| Course | Strategic Change Management |
| Unit No. | |
| Unit Name | SCM |
| Unit code | J4YM04 |
Assignment Task 1 – Project Report [70 Marks]
Scenario:
Choose an organization, preferably where you are working or familiar with, understand the standard operating procedures of your chosen organization and find suitable information related to the Strategic Change Management strategies.
You need to apply key concepts of Strategic Change Management to answer and justify the questions following the scenario given below:
Organizations worldwide had a great impact facing challenges and uncertainties during the Covid-19 triggered Pandemic in 2020 which lead many organizations to close down their operations or/and adapt to disruptive alternatives and made a number of organizations to undergo change management strategies to compete and survive in the turbulent market conditions. Companies are striving for continuous improvement and trying to manage the changes effectively and efficiently in the present hard economic times.
If you have been given an opportunity to act as a CHANGE MANAGEMENT CONSULTANT and implement changes in your chosen organization, what steps will you take into consideration while implementing the change management process in the following tasks given below. Prepare a Project Report of 5000 words that addresses the following questions:
- Executive Summary [5 Marks]
You should summarize your report briefly (hopefully no more than one page of A4 paper).
- Introduction to Change Management [20 Marks]
Introduce the chosen organization and critically discuss the concept of change management in detail with reference to four principles, concepts or theories and its importance in the chosen organization. You need to demonstrate a critical understanding of the different perspectives in change management such as contingency perspective, resource dependence and population- ecology perspectives. Next, you must evaluate the scope of change management in an organisation. Furthermore, you need to critically analyse the internal processes and external environmental conditions that influence the change to cope up with the challenges posed by the Covid-19 triggered market scenario. Also, you need to undertake a critical examination of the different principles, practices and perspectives involved in successful stakeholder management during the change management process.
- Resistance to Change [15 Marks]
What kind of resistance would the organization face during the change management process?
You need to critically reflect upon the why change in organizations is met with resistance and how it impacts the organization. You will also critically discuss the resistance at individual, collective and organizational level and the key reasons for the same. Furthermore, you need to critically analyse and demonstrate the different ways in which the organization can overcome the resistance to change, using practical justifications to back up your analysis. Also, you will critically examine the different types of interventions and discuss how you have selected the appropriate intervention to apply for the particular change management process in the chosen organization.
- Leadership and Change Management [15 Marks]
What is the role of leadership during the change management process? You need to plan and undertake a literature review and critically analyse of atleast 10 relevant academic articles that discuss research and theory on the process of leadership in change management. You may include up to three secondary literature reports on the theories and process of leadership in change management. Furthermore, you need to critically evaluate atleast 7 different leadership styles such as autocratic, authoritative, pacesetting, democratic, coaching, affiliative and laissez-faire and identify the suitable approach to successfully leading individuals and teams through the process of change in the chosen organization by giving an evidence based justification for your choice.
- Conclusions and Recommendations [15 Marks]
You should summarize the main findings, including their implications, and provide recommendations that directly relate to this analysis.
Assignment Task 2 – Audio presentation [30 marks]
You need to take on a consultant’s role and use the chosen organization in Task 1 for designing the change management process and make an Oral Presentation on the same.
You must determine how the organisation should respond to the change stimulus outlined in Task 1 and work up a vision of what that change (and what success) would look like and the expected benefits for the organisation. The concepts and ideas contained within this vision should be represented in diagrammatic/pictorial format. Next, you need to apply analytical tools and models to assess the readiness of the chosen organisation to respond to the change stimulus. This may include reference to the culture of the organisation, the strategy, the risks involved and the organization’s risk appetite, and also internal and external factors and stakeholders as discussed in Task 1. Further, you must critically evaluate at least four different change management models (from Lewin’s Change Management Model; McKinsey 7-S Model; Nudge Theory; The ADKAR Change Management Model; Kübler-Ross Change Curve; Bridges’ Transition Model; Satir Change Model; Kotter’s theory and Maurer 3 Levels of Resistance and Change Model; Deming Cycle (PDCA)), giving the positive and negative features of each and choose the appropriate model(s) and strategy for change management in the organization. You will design the process for putting the change initiative in place giving a description of the process, what needs to be implemented, who needs to carry out the change and the timelines involved. In this process, it is necessary to demonstrate a critical understanding of the role of leadership in applying the appropriate change management model(s). Furthermore, you will design your own monitoring and evaluating framework to be used for managing a change initiative and critically discuss how this monitoring and evaluation framework can be used to demonstrate that intended outputs and outcomes have been achieved.
