HRM 7004 WEEK 8 ASSIGNMENT: Supervising in the 21ST Century
HRM-7004 v4: Supervising in the 21ST Century
Week 8
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Efficiently Managing Change
The Society for Human Resource Management (SHRM) defines change management as the organized approach and application of tools, knowledge, and resources to deal with change (n.d.). The main objective of change management is to implement new processes, business strategies, or products with as minimal interruption and adverse effects as possible.
In Week 2, you were able to investigate workplace engagement by assessing various leadership styles in Week 3. Week 4 focused on explaining the various categories of diversity. You critiqued five different change management models in Week 6, while during Week 7, you identified the qualities of an effective supervisor. In Week 8, you will work on your Signature Assignment, which encompasses all of these topics in one way or another.
As you enter the final week for this course, you now have the opportunity to incorporate the knowledge you obtained during the past weeks into one concise paper as you complete the Signature Assignment.
References
Society for Human Resource Management. (n.d.). Managing organizational change.
Weekly Resources and Assignments
Week 8 Resources
• A Systemic Organizational Change Model in Occupational Health Management
Montano, D. (2019). A systemic organizational change model in occupational health management. Journal of Change Management, 19(3), 183–200.
This article seeks to propose a multilevel model of organizational change based upon empirical evidence for the field of occupational health.
• Change Management Models: A Comparative Analysis and Concerns
Galli ,J. B. (2018). Change management models: A comparative analysis and concerns. Engineering Management Review, 46(3), 124–132.
This article compares various change management models with providing the advantages and disadvantages of each.
• Kurt Lewin’s Change Model: A Critical Review
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123–127.
This article examines the relationship between leadership and change based upon Kurt Lewin’s Change model.
• Where Do Models for Change Management, Improvement and Implementation Meet
Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where do models for change management, improvement and implementation meet? A systematic review of the applications of change management models in healthcare. Journal of Healthcare Leadership, 13, 85-108. https://doi.org/10.2147/JHL.S289176
This article compares various change management models as it relates to the healthcare setting.
Week 8 – Signature Assignment: Direct Organizational Change
In Week 6, you had the opportunity to critique five different change management models in the form of Strength, Weakness, Opportunity, Threats, (SWOT) analyses. For your final assignment, compose a paper in which you evaluate a single change management model by explaining the history and progression. Also, be sure to include the researcher(s) of the original model and the year the model was introduced.
Your paper should be well organized, using headings and subheadings where necessary and appropriate transitions between sections. Support your paper with at least 8-10 articles published in peer-reviewed journals. You may use articles that you referred to in previous assignments in this course when appropriate.
Length: 12-15 pages, not including title or reference pages
References: Include a minimum of 8 scholarly references.
The completed assignment should address all of the assignment requirements, exhibit evidence of concept knowledge, and demonstrate thoughtful consideration of the content presented in the course. The writing should integrate scholarly resources, reflect academic expectations and current APA standards
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