations, and human resources
  28. Simple, joint, and complex
  29. Individual, unit, and organization
  30. Beginning, middle, and end

 

 

HRM 310 Week 2 Readiness for Change

Research the Internet using a search engine of your choice for internal and external data or information on one of the following companies: Uber, Verizon, Facebook, Microsoft®, Apple, Starbucks, Google™, General Motors, Amazon, Whole Foods Market, Capital One Financial, or Hyatt Hotels.

Discuss with your team how the selected company can improve within one of the following areas: customer service, employee morale, or greater market share.

Rate the company’s readiness for change using Table 4.1 “Rate the Organization’s Readiness for Change” in Ch. 4 of Organizational Change.

Replicate this chart, complete it, and submit it as an attachment to the written paper required for this assignment.

Write a 750 to 1,050-word paper, written in the third person voice, and address the following issues:

  • Evaluate the data to be used in internal and external organizational change management.
  • Describe the pros and cons of the information you gathered.
  • Articulate an effective improvement plan for the needed change
  • Discuss a vision for change, and craft a vision statement appropriate for the change sought.
  • Create a model to assess your company’s readiness for change. Describe your model and its components.
  • Include a conclusion to summarize your research and the company’s readiness for change.

Include support for your assessment by citing Organizational Change as well as a minimum of two of the Week 2 Electronic Reserve Readings sources in your paper.

Format your paper consistent with APA guidelines.

Click the Assignment Files tab to submit your assignment.

 

HRM 310 Week 2 Tribal Leadership

Resource: David Logan: Tribal Leadership

This video focuses on five kinds of tribes that people naturally form and describes how they influence behavior.

Write a 350- to 525-word summary (essay) after viewing the “David Logan: Tribal Leadership” video that:

  • Describes Logan’s theory on tribes.
  • Compares Logan’s ideas with tribes that you have been a part of in the past.
  • Reflect on how Logan’s idea of Tribal Leadership may affect how to approach change. Express your thoughts.

Next: There are many great examples of leaders communicating their vision for change, such as Martin Luther King, Nelson Mandela, Malala Yousafzai, Steve Jobs, Howard Schultz, Indra Nooyi, Past & present Presidents, and Melinda Gates, for examples.

  • Go to the Internet and find a powerful vision for change speech that resonates with you.

Then Write a 350- to 525-word summary (essay), about the speech you selected that resonates with you. Does it share the characteristics of an effective vision statement as outlined in the text?

Summarize your viewpoint on whether or not Logan’s theory on tribes is valid and coherent. Defend or justify your summary.

Include a link to the video you selected.

Submit as one assignment your summary on David Logan’s Tribal Leadership talk, your summary of the selected vision for change speech, and your position statement on David Logan’s theory on tribes, all as one document.

Click the Assignment Files tab to submit your assignment.

Format the assignment per APA.

It is always a good idea to review the Grading Guide.

 

HRM 310 Week 2 Learning Team Charter

Complete the Charter by Day 3 of Week 2 and submit to the team assignment tab. If a member is non responsive, do not wait past the deadline to post your team charter information. Post it and the missing member(s) will need to re-post with their information later.

Your team may use the one here, or the one posted in the Library under the “Learning Team Toolkit”.

 

 

HRM 310 Week 2 Quiz

Complete the Weekly Quiz: Complete the answer by downloading the quiz as a Word Document, highlight your answer by using the highlighter function or if that is not available then you can place an X by your answer choice.  You can also choose your answer by putting the correct letter (a, b, c, or d) next to the question itself.

Include your name and upload the completed Word Document to your assignment tab.