Important Guidelines for the presentation are as follows: –
- Learners are requested to use Audio PowerPoint presentations (At least 10 slides) to make the presentation. Kindly include your audio explanation in the slide deck.
- This is an individual presentation; learners are requested to prepare and present Task 2 individually.
- There is no specific structure as such for the presentation, any structure can be followed, and the learners are encouraged to be creative at the same time to make the presentation academically relevant.
- Learners should present their findings to a group of their peers, who are acting as the client organization’s senior management team.
Performance Descriptors
Performance descriptors indicate how marks will be arrived at against each of the above criteria. The descriptors indicate the likely characteristics of work that is marked within the percentage bands indicated.
| (70-100%) Work of an outstanding standard | (60-69%) Work of a good standard | (50-59%) Work of a pass standard | (40-49%) Fail (Resubmission allowed) | (0-39%) Fail (Resubmission not allowed) | |
| Executive Summary (5 marks) | Exemplary summarization of the report. | Competent summarization of the report. | Basic summarization of the report. | Weak summarization of the report. | Poor summarization of the report. |
| Introduction to Change Management (20 marks) | Exemplary compilation with detailed background on concepts of change management and its impact on the chosen organization. Mature links made between relevant ideas, theories and practice in change management. Extensive range of relevant sources are identified and used. An argumentative perspective is presented demonstrating originality and creativity in the interpretation of the scope of change management related to the chosen organization. No obvious errors in referencing or grammar or syntax. | Competent compilation with sufficient background on concepts of change management and its impact on the chosen organization. Sound links made between relevant ideas, theories and practice in change management. A sufficient range of relevant sources are identified and used. An evocative perspective is presented in the interpretation of scope of change management related to the chosen organization. Negligible errors in referencing or grammar or syntax. | Basic compilation with sufficient background on concepts of change management and its impact on the chosen organization. Average links made between relevant ideas, theories and practice in change management. A very limited range of relevant sources are identified and used. A descriptive perspective is presented in the interpretation of legislations related to scope of change management related to the chosen organization. Evident errors in referencing or grammar or syntax. | Weak compilation with sufficient background on concepts of change management and its impact on the chosen organization. Superficial links made between relevant ideas, theories and practice in change management. An insufficient range of relevant sources are identified and used. A vague perspective is presented in the interpretation of scope of change management related to the chosen organization. Repeated errors in referencing or grammar or syntax. | Poor compilation with sufficient background on concepts of change management and its impact on the chosen organization. Sketchy links made between relevant ideas, theories and practice in change management. No relevant sources are identified or used. No perspective is presented in the interpretation of scope of change management related to the chosen organization. Too many errors in referencing or grammar or syntax. |
| Resistance to Change (15 marks) | The work thoroughly examines the scenario and how resistance to change manifests in the organization. Highly practical justifications are provided to overcome barriers to change. Illustrations and Tables are properly captioned. | The work examines the scenario and how resistance to change manifests in the organization. The outcomes are good. Some sound justifications are provided to overcome barriers to change. Illustrations and Tables are captioned. | A reasonably well examination of the scenario and how resistance to change manifests in the organization. The outcomes are obvious. Considerable justifications are provided to overcome barriers to change. Illustrations and Tables are not necessarily captioned. | The examination of the scenario and how resistance to change manifests in the organization is not done well. The outcomes are sketchy. The justifications provided to overcome barriers to change are weak. Illustrations and Tables are not captioned. | The examination of the scenario and how resistance to change manifests in the organization is not well done. The outcomes are poor. Failure to provide justifications to overcome barriers to change. |
