The Role of teams in Organizational change
Instructions are attached
Successful implementation of organizational change is dependent in part on the success of people and teams working together effectively. For this assessment, you will develop a PowerPoint presentation for senior managers in the organization. In this presentation, you will assess the current state of a team or group and then develop strategies to initiate and facilitate group change.
Use the Capella University Library to locate at least one resource that deals with helping teams or groups to change.
In your previous assignment, you wrote a memo that maps out how your recommended changes will impact other roles within the organization and how to manage potential points of resistance to change. After your supervisor’s boss championed your recommendations in a series of meetings with other upper management, they have requested that you attend an upcoming meeting to present on strategies for approaching change within small groups and teams that may be impacted by your change recommendations. How can a selected group or team be made more effective and ready to respond to the implementation of your ideas for organizational change? What models of group effectiveness might provide a solid framework for this important preparatory work?
Imagine that you work in any organization you choose in any position you like. For the sake of simplicity, you may choose to imagine your present position at a company where you already work. You may use the same organization(s) you chose for Assessments 2 and 3. Whatever your other responsibilities, you are now also tasked with providing change leadership within the organization.
Select a team or group that is in need of change in your selected organization. Then complete the following in a PowerPoint presentation (with speaker’s notes) for senior managers in the organization:
· Explain a model of group effectiveness in relation to the selected team or group.
· Assess the current state of the team or group using the team effectiveness model you have selected.
· Develop a strategy for helping the selected team or group become more effective by strengthening aspects of their performance as a change team.
· Describe specific practical and actionable activities for improving the team.
Your presentation should be developed to support a central idea, with correct grammar, usage, and mechanics as expected of a business professional.
Your supervisor’s boss requests that you keep your presentation to 7–10 slides. He has also asked that you include one strong academic reference to give your ideas research-based context and support, but keep it to just one—there is no need for a long references list in a quick presentation such as this. Since you are preparing your presentation for upper management and other interested stakeholders, you want this PowerPoint to be well organized and readable.
· References: Support your analysis with one academic resource from the Capella University Library.
· Length: Include 7–10 PowerPoint slides (with speaker’s notes), in addition to a references slide.
· Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the presentation and do not detract from the message.
· Correctness: Use correct grammar, usage, and mechanics as expected of a business professional.
· APA Style: You must use proper APA style for in-text citations and to list your references.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies through corresponding scoring guide criteria:
· Competency 1: Assess the complex and dynamic nature of organizational change.
. Assess the current state of the team or group using the selected model of group effectiveness.
· Competency 2: Analyze ways in which leaders and managers can effectively initiate, shape, and support organizational change.
. Explain a model of group effectiveness in relation to the selected team or group.
. Develop a strategy for helping the selected team or group become more effective by strengthening aspects of their performance as a change team.
· Competency 3: Analyze the processes of change in people, groups, and organizations.
. Describe specific practical and actionable activities for improving the team.
· Competency 5: Communicate effectively in a professional manner.
. Communicate in a manner that is scholarly, professional, and consistent with expectations for business professionals.
Prof Jeff Leinaweaver
To: The Chief Human Resource Manager, Amazon
From: Taliegha Carter
Date: February 20, 2022
Subject: Transforming Employee Welfare
The Needed Change
Amazon has some of the best employee welfare programs in the country. Its employee benefits include medical plans and coverage, support networks, maternity, and parental leave, Amazon employee discount and career choice, adoption assistance, and restricted stock units. However, despite these elaborate programs aimed at improving employee welfare, the company faces a lot of complaints regarding efficacy in implementing the programs. According to a report by Kantor, Karen & Ashford (2021) of the New York Times, what the company portrays on its website and magazines is not what it implements. For instance, according to the report, many employees across the country facing medical challenges had been fired when the attendance software marked them as having absconded duty. In 2020, a warehouse worker in Oklahoma, Ms. Tamara Jones, complained that she had been underpaid by $90 out of $540. She wrote to Mr. Bezos, who ordered an internal investigation into the matter. The review revealed that 179 warehouses had issues with their pay programs (Kantor, Karen & Ashford, 2021). New parents seeking leave and workers with health challenges had been short-changed for more than a year and a half. Such anomalies affect employee welfare and, in return, the overall company’s performance. There is a need to overhaul the company’s employee welfare management systems and personnel to guarantee efficiency.
Implementing the proposed change in employee welfare administration will involve the above stakeholders, some of which will be affected directly or indirectly. The chief human resource manager is the custodian of the proposed change and is responsible for initiating the change process. They are also directly responsible for overseeing the implementation of the proposed changes. The employee welfare programs manager has a direct role in implementing proposed welfare changes.
who work under the welfare programs manager will be indirectly affected by the changes. Adoption of new systems could render them jobless.
are directly affected by the changes since the proposed measures aim to improve their well-being.
Stakeholders’ Position on Change
The chief human resource manager is a key stakeholder in the change process. Through their recommendation, the top management will agree to set aside resources to acquire and implement the new systems. The new system will benefit the chief human resource manager by guaranteeing a healthy and satisfied workforce, which reduces turnover rates among the workforce and increases productivity.
are likely to oppose proposed changes. Any new system that guarantees workers more days off reduces departmental performance, and therefore, the managers in charge of the departments are likely to oppose it. However, on the other hand, departmental managers are likely to benefit from improved performances when workers are motivated due to the new welfare programs.
Employee welfare programs manager
s and system administrators are also expected to oppose the proposed changes since new systems will likely render them jobless. The usual employees are likely to embrace the change since it directly benefits them. An improved welfare program improves workers’ welfare, increases productivity, and reduces turnover rates.
Recommendations for Structural or Cultural Changes
Implementing a change in an organization may face opposition from some stakeholders who are likely to be negatively affected by the change. To manage structural and cultural changes, Amazon’s management should utilize the following steps; prepare the approach to change, manage change and sustain the outcomes (Prosci Inc., 2022). The first step includes defining the change needed, outlining its impact, and defining the approach to be used. Defining change includes outlining what the firm aims to achieve. On the other hand, defining the impact outlines the expected outcomes, while describing the approach involves outlining the necessary steps to achieve success.
The second phase involves managing change and the specific actions include planning and acting, tracking performance, and adapting activities. In implementing the new benefits system at Amazon, the executors must plan how to empower the concerned people to implement changes (Sartori et l., 2018). The system administrators must be trained to handle and manage the benefits administration system. Secondly, the departmental managers must be trained on existing company policies regarding employee welfare programs. Also, they must be enlightened on the importance of employee welfare programs on employee performance. Such initiatives would help reduce resistance to proposed changes.
Alternative Approaches to Managing Change
To minimize resistance to proposed changes by some stakeholders, implementing the new changes must take an inclusive approach. The key stakeholders such as the departmental managers, the employee welfare programs manager, the systems administrators, and the overall employee population must be involved in planning and implementing the proposed changes. Consulting these stakeholders will ensure their views are captured in the change process, and therefore, they are less likely to oppose the changes (Sartori et l., 2018). Consultation and involvement also ensure any arising challenges are solved amicably. Involving the system administrators in procuring and implementing the new system will make them part of the change process, hence reducing their opposition to it.
Kantor, J., Weise, K. & Ashford, G. (2021). Inside Amazon’s worst human resources problem. The New York Times.
Prosci Inc. (2022). Change management process.
Sartori, R. et al. (2018). How do you manage change in organizations? Training, development, innovation, and their relationships. Frontiers in Psychology
Chief human resource manager
Employee welfare programs manager