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Organisational Change Development and Transformation by Waddell et. al 5th Edition, Cengage Learning.

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This assessment item relates to course learning outcomes numbers 1 to 7. The primary purpose of this assessment is to assist students develop skills in the use of leadership traits, resistance to change, change process and management theories and models in the analysis of a typical business situation that has organisation and structural change and development concerns. The assignment requires you to analyse the current situation, identify and specify the organisational issues, and suggest practical and probable solutions. The secondary purpose of this assignment is to give students the opportu...

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Question Preview:

This assessment item relates to course learning outcomes numbers 1 to 7. The primary purpose of this assessment is to assist students develop skills in the use of leadership traits, resistance to change, change process and management theories and models in the analysis of a typical business situation that has organisation and structural change and development concerns. The assignment requires you to analyse the current situation, identify and specify the organisational issues, and suggest practical and probable solutions. The secondary purpose of this assignment is to give students the opportunity to enhance their research, analysis, critical thinking and written communication skills; particularly in the areas of argument development and essay writing. Assessment task 2 requires the writing of an academic/ argumentative essay (approx. 3000 words). Assessment task 2 requires the writing of an academic/ argumentative essay. This essay should be an ‘argumentative essay’, and must therefore contain arguments that are used as the structuring elements of the assignment. The assignment is based on a case study that describes the impact of leadership, structural changes and change management on business activities. The purpose of the essay is to identify the roles of change in organisational leadership, resistance to change management, the change management process and other challenges in managing dynamic organisations. Students are expected to engage in extensive research within the academic literature relating to organisational leadership during change management, the change process, and resistance to change management. The assessment item is based on the case study titled Super Star University (pg. 504-508 of textbook: Organisational Change Development and Transformation by Waddell et. al., 5th Edition, Cengage Learning). The case will be available on the Moodle site under the Assignments tab. You should read, and carefully analyse, the case and respond to the issues presented at the end of the case study within the context of an academic/ argumentative essay. You are required to support your argument with appropriate theoretical discussion and references. Task: Based on the above case study write an essay that answers the following questions: 1.Contrast and critically analyse the change processes in the Arts faculty and the faculty of Engineering, Architecture and Environment Sciences at Super Star University. 2.What are the major sources of resistance to change at the faculty of Engineering, Architecture and Environmental Sciences? How would you overcome faculty staff resistance to change? 3.If you were an executive faculty dean at the Super Star University, how would you approach the change process in your faculty in response to the new university strategic directions with a view to managing resistance to change? All the answers must be written with supporting academic references. Note: you will find further support material for this assessment task on theMoodlesite for this course

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Change management process involves solicitous planning as well as susceptible application, together with consulting with the people, who are directly or indirectly impacted by the changes, as well as making them involved. Generally, issues emerge when the change is forced upon people. It is important that change is realistic, practicable, as well as computable. Such facets become particularly relevant for effecting the personal change management. It always works if we ask ourselves prior to the application of change at a smaller or bigger level, what is required to be achieved with this change, the reason that it is required, and what are the indications that would demonstrate that change has been attained. It is equally vital to know the individuals as well as the groups that are impacted by these changes, and what is the reaction expected out of them. For a deeper analysis, it can be discerned that what is the extent of change that we can achieve ourselves and the sections of change where we would require assistance. All of these aspects have a strong relation to the personal as well as organizational change management.

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