  1. What is the main reason that change management programs often fail?
  2. Despite a shared awareness of the change vision, no one wants to change their routine
  3. There is confusion about why change is needed and what needs to change
  4. Employees hear too much information about the change and get bored
  5. The change program isn’t right for the organization
  6. What is responsibility diffusion?
  7. When there is sufficient responsibility to go around
  8. When responsibility is subdivided so granularly that it is difficult to return completed tasks to one cohesive final product
  9. When people feel stressed but no one is entirely sure what their responsibilities are
  10. When multiple people are involved and everyone stands by, assuming someone else will act
  11. Internal data that change leaders should consider include all of the following except:
  12. Customer retention and satisfaction
  13. Profitability
  14. Whether or not employees pick up litter around the office
  15. Strategic intentions of competitors
  16. What pitfalls listed below are not necessarily from a lack of self-awareness?
  17. Believing that your perspective is held by everyone
  18. Misconstruing cues and concerns as feedback rather than resistance
  19. Lacking nuanced understanding of why others may disagree or have concerns
  20. Running out of resources to adequately invest in the change project
  21. What factors determine organizational readiness for change?
  22. The number of organizational change projects done in the past
  23. Leadership commitment and member confidence in the leadership
  24. The amount of money available to incentivize employees to buy in
  25. The size of the organization
  26. How does existing culture impact organizational change efforts?
  27. Culture is generally supportive of organizational change
  28. Since change often flies in the face of culture, it is one of the biggest stumbling blocks of change
  29. Culture represents a more difficult barrier in poorly performing firms than successful firms
  30. Culture is simple to alter to new change projects

 

 

HRM 310 Week 3 Food Banks Canada Case Study

Resource: Case Study 2: Food Banks Canada: Revisiting Strategy 2012 in Organizational Change

Food Banks Canada is a very interesting turnaround story about a not-for-profit national organization that was created by its affiliated members to better address hunger issues and get needed food to the poor. In response to declining relevance and poor performance, it altered its governance process, opted for a federated structure, renewed its leadership and staff, and put a renewed vision and strategy to work. Five years have passed and the CEO is considering what they should do next.

Read the Food Banks Canada case located on page 416 of Chapter 11 in Organizational Change.

Write a 750- to 1,050-word paper on the Food Banks Canada case written in the third person voice, and consider the following:

  • Katharine Schmidt is reflecting on Food Bank Canada’s accomplishments and challenges over the last five years and is considering what to strategically target next. Should they stay with their current strategy or alter course?
  • As you analyze the Food Bank Canada case to understand better their current situation, consider carefully the nature of their formal structure and decision-making process, its strengths and weaknesses, and why they selected it as their governance approach.
  • What do you think Schmidt should recommend they do? To accomplish this, will there need to be changes to their structure or governance approach?
  • What should Schmidt do about generating needed support and approvals from the National Board, her Staff, the Member Council, and affiliated food banks?
  • How should she turn those approvals into successful actions and outcomes?

Use organizational change terminology consistent with what is used in your text to formulate your response.

Format the assignment consistent with APA guidelines.

Use a minimum of three sources, other than the Organizational Change text, within the document and list your sources in an APA-formatted Reference page.

Click the Assignment Files tab to submit your assignment.

 

HRM 310 Week 3 Organizational Change Experts

Select three notable organizational change experts whose works are included in theOrganizational Change text in Chapters 1 through 6.

Create a 12 to 15-slide presentation that:

  • Identifies the three different organizational change expert(s) you selected.
  • Identifies the nature of their work in the field of organizational change.
  • Describes their work in terms of any model, framework, diagram, or process for which they are credited. If there is no model, framework, diagram, or process described or shown in the text, you may research the Internet or University of Phoenix Library to find one, or you may design a model, framework, diagram, or process that you believe describes their work.

Use any respective charts or diagrams such as the models, exhibits, and figures found in Chapters 1 through 6 of the Organizational Change text to explain their work.

Include a title slide and reference slide as part of the above total number of slides.

Include brief speaker notes on each presentation slide representing what you would say while giving the presentation.

Reference two peer reviewed research  sources in addition to the Organizational Changetext, for a total of three references.

Format your presentation in the style that is consistent with APA guidelines.

