Our orders are delivered strictly on time without delay
Paper Formatting
Double or single-spaced
1-inch margin
12 Font Arial or Times New Roman
300 words per page
No Lateness!
Our orders are delivered strictly on time without delay
Our Guarantees
Free Unlimited revisions
Guaranteed Privacy
Money Return guarantee
Plagiarism Free Writing
Change Management
A. Discuss the need for change for the company in the scenario using either the systems contingency model or the organizational life cycle model.
B. Describe the differences between a learning organization and a traditional organization.
Identify which stage of Woolner’s 5-stage model the company is currently in.
a. Explain why the company is currently in the identified stage of Woolner’s 5-stage model.
Explain how the company from the scenario would use Senge’s 5 disciplines to become a learning organization.
C. Identify the end result and the nature of change to take the company from a traditional organization to a learning organization using Balogun and Hope-Hailey’s model.
Note: You may either identify both the end result and nature of change individually or identify the name of the quadrant in Balogun and Hope-Hailey’s model that aligns to the end result and nature of change.
Explain why the end result and nature of change would be appropriate for the company in the scenario using Balogun and Hope-Hailey’s model.
D. Discuss how four steps of the action research model could be applied to the change process (traditional organization to learning organization) for the company in the scenario.
E. Recommend two innovation strategies that management could use to transition the company in the scenario from a traditional organization to a learning organization.
Explain how one recommended innovation strategy would be used by management in the company's change process.
F. Discuss how four steps of Kotter’s 8-step model could be applied to the change process for the company in the scenario.
G. Explain how each of the five pillars of sustainable change could be applied to sustain the learning organization environment of the company in the scenario.
Full Answer Section
The need for change arises because the rapidly evolving tech landscape, particularly in remote work solutions, demands continuous innovation, adaptability, and deep market understanding. A traditional organization, often characterized by rigid structures and slow decision-making, would struggle to keep pace with such a dynamic environment. To remain competitive and ensure sustained success for its new product, Innovate Tech needs to evolve its internal mechanisms to match the external demands of the market and the complexities of user experience. This means moving beyond simply developing a product to becoming an organization that learns and adapts continuously.
B. Learning Organization vs. Traditional Organization
The distinctions between a learning organization and a traditional organization are fundamental to understanding the desired transformation for Innovate Tech.
Feature
Traditional Organization
Learning Organization
Structure
Hierarchical, centralized, rigid, siloed
Flat, decentralized, fluid, interconnected
Decision-Making
Top-down, authority-driven, slow
Participative, collaborative, data-driven, agile
Information Flow
Restricted, controlled, vertical
Open, shared, horizontal and vertical
Knowledge
Owned by individuals/departments, guarded
Shared, created collectively, continuously updated
Culture
Risk-averse, focused on efficiency, blame-oriented
Risk-taking, experimental, focused on continuous improvement, learning from mistakes, psychological safety
Learning
Individual, episodic, formal training, reactive
Organizational, continuous, integrated into work, proactive, experiential, reflective
Change
Resisted, managed as an event
Embraced as a constant, integral part of operations
Focus
Stability, control, maintenance of status quo
Adaptability, innovation, continuous evolution
Sample Answer
A. Need for Change: Organizational Life Cycle Model
Innovate Tech, a company developing a new product for remote team collaboration, demonstrates a clear need for change best understood through the Organizational Life Cycle Model. This model posits that organizations, much like living organisms, pass through predictable stages of development, each with its unique characteristics, challenges, and requirements for structure and management.
Innovate Tech appears to be transitioning from a Growth (or Development/Maturity) Stage to facing challenges that necessitate a shift in its fundamental operational and cultural paradigm. In its early stages, likely as a smaller, agile entity, it successfully identified a market gap (remote collaboration) and is now developing a new product. This indicates past success in innovation and adaptation. However, the scenario implicitly suggests that to truly "enhance remote team