| Leadership and Change Management (15 marks) | An exceptional analysis of the role of leadership in change management process is developed. Summarizes and shows insightful synthesis of the literature information including identification and analysis of gaps. Strong linkage is established among the different leadership styles and its impact on change management. No obvious errors in referencing or grammar or syntax. | A good analysis of the literature is developed. Summarizes and shows sound synthesis of the literature information, including identification and analysis of gaps. Good linkage is established among the different leadership styles and its impact on change management. Negligible errors in referencing or grammar or syntax. | A basic analysis of the literature is developed. Descriptive presentation of the literature information. Limited identification but no analysis of gaps. Average linkage is established among the different leadership styles and its impact on change management. Evident errors in referencing or grammar or syntax. | A weak analysis of the literature is developed. Mere compilation of information. Includes no identification and analysis of gaps. No linkage is established among the different leadership styles and its impact on change management. Repeated errors in referencing or grammar or syntax. | A poor analysis of the literature is developed. No synthesis of the literature information. Identification and analysis of gaps is absent. No linkage is established among the different leadership styles and its impact on change management. Too many errors in referencing or grammar or syntax. |
| Recommendations and Conclusions (15 marks) | Well-organized, logical, fully supported by evidence, conclusions clear and arise from results/discussion; practical and feasible, with clear consideration of change management issues. Recommendations driven by good deductions from findings. | Well-organized, logical, supported by evidence, conclusions fairly clear and arise from results & discussion; practical and feasible, with clear consideration of change management issues. Recommendations driven by decent deductions from findings. | Reasonably well-organized, logical, generally supported by evidence, conclusions fairly clear and arise from results & discussion; practical and feasible, with un clear or weak consideration of change management issues. Recommendations not always driven by good deductions. | Poor organization; gaps in reasoning; some obvious conclusions omitted for the list; other conclusions not especially driven by the findings but from ‘common sense’. No real implications and recommendations weak and incoherent. | Assertions are little related to evidence, frequently illogical or arbitrary; conclusions if presented are disorganized; alternatives not considered; no real understanding of the need to draw conclusions, implications and recommendations from results. |
| (70-100%) Work of an outstanding standard | (60-69%) Work of a good standard | (50-59%) Work of a pass standard | (40-49%) Fail (Resubmission allowed) | (0-39%) Fail (Resubmission not allowed) | |
| Audio Presentation (30 marks) | Excellent preparation and planning of content which was well organised. Confident delivery of the presentation slides. Presentation flowed well, without hesitation or pauses by the learner or confusion from the audience. Content of slides was clear with uncluttered text and highly technically competent with exceptional graphics or diagrams that were all relevant and helped to put point across. The link between analysis and recommendation was clear and justified with evidence. Questions were responded to adeptly and showed outstanding knowledge of findings of investigation. | Good preparation and planning of content with good organization. Strong delivery of the presentation slides. Presentation flowed well, with hardly any hesitation or pauses by the learner or confusion from the audience. Content of slides was quite clear with uncluttered text and technically competent with good graphics or diagrams that were all relevant and helped to put point across. The link between analysis and recommendation was strong and justified with evidence. Questions were responded to adeptly and showed good knowledge of findings of investigation. | Average preparation and planning of content with basic organization. Average delivery of the presentation slides. Presentation flowed well, with very less hesitation or pauses by the learner or confusion from the audience. Content of slides was average with uncluttered text and the technical competent demonstrated was average as well with some graphics or diagrams that were relevant and helped to put point across. The link between analysis and recommendation was average and justified with reasonable evidence. Response to questions was average and showed basic knowledge of findings of investigation. | Poor preparation and planning of content with poor organization as well. Weak delivery of the presentation slides. Presentation flow was ok, with some hesitation or pauses by the learner or confusion from the audience. Content of slides was a bit cluttered and demonstrated very little technical competence with very less use of graphics or diagrams that were relevant and helped to put point across. The link between analysis and recommendation was sketchy and justified with some evidence. Response to questions was weak and showed superficial knowledge of findings of investigation. | No preparation and planning of content which has not been organized. Poor delivery of the presentation slides. Presentation flow was poor, with lots of hesitation or pauses by the learner or confusion from the audience. Content of slides very cluttered and demonstrated no technical competence with no use of graphics or diagrams that were relevant and helped to put point across. The link between analysis and recommendation was unclear and no justification or evidence provided. Response to questions was poor and showed no knowledge of findings of investigation. |
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