Click the Assignment Files tab to submit your assignment.

 

HRM 310 Week 3 Quiz

Complete the Weekly Quiz: Complete the answer by downloading the quiz as a Word Document, highlight your answer by using the highlighter function or if that is not available then you can place an X by your answer choice.  You can also choose your answer by putting the correct letter (a, b, c, or d) next to the question itself.

Include your name and upload the completed Word Document to your assignment tab.

  1. What are formal structures designed for?
  2. To support the strategic direction of the firm by enhancing efficiency and effectiveness
  3. To clarify roles and responsibilities
  4. To ensure accountability and oversight
  5. To create a coherent organization chart
  6. How does the degree of differentiation change over the life an organization?
  7. Differentiation generally remains stable throughout the life of the organization
  8. As the number of employees increases, there is greater differentiation
  9. As an organization becomes more successful and profitable, there is a greater need to differentiate tasks
  10. As a workforce becomes more embedded and cross-trained, the degree of differentiation diminishes
  11. Organizations that have a more decentralized decision-making process tend to be structured in what way?
  12. Hierarchical
  13. Flat
  14. Formal
  15. Informal
  16. If a merger makes good business sense, an organization might not pursue it due to which of the following reasons?
  17. Shareholders may be upset
  18. It may be too expensive
  19. The cultures of the two organizations clash
  20. There is not unanimity among the board
  21. Which kind of power tends to be least important on its own?
  22. Positional power
  23. Network power
  24. Knowledge power
  25. Personality power
  26. Which of the following tends to be the least popular power tactic?
  27. Referring to a higher authority
  28. Bargaining
  29. Developing coalitions
  30. Applying sanctions

 

 

 

HRM 310 Week 4 Need for Change Vision Statement

Resource: Case Study 1 Building Community at Terra Nova Consulting located on page 396 of Chapter 11 in Organizational Change OR Case Study 5 Ellen Zone – Leading Change at Tufts/NEMC located on page 448 of Chapter 11 in Organizational Change

Discuss as a team and decide by consensus which case study you will use for the Complete Change Plan assignment in Week 5.

Discuss the requirements of the Week 5 team assignment by looking ahead to see what will be required for the Complete Change Plan assignment.

Assess strategies for organizational change in the case study that your team selected.

Document and write about three different proposed strategies, and explain the basis for each strategy in 350 to 700 words total.

Then Justify which strategy is the strongest fit with the change initiative contemplated for the team’s Complete Change Plan and develop a statement of no more than 350 to 525 words that addresses the need for change and vision for the change.

Use organizational change terminology consistent with what is used in your text.

Use a minimum of two peer reviewed sources, other than the Organizational Change text.

Format the assignment consistent with APA guidelines.

Total assignment is 700 to 1,225 words

Click the Assignment Files tab to submit your assignment.

 

HRM 310 Week 4 Stakeholder Responses to Organizational Change

Resources: Stakeholder Responses to Organizational Change Scenario and the Sample Executive Summary.

Read the Stakeholder Responses to Organizational Change document.

Create three additional facts of your choosing to add to the above scenario for purposes of this assignment.

Prepare an Executive Summary for Harry and Rosalie on how you, as Human Resources Director, want to make them aware of these change issues and how you will handle the various stakeholder responses to the new anticipated change.

Write a 700- to 1,050-word Executive Summary in the third person voice and address the following:

  • Identify the existing psychological contract for Josh Raymond and Griselda Lopez. In what ways will the change disrupt the existing psychological contracts? Given the individuals and the context, what reactions do you anticipate?
  • Identify the different phases of change that Josh Raymond, Griselda Lopez, and all other stakeholders are going through and will go through.
  • Identify strategies that you, as Human Resources Director, can use to help Josh Raymond, Griselda Lopez, and the other stakeholders work their way through the different phases.
  • Identify strategies that change leaders have used, or could use, to help people work their way through the different phases.

