Leading Change-Deliverable 4 – Mapping Change

Competency

Analyze methods for understanding and mapping change in an organization.

Instructions

Delta Pacific Case Study

You now have been tasked with mapping out an organizational culture change Delta Pacific Company (DPC), another role and responsibility as a change leader for the organization. It’s important to have a change plan set before the change actually occurs. This is for a few reasons:

• Increases the probability of success
• Enables you to weigh options
• Provides knowledge so you can make an informed decision
• Allows for proper identification of the change and steps needed
• Allows for identification of what might occur during the change

Since you are the change leader, your first step is to map the change using a change management model. You are aware of the extensive change the organization is undertaking with a shift in production to consulting. However, profitability has still declined even with training and resources in place.

As the change leader, select one of the change management models and map out the organization’s goal of changing the culture from the more traditional manufacturing environment to one of a contemporary consulting environment.

Conduct academic research and create a proposal to the CEO and board in which you complete the following for approval of the change plan:

• Explanation for why the change model being used is most effective for this change.
• Description of the change map to include details for each step.
• Examples of what to expect during the change process.
• Explanation for each of your recommendations in each step of the change model.
• Remember that this is a proposal. Make sure to format your paper properly for your proposal. A proposal is a persuasive document, so make sure to use proper language and tone. Remember, you are the change leader and you are writing to the CEO. So use a tone in your proposal that is specific to your audience (the CEO).

Include your APA-formatted reference page with at least two credible sources.

A note about credible sources: Credible sources are reliable, accurate, and trustworthy. These sources are written by authors respected in their fields of study. You want to identify sources where the author of the article is listed if they’ve referenced other information. The sources should be cited so that you can check for the accuracy of, and support, what they have written.

 

Deliverable 4 uses the Delta Pacific Case Study (provided in the deliverable) and asks you to write a business proposal in order to receive approval for your change plan. Your proposal should be directed towards the CEO and Board, so a strong awareness of audience and purpose is important. Review the Leading Change FAQs box at the bottom of the page for information about writing business proposals. Additionally, use databases and search strategies recommended in the Business Management Research box below to research change models and processes.

Optional Library Readings:

• Breakdowns in Implementing Models of Organization Change
• Comparative Approaches of Key Change Management Models – A Fine Assortment to Pick From as Per Situational Needs!
• Direct the Change section from Managing Organizational Change by Helen CampbellISBN: 9780749470845Publication Date: 2014-05-03Managing Organizational Change brings together all the different roles and functions within an organization that a leader has to manage effectively to ensure successful and sustainable organizational change. Centred around the Cycle of Change Model, it provides a practical yet reflective overview of the four things you have to have (culture, capacity, commitment and capability) and the six things you have to do (direct, drive, deliver, prepare, propagate and profit)Grading Rubric

   

  F	F	C	B	A
  0	1	2	3	4
  Not Submitted	No Pass	Competence	Proficiency	Mastery
  Not Submitted	Fails to explain why change model being used is most effective for a change with organization culture.	Provides a general explanation of why change model being used is most effective for a change with organization culture.	Provides a detailed explanation of why change model being used is most effective for a change with organization culture.	Provides a thorough explanation of why change model being used is most effective for a change with organization culture.
  Not Submitted	Fails to describe change map for changing the culture of the organization.	Provides a general description of change map for changing the culture of the organization. Includes general information for each step of the change model.	Provides a detailed description of change map for changing the culture of the organization. Includes detailed information for most steps of the change model. Mostly uses correct terminology for change model.	Provides a thorough description of change map for changing the culture of the organization. Includes thorough information for each step of the change model. Correctly uses terminology for change model.
  Not Submitted	Fails to provide example of what to expect during the change process.	Provides a general example of what to expect during the change process.	Provides detailed examples of what to expect during the change process.	Provides thorough examples of what to expect during the change process.
  Not Submitted	Fails to provide explanations of recommendations in change plan.	Provides a general explanation of recommendations in change plan.	Provides a detailed explanation of recommendations in change plan.	Provides a thorough explanation of each recommendation in change plan.