Write a 2,000 word paper in which you diagnose a process/structure/env
ORGANIZATION- CISCO
2,000 WORDS (2,000 word paper in which you diagnose a process/structure/environment in an organization (CISCO)
PLEASE ORGANIZE FINAL PAPER
I HAVE ATTACHED ALL REFERENCES, PRIOR WORK TO INCORPOATE IN THE FINAL PAPER!
Using APA formatting requirements (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages), write a 2,000 word paper in which you diagnose a process/structure/environment in an organization that you're familiar with (and that you chose in week 1 and have been researching during the term) and that needs improvement and design an organizational development (OD) intervention to achieve positive change. In addition to your standard APA formatting requirements, your paper should include an Executive Summary which succinctly describes your recommended change(s), highlights of what will be required during the change process, and a projected timeline for implementation.
Now that’s a lot to digest! Seriously though, as former US Army Chief of Staff General Creighton Abrams, Jr. once said, “When eating an elephant, take one bite at a time.” In other words, don’t get caught up in the depth of what’s required in the final paper but rather focus on one step at a time. To begin with, you’ll need to brainstorm and identify various organizations that you belong to. Then, for each of those organizations, list what could use some improving. Once you have a list, you’ll need to decide which organization that you would like to focus on and why. The more passionate you are about the change, the easier the research and paper composition will become.
For those of you looking for a roadmap of the paper, noted below is a proposed structure. You are not limited by this structure and I encourage to dig deeper, however, following this structure, meeting the APA formatting requirements, and adhering to the length requirement maximizes your chance at success. Here it goes:
· Title page
· Table of contents
· Executive Summary – succinctly describes your recommended change(s), highlights of what will be required during the change process, and a projected timeline for implementation
· Background – why you have chosen the organization, the organization’s significance in your life, a brief history on the organization to include key factors that are relevant in future sections of the paper
· Diagnosis
· Current Situation – why is the change needed
· Supporting Data/Analysis – how do you know the change is needed, provide supporting data, objective data is best but may be augmented with subjective data if obtained from credible sources
· Recommended Intervention – detail your proposed organizational development intervention, the change process that will be required, and a proposed timeline for implementation
· Applicable Organizational Behavior Concepts – a deep discussion of concepts from the text that apply to the proposed intervention, we’re looking for the “crossroads” of theory and application, use the text and other sources to explain why your proposed intervention will work, what are the strategic implications of implementing it
· References Page
Final Project- References
Author Note
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to
2
FINAL PROJECT- REFERENCES 2
Final Project- References
Bond, M. A., & Blevins, S. J. (2020). Using faculty professional development to foster organizational change: a social learning framework. TechTrends, 64(2), 229-237.
Change in an organization is a constant and evolving aspect that not only gives the organization a competitive advantage, but also fosters and accommodate diverse teams through the change of company culture. This article states the creation of the conceptual framework that is utilizes in systems thinking and change in combination with social learning theories that may be employed by organizations to foster meaningful development changes. In addition to defining each component of the framework, suggestions on intervention strategies, change strategies, and considerations in design are also spoken about in the paper.
French, W. L., & Bell, C. H. (1995). Organization development. Prentice Hall International.
This book mentions the exploration of improving organizations through systematically planned long-term efforts that focus on the organization’s culture and social and human experiences and processes. Theory, practice, and research related to organizational development is explained, giving a clear, in-depth explanation in developments, advancements, and expansions in the research into organizational development. Furthermore, with the culture of the organization, social and human experiences and processes being the focus of the book, a lot of research is poured into ways organizations can bring gradual change to their offices and workplaces, to not only stimulate a working environment, but also a learning environment.
Change is a constant presence within today’s higher education institutions. Local faculty professional development opportunities may provide avenues for enacting these organizational changes through personal continuous improvement. While working to meet these organizational priorities, it is also essential that professional development must provide opportunities for individual growth. The social sector is concerning a society that is constantly changing it norms, attitudes, and relations to power. In addition to that, they deal with the ills present head on. This desire to make things better provides the force of motivation to create organizational interventions needed to work on building a greater ownership of organizational staff, mirroring expected community norms, having clarity about the community’s vision and having a clear theory of change.
Hodges, J. (2016). Managing and leading people through organizational change: The theory and practice of sustaining change through people. Kogan Page.
With structures, systems, processes, and strategies simple to understand relatively, the management of people is more of a complex fit. Change can have a significant impact on each of the workers, which can lead to different attitudes and reactions. The book provides a critical analysis of transformation and change in organizations from a theoretical and practical perspective. Furthermore, individual, team, and organizational issues are analyzed before and after change transformation is taken into effect with the use of case studies and interviews with people from organizations in different sectors across the globe. The book also shows how theoretical aspects can be applied in practice through exampled and recommendations.
Waddell, D. M., Creed, A., Cummings, T. G., & Worley, C. G. (2019). Organisational change: Development and transformation. Cengage.
Change management is an essential process that equips organizations with a competitive advantage that is crucial in setting company culture and initiating change within the company. Leaders and managers often encounter conflicting challenges in motivating and understanding the core of increasingly diverse workforces within their teams and organizations. Furthermore, they experience accountability to stakeholders and the planning for a future in a chaotic environment. Environmental changes that organizations undergo today and managing organizational development through the planning process of change. The future directions of change management are also discussed with the field of organizational change continuing to evolve.