Use tables, figures, models, or diagrams to aid in explaining the change issues or strategies discussed in the Executive Summary.

Use organizational change terminology consistent with what is used in your text.

Use a minimum of two peer-reviewed sources other than the Organizational Change text.

Format the assignment consistent with the Executive Summary sample, but use APA guidelines for your reference page.

Click the Assignment Files tab to submit your assignment.

 

 

HRM 310 Week 4 Quiz

Complete the Weekly Quiz: Complete the answer by downloading the quiz as a Word Document, highlight your answer by using the highlighter function or if that is not available then you can place an X by your answer choice.  You can also choose your answer by putting the correct letter (a, b, c, or d) next to the question itself.

Include your name and upload the completed Word Document to your assignment tab.

  1. Which of the following correlations between age and resistance to change is true?
  2. Age is negatively related to resistance
  3. Younger workers are more likely to accept change
  4. Younger and older workers respond to change in the same way
  5. Age is positively related to resistance
  6. When does a “doing first strategy” work best?
  7. When creativity, commitment, and communication are most essential
  8. When the situation is novel and confusing
  9. When data are clear and reliable
  10. When discipline can be established in routine processes
  11. What is a risk of acceptance of change?
  12. Having the change move too quickly
  13. The possibility of groupthink
  14. Accepting the wrong change for the organization
  15. People are in it for the wrong reasons
  16. Which of the following is not one of the four major goals of a communication plan?
  17. To brand the change project so people will like it
  18. To infuse a need for change into the organization
  19. To keep people informed
  20. To communicate impacts the change will have on each person
  21. Which is more effective at driving change: pull or push tactics?
  22. Push tactics are more effective because they can utilize reward-and-punishment power
  23. Agents should try to only use pull tactics because they appeal to higher-order purpose
  24. Neither push nor pull tactics are more effective than the other
  25. Both push and pull tactics are effective in their own way, but pull tactics tend to bring everything together under a larger vision
  26. What are Mintzberg and Westly’s generic approaches to change?
  27. Stop, look, listen
  28. Plan, ask, do
  29. Think, see, do
  30. Try, fail, try again

 

 

HRM 310 Week 5 Complete Change Plan

Resources: Responsibility Charting and AIDA Continuum Chart

Develop a Complete Change Plan for a change initiative that you want to make happen. Use facts from the case study scenario that your team selected in Week 4. The team may add no more than three facts or characters, or a combination of facts or characters to the case study to assist in fleshing out the development of the Complete Change Plan.

Use your team’s top selected strategy for the change initiative as well as the statement of the need for change and your vision for the change developed in Week 4.

Write a 1,400- to 1,750-word detailed Complete Change Plan. The Complete Change Plan will be broken into the following four parts:

The Action Steps

What are the critical steps that must be accomplished? Arrange your action steps in sequence. Can some be done simultaneously? What activities cannot begin or should not start until others are completed? What timelines should you observe?

It is often useful to begin at the end of the project and work your way backward.

  • Who needs to become committed to the project?
  • Where are key players at on the adoption continuum? Are they even aware of the change? If aware, are they interested or have they moved beyond that stage to either desiring action or having already adopted?
  • What will it take to move them along the continuum in the direction of adoption?
  • Use the AIDA Continuum chart and include this chart in your plan.
  • What is the commitment to the adoption of those who have reached the adopter stage? That is, are they at the “let it happen” stage, the “help it happen” stage, or the “make it happen” stage?
  • Use the Responsibility Chart and include this chart in your plan.
  • Who will do what, where, when, and how? Often a responsibility chart can be useful to track these things.

Contingency Planning

  • What are the critical decision points? Who makes those decisions?
  • What should be done if the decision or event does not go as planned?
  • What plans can be made to account for these contingencies? If you can, draw a decision tree of the action plan and lay out the decision-event sequence.

