What have you learned about Managing Organizational Change (MOC) and how are you going to apply MOC concepts to benefit your career? 1.0. Executive Summary
Based on my time in class these last 7 weeks, I have learned a process that I never knew really existed. I have worked for several companies, large and small, in my lifetime and I have never really experienced an Organizational Change process like what has been introduced in this class. I felt that the information provided could be very useful in anyone’s career because it is a more structured way of executing change in an organization with minimal problems during the transition. I am sure that the large companies that I have worked for had some sort of formal change process or model in place when I worked for them. I believe that the communication of the changes could have been done better now that I am aware of what to look for in such a practice. What it boils down to is that now that I am aware that there is a formal process for each of the three areas concerning organizational change according to the Lewin’s model that I used in my MOC project, I will be able to use these processes to assist upper management in any organization that I am a part of in order to make the change as easy as possible. In my current situation, I will recommend to my organization various processes and/or models that are not currently being used for all the changes that we are currently experiencing. For example, when I discussed the MOC project with my CEO and what it was going to be about, he was very interested in the outcome because he was not aware of any type of formal change model to begin with. Many of the decisions that he has made involving the change Rickey and I discussed in our MOC project seem to coincide with a formal process of some sort, however it was not formally identified and specifically followed as we discussed in class during our MOC presentation. The plan is to continue to make recommendations to my employer as changes continue based on the material received and the research completed during the MOC project development. 2.0. Body of Deliverables
2.1. Managing Organizational Change (MOC) Concepts.
During the MOC project there were several MOC concepts that I was interested in and had struggles understanding along the way. How it was explained to me was that some of the concepts can be used in more than one stage of the organizational change with some modification of course. 2.1.1. Change Model Concept
I had a lot of struggles trying to decide on a change model with my partner Rickey during the development of our MOC project. Most of which is because I was not able to determine the difference between the Change Model and the Change Management Model. Once I was able to distinguish the two concepts, it made it easier to decide on which one to use. We decided to use the Lewin Change Model for our project. There are three stages to Lewin’s Change model; unfreeze, change, and refreeze. The unfreeze stage of this change model involves preparing the organization to accept the change and that it is necessary for future growth in the organization. You have to be prepared to provide examples of why the change is necessary such as the benefits of the change and that you as management have done your due diligence to research why this would be the best way to make the change. Unfortunately, some changes are not decided by choice. For example, in mine and Rickey’s MOC project, we illustrate that AC4S had to make a change in their Accounting System because it would not be supported in the year 2011. This first stage is usually the most challenging and can be where you experience the most resistance if you have not prepared your organization successfully or received total buy in of those affected by the change. The next stage of Lewin’s Change Model is the actual change itself. This can be the area where individuals begin to resolve the uncertainty that a change has developed....
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