Course: Organizational Change Week 3 Online Assessment Have you ever wanted to change the world? Here is an opportunity to express yourself. Imagine you are the leader of a global coalition, or

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Course: Organizational Change

Week 3 Online Assessment

Have you ever wanted to change the world?  Here is an opportunity to express yourself.  Imagine you are the leader of a global coalition, or the president of a country, or the CEO of a company, or the leader of your department or workgroup.

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In your Original Post:

  • Briefly describe the change you want to make and the context in which you want to make it (e.g., which country or organization).
  • Now describe the process you would use to communicate the change.  Include the media you would use–(e.g., speeches, web, etc.) and your anticipated first audience or audiences.
  • Provide an overview of the content of your message.  Remember that, as the leader, you are responsible for creating the vision (describing the core ideology, constructing the envisioned future) and motivating change.

In your Subsequent Post(s), respond thoughtfully to at least two other students for a total of three posts minimum.

Back up all opinions with the readings and outside research in academic journals at the KU online library.

  • 250 word minimum for initial post
  • Include at least two references

Reference requirements:

2020-2023 (Peer Review)

KU online library:

APA format

Student reply 1:

An authority on the issue wrote his solution. It’s intended to aid students like you in learning fundamental ideas.Anonymous responded to this.

207 responses

The term “change” seems to make the majority of us uneasy. However, most people would concur that we can all recall a positive transformation in our lives. A marriage, having a child, moving into a new house or starting a new work are some instances of positive life changes.Anyone who has ever entered a company and attempted to alter “the way things are” is aware of the potential for employee opposition to any sort of change initiative.

How to Implement Change in 8 Steps:

1. Change Management Support

It is crucial that management provides encouragement for when speaking and dealing with personnel, exhibits that support and makes appropriate modifications. When they see management promoting the process, employees become more at ease.

Case for Change 2.

Making a case for change is crucial because nobody wants to change merely for the sake of changing. Different sources might provide a case for change. Data on defect rates, customer and employee satisfaction surveys, consumer feedback cards, business objectives as a consequence of strategic planning sessions, or financial constraints may all have an impact.

3. Involvement of Employees

Employees should be involved in all change initiatives to some extent. Any organizational change, regardless of how big or minor, must be explained and conveyed, especially those that have an impact on how workers carry out their duties.if it’s altering a piece of art Employees have experiences that can help with the planning and implementation of change, whether it is increasing customer satisfaction or looking for ways to cut expenses. Employees should comprehend the rationale for a change and take part in developing the new procedure because they are often the ones who are most familiar with it.

4. Informing Others of the Change

Change communication needs to be organized and methodical. Management is solely responsible for informing the workforce of changes. There may be resistance to the change when there is poor communication and the rumor mill starts circulating rumors about it. Proactive communication can reduce resistance and provide workers a sense of involvement in the process.

5. Application

Once a change is planned, it’s crucial to maintain open lines of the change’s introduction and execution. Making changes to the process and the personnel who administer it should be done in the order specified in the schedule for implementation.An efficient schedule will permit the use of all new tools, materials, or training prior to implementation. Those in charge of the work process may become frustrated by implementation that lacks a logical sequence.

6. Continue

It is usually a good idea to check in after a change has been made to see how it is performing and whether the desired effects have been achieved.While adjustments occasionally perform better than expected, they occasionally don’t go as expected. In these circumstances, management ought to admit that it

work and make adjustments until the desired result is achieved.

7. Removing Barriers

Sometimes employees encounter barriers when implementing changes. Barriers can be with other employees, other departments, inadequate training, lacking equipment or supply needs. Sometimes management also needs to deal with resistant or difficult employees.It is management’s responsibility to ensure that employees can implement change without obstacles and resistance. Unfortunately, sometimes employees need to move on in order to successfully implement a needed change.

8. Celebrate

It is important to celebrate successes along the way as changes are made. Celebrating the small changes and building momentum for bigger changes are what makes employees want to participate in the process.When employees understand why a change is made and are part of the process It makes it possible for a better possibility of successful planning and implementation.

Verdú-Jover, A.,J., Estrada-Cruz, M., Rodríguez-Hernández, N., & Gómez-Gras, J.,M. (2023). Relationship between CEO’s personality and company’s entrepreneurial orientation: the case of SMEs. Journal of Management and Organization, 29(1), 48-68.

Albertini, E. (2021). What are the environmental capabilities, as components of the sustainable intellectual capital, that matter to the CEOs of European companies? [Environment capability affecting company CEOs] Journal of Intellectual Capital, 22(5), 918-937.

Student reply 2:

Good morning, Professor and Class,

As the CEO of a multinational corporation working in the technology sector, I am profoundly committed to positively affecting the world. The change I aspire to bring about relates to sustainability and environmental duty. In a world with climate change and environmental degradation, my vision is to convert our company into a worldwide leader in sustainable trade practices.

Communication Process and Media

To communicate this change viably, I would utilize a multi-faceted approach, utilizing different media channels to reach diverse stakeholders.

Internal Workshops and Training: My initial audience would be our workers. I believe in cultivating a deep understanding of sustainability standards among our staff (Sendlhofer & Lernborg, 2018). Therefore, I would conduct internal workshops and training sessions. These interactive sessions would serve as a stage for discussing the significance of supportability and how each worker can contribute.

Company-Wide Webinars: I would organize company-wide webinars to share our sustainability vision with all workers simultaneously. These webinars would incorporate presentations laying out our objectives, methodologies, and the anticipated benefits of our sustainability activities (Füller et al., 2021). Interactive Q&A sessions would be integral to these webinars to address employees’ inquiries and concerns.

Public Announcements and Social Media: Externally, I would utilize public declarations and social media platforms to communicate our commitment to sustainability. Press releases and social media posts would highlight our company’s travel toward maintainability, emphasizing our devotion to environmental stewardship.

Engaging with Stakeholders: To lock in with external stakeholders like clients, investors, and partners, I would organize sustainability gatherings and conferences. These occasions would serve as a stage to grandstand our sustainable items and practices, thus gathering back and collaborating with critical partners.

Content Overview

The content of my message would center on three fundamental components:

Core Ideology: I would clearly express our center ideology, emphasizing our company’s immovable commitment to environmental obligation and sustainable business practices. This would include examining our values and the ethical basics of sustainability.

Envisioned Future: I would paint a compelling picture of our imagined future. This would incorporate concrete objectives, such as reducing our carbon footprint, expanding energy productivity, and executing eco-friendly product plans (Biemer, 2021). I would emphasize these changes’ positive effects on the environment and society.

Motivating Change: I would inspire our workers and partners by highlighting their role in accomplishing our sustainability objectives to propel a change. I would stretch the shared obligation and the importance of each individual’s commitments.


Biemer, J. R. (2021). Our Environmental Handprints: Recover the Land, Reverse Global Warming, Reclaim the Future. Rowman & Littlefield Publishers.

Füller, J., Hutter, K., & Kröger, N. (2021). Crowdsourcing as a service–from pilot projects to sustainable innovation routines. International Journal of Project Management, 39(2), 183-195.

Sendlhofer, T., & Lernborg, C. M. (2018). Labor rights training 2.0: The digitalization of knowledge for workers in global supply chains. Journal of Cleaner Production, 179, 616-630.

The PPT of this week’s course is in the attachment. Please check it out, instructors. Thank you very much!

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