Measurement of Change

  • How will it be determined that the goal or change project has been successfully implemented? At times, success will be obvious (e.g., a new system in place). At other times, success will be more difficult to measure (e.g., attitudes toward the adoption and acceptance of a new system).
  • What intermediate signals will indicate that progress is being made? What is the first step or sequence of steps?

Transition Strategy

Formulate a transition strategy that includes a communications proposal.

  • How will the transition be managed?
  • Who will make the innumerable decisions required to handle the details?
  • Who will provide information to those affected?
  • How will the change be communicated to organizational members?

Use organizational change terminology consistent with what is used in your text.

Use a minimum of four sources (two of which must be peer-reviewed) in addition toOrganizational Change text.

Format the assignment consistent with APA guidelines.

Click the Assignment Files tab to submit your assignment.

 

HRM 310 Week 5 Strategy Map Analysis

Resource: Strategy Maps section on page 353 in Ch. 10 of Organizational Change

The assumption underlying strategy maps in for-profit organizations is that financial outcomes are the end goals that they are striving for and that other objectives within the change program should be aligned to produce and support those desired outcomes. If particular activities and the objectives don’t support the changes, they should be seriously questioned and either dropped or reduced in importance.

Consider a change initiative that you know is currently being researched for adoption, or that you want to have considered for adoption, by an organization with which you are familiar.

Answer the following:

  • If the vision for change is achieved, how will it look from the perspective of the financial results achieved?
  • To accomplish these financial outcomes, what initiatives have to be undertaken from a customer perspective to deliver on the value proposition in ways that generate the desired financial results?
  • To accomplish these customer and/or financial outcome efficiencies, what changes must be made from an internal business process perspective?
  • To attain the internal process goals and objectives, what must be undertaken from a learning and growth perspective to increase the organization’s capacity to do what is needed?

Write a 700- to 1,050-word research paper in the third person voice in which you address the four questions above.

Identify the change initiative clearly.

Design a strategy map to illustrate your analysis using Figure 10.3 “Generic Strategy” and Figure 10.4 “Strategy Map for Control Production Systems” as examples from Chapter 10 inOrganizational Change.

Include the map in your assignment and explain its components.

Use organizational change terminology consistent with what is used in your text.

Include at least two other peer reviewed sources other than the Organizational Change text to demonstrate research on the design, purpose, and responses to the questions of your strategy map analysis.

Format your Strategy Map Analysis assignment consistent with APA guidelines.

Click the Assignment Files tab to submit your assignment.

 

 

 

HRM 310 Week 5 Quiz

Complete the Weekly Quiz: Complete the answer by downloading the quiz as a Word Document, highlight your answer by using the highlighter function or if that is not available then you can place an X by your answer choice.  You can also choose your answer by putting the correct letter (a, b, c, or d) next to the question itself.

Include your name and upload the completed Word Document to your assignment tab.

  1. Measurement and control occur at what stage in the change process?
  2. At the end
  3. Throughout
  4. At the beginning and at the end
  5. In the middle until everything is established
  6. Goals are best set at what level?
  7. Challenging yet attainable
  8. Lofty to inspire vision
  9. Low to encourage incremental progress
  10. Attainable so employees don’t fear they won’t meet expectations
  11. All of the following are change levers that Robert Simon suggests focusing on except:
  12. Interactive controls
  13. Diagnostic controls
  14. Alignment metrics
  15. Belief systems
  16. What is an example of an interactive control?
  17. Limits on spending authority at a managerial level
  18. Stated organizational values
  19. Sales data based on changed selling efforts
  20. Market intelligence data
  21. Which tool is a visual representation of the desired end states and the action paths that will get the organization there?
  22. DICE model
  23. Risk exposure calculator
  24. Strategy map
  25. Balanced scorecard
  26. What does the DICE framework acronym stand for?
  27. Duration, Initiative, Commitment, Effort
  28. Duration, Integrity, Commitment, Effort
  29. Durability, Initiative, Commitment, Effectiveness
  30. Durability, Integrity, Commitment, Effectiveness