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Cisco Systems Organizational Development (OD)
Author Note
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to
2
Cisco Systems Organizational Development 1
Cisco Systems Organizational Development (OD)
Cisco Company is an exceptionally large company with a highly integrated organizational structure operating in 300 stations in 90 countries globally. Due to its extensive operational coverage, it’s very important to keep diagnosing the operation processes and management structure, this is in the attempt of keeping the process of recruitment, training, and management of employee are maintained at a profitable level for all; Cisco experience a diverse composition of the employees from different backgrounds all over the globe; thus the reason for choosing Cisco for Organizing Development (OD). The main aim of this intervention change diagnosis at Cisco is to change the Human Resource Management system to solve the problem of inclusive management in the process of recruitment, training, management of employees.
Similarly, according to Moochhala & Bhogal (2020), organizational development majorly consists of solving a problem through systematic and practical applications of theoretical perspectives. In this respect, the diagnosed problem arising from the Cisco System is the process of recruitment from the HR management, which is highly affected by a problem of Inclusive Management due to its diverse coverage and expansion into other countries with different cultures. This results in some employees feeling more rightful for a given position, while others feel discriminated against at the time of recruitment. Therefore, the most appropriate change intervention concept is an artifaction Theory of organizational development (OD). In the application of this perspective, Bond, & Blevins (2020) suggest a four-dimension model of artifaction including Ascription, Fabrication, Displacement, and reinterpretation. The framework develops an intervention to the Organizational Development (OD) in a various number of propositions following the nature of the problem identified at the Cisco System. The aim is to develop an alternative recruitment process through inclusivity management with the involvement of all the stakeholders.
References
Bond, M. A., & Blevins, S. J. (2020). Using faculty professional development to foster organizational change: a social learning framework. TechTrends, 64(2), 229-237.
Moochhala, M., & Bhogal, T. S. (2020). The unique aspects of organisation development in the social sector. NHRD Network Journal, 13(3), 359-369.
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CISCO ORGANIZATION 1
Tile Page, Outline, and References (CISCO)
Author Note
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to
2
CISCO ORGANIZATION 1
Table of Contents 2 Executive Summary 3 Background 3 Diagnosis 4 a) Current Situation 4 b) Supporting Data/Analysis- 4 Recommendation Intervention 4 Applicable Organizational Behavior Concepts 4 References 6
The organization of Cisco has not been able to inspire its employees which has caused the slowdown of innovation within the company. Many of the competitors have left the company behind, and a change in management is due. The company has to find ways to inspire its employees, take innovation cues from diverse teams, and create a synergy among the various teams, and departments. The strategy to succeed in this endeavor is through intervention strategies, increasing social bonding, instilling company vision, and effectively inspiring individuals with the promise of organizational development within the company.
The reason for choosing Cisco is because the company was the spearhead of innovation in computer hardware. The company did many technological wonders in the area of networking especially but lately, they’ve slowed down to a halt, and the company is being overshadowed by its competitors. The organization specialized in networking, security, collaboration, data center, and IoT devices. The company still has a lot of talented employees but the need for a change in management is due because they aren’t utilizing their workforce. A change in management and their strategies will result in the removal of the void of innovation.
The change is needed because the company has to foster meaningful developmental changes to its style of management (Bond & Blevins, 2020).
The company employs a matrix structure to its style of function, which is why its facing challenges in its current form is necessary (Tkachev, 2018). The need for gradual change is necessary for the company of Cisco (French & Bell, 1995).
The implementation of motivating workers to achieve organizational goals with the promise of professional development is the way for the employees to be fully motivated (Moochhala & Bhopal, 2020). The implementation of the first step can take three months to introduce various developmental plans. The implementation of this step can take various steps, such as building greater ownership of organizational staff, running parallel to community norms, and being clear of change (Hodges, 2016). The detailed steps will take time for a year to fully integrate into the company
Applicable Organizational Behavior Concepts
The conflict of managers, and leaders in the motivation of employees related to diverse teams within the departments (Waddell, et al., 2019). The intervention techniques that apply to the organization is the change strategies, company culture in bringing gradual change, having a clear vision of change as well as taking case studies, and interviews from people within the organization to bring real change. The proposed strategy will work because it addresses all the problems that the company faces from the inside of its core, and with the implementation of all the strategic frameworks, the company will be back on its feet once again.
Bond, M. A., & Blevins, S. J. (2020). Using faculty professional development to foster organizational change: a social learning framework. TechTrends, 229-237.
French, W. L., & Bell, C. H. (1995). Organization development. Prentice Hall International.
Hodges, J. (2016). Managing and leading people through organizational change: The theory and practice of sustaining change through people. Kogan Page Publishers.
Moochhala, M., & Bhogal, T. S. (2020). The unique aspects of organisation development in the social sector. NHRD Network Journal, 359-369.
Tkachev, D. (2018). An analysis of the effectiveness and challenges of cross-functional team structure based on CISCO Business Councils reform. Journal of Economics and Social Sciences, 5.
Waddell, D. M., Creed, A., Cummings, T. G., & Worley, C. G. (2019). Organisational change: Development and transformation. Cengage.
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