Solved by verified expert:The presentation need to be 30 mins in length and contain detailed notes. This is some of the stuff I thought may be appropriate. Going into detail how the two options (getting social security early and waiting until full retirement age) workFactors to consider when making the decision as to which option to take (like life expectancy, cash needs, whether or not you’ll still work, etc)The future of social security (there’s been predictions that it’ll run out around 2035)Consider the fact that if you take social security early and change your mind, you can repay what you’ve already received and get the higher benefit as if you took it at full retirementProvide scenarios of when it may be worth it to get benefits early and when it’s beneficial to wait History of Social Security
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Running head: ORGANIZATIONAL CHANGE
Organizational Change
Ronney Dixon
LDR?531
November 15, 2017
Willetra Brittian
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ORGANIZATIONAL CHANGE
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Organizational Change
Organizational change is termed as a scheduled push process to performance of a given
business to serve its market purpose. In most cases, organizational change is brought by
individual performance towards meeting targets of their firms. Genuine change occurs especially
when individuals are familiar with various innovations as well as other productive processes
which will improve on their efficiency as well as productivity when meeting their customer
needs (Floyd, 2002). Firms should implement organization change programs whereby all
employees involved should comprehend with the set requirements.
Organizational Change Process
For the purpose of the paper we will conduct a change in an organization name Accuray.
Accuray is a capital medical equipment company. The organizational change process will follow
the following steps which will aim at improving productivity among in its customer service
department.
Organizational Change Process
1. Build Awareness of the Change
2. Recognize the area of need for Change
3. Diagnose the Problem
4. Develop, Review and Compare Course of Action (Decision one)
5. Plan the Change (Decision Two)
6. Reassess and Adjust
7. Implement the Plan
8. Follow Up Measure and Review
ORGANIZATIONAL CHANGE
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Build Awareness
Employees within the firm should be made aware on the upcoming changes in their
organization. Creation of awareness is considered as building care to existing employees.
Employees in the firm will feel more appreciated when involved in decisions concerning
expected changes. Taking care of your agents is termed as a basic standpoint for any
organization business since it ensures motivational edge among employees (Floyd, 2002).
Recognize the Need for Change
This is the second step in organizational change. This step is crucial within an
organization when identifying areas that need altering. Identification may involve carrying out a
research about differences between current stages of an organization with where the association
is expected to be. Benchmarking criteria can be used in determining organizations expectations.
Areas of concern can be reached through making changes on respective staffs in the organization
(Floyd, 2002). The organization should keep close monitoring to costs that will be encountered
during the change. In most cases, too much time may be needed during identification areas that
need to be changed. In order to avoid delays when implementing a change in an organization, a
program of activities should be implemented to facilitate the change.
Diagnose the Problem
This stage involves examine existing levels of how wide the open entryway is to make
progress. In order to fight against these risks, research should be carried out in order to theorize
with existing facilities. Research about existing risks should involve audit surveys, improving
employee working conditions as well as implementing data mining strategies in respective
organization (Senior, 2016).
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Decision 1
This is a choice made by organizational administrations in working towards attaining
their objectives. In this case, an organization is fully prepared to implement other strategies
which will facilitate it towards meeting their targets. This step involves the following:
Making reviews as well as comparison about possible courses of action, analyzing about some of
actions which will ensure fast and best result within shortest time possible. Additionally, this step
involves comparison on impacts which such decisions may have to other steps of organizational
change (Senior, 2016).
Decision 2
This step involves coming up with the best blueprint which will facilitate an
organizational change. In this case, strategic measures are taken in ensuring organizational
change will be met within shortest time possible (Senior, 2016).
Reassess and Adjust
Organizational administration should think of implementing an organization mastermind.
Masterminding the change will involve taking in to consideration of various requests from
different people and their impacts to the organization.
Implement the Plan
In promoting organizational change, this process involves realizing organizational
movements as well as any form of update which will facilitate the change. Additionally,
recognizing people involved in promoting the change will help in identification of impacts which
may result from different planned organization changes (Senior, 2016). This is because different
people involved will be sharing ideas about impacts which may occur from such changes.
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Development and measuring of effective of planned organizational changes.
Organizations should ensure that they are capable of keeping up supportable results
immediately after planned changes have been implemented through introducing working
structure. If the change does not produce the required result the change plan should be adjusted
until the desired results are achieved.
Individual & Organizational Leadership Actions
Individual leadership is customarily a term set of strategies comprising of people with
different skills. Leadership is among key factors which ensure businesses are capable of meeting
their objectives. Organization should ensure that their administrations are comprised of well
skilled individuals to facilitate firms towards meeting their targets (Tidd, & Bessant, 2016).
Firm managers and other subordinates in various levels of production, should be flexible to any
change introduced in their organization. In this case, they will serve as a key example on what
other employees are required to do. These individual leaders are required to think imaginatively
as well as come up with new inventive thoughts for improving production rates in their
respective forms.
Organizational leadership is a form of group management tactic which perform to their
level best in meeting their customer needs. Organizational leadership is based on views and
ideas from people with different knowledge background (Tidd, & Bessant, 2016).
Organizational leadership can be considered as a state of mind which involves people with a
common hard working attitude towards meeting their firm needs. In most cases, organizations
will need strong and effective leadership for ideal production.
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Conclusion
Leadership both individual and organizational is characterized by internal skills as well as
other external ideas. Leadership manages both human brain science as well as master strategies.
Leadership involves creation of innovative ideas and thoughts as well as capacities that are of
benefit to different organizations (Tidd, & Bessant, 2016). Effective leadership implies the
capacity of leaders among other stakeholders within organizations to accommodate the tough
situations in the business and also to come up with solutions against issues facing their
organizations. Effective leadership will keep close monitoring to other competing associations.
As a result, organizations will be able to remain competitive in their field of production.
Organizational change should be highly encouraged purposely to fasten associations towards
meeting their objectives.
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References
Floyd, P. (2002). Organizational change (1st ed.). Oxford [England]: Capstone Pub.
Senior, B. (2016). Organizational Change (1st ed.). Pearson Education Limited.
Tidd, J., & Bessant, J. (2016). Managing innovation (1st ed.). Chichester, West Sussex: Wiley.
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