Jan 23, 2018 sample paper

How did that recent change fit with or not fit in with the “lessons” that the textbook mentions the company “learned” from their original set of changes?

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devry hrm587 week 1 discussion dq1
& dq 2 latest 2016 may

dq 1

Stories of Change (graded)

Chapter 1 of your textbook includes, on page 9, Table 1.1, “Managing Change: Some Lessons from
the Four Stories.”
Review the four “lessons” (bullet points) on the
table, and think about what some of the key “learning points” you gleaned about
change from these stories. Then, do one of two things:

1. Post the top three learning points you
gleaned from the stories, and include how the stories for change helped you
learn these points, or

2. Research one of the four companies and see
how or if that company has since changed (yet more) since the time of the
book’s publication. How did that recent change fit with or not fit in with the
“lessons” that the textbook mentions the company “learned” from their original
set of changes? Explain what you find (bring the URL of the research/article
you used to help you).

Your instructor will follow up with you with additional questions
throughout the week to push the learning further. Feel free to discuss your
classmates’ findings and thoughts on these questions with each other as well.

dq 2

Pressures for Change (graded)

Organizations change due to many different pressures. In your
lecture for Week 1, as well as your reading in Chapter 3, you are introduced to
many of these pressures. Think about a time at work, at school, or at home,
when you have been subjected to similar pressures (this is “your”
example). Did that pressure make you change or “dig in your heels” and refuse
to change? What does that say about pressures for change? Does it always lead
to change?

Provide your example in your first post, and if you can, explain how the
theories on “pressures for change” help explain why you were or weren’t
actually pressured to change in your example. Please also discuss your
classmates’ examples with them. In follow-up posts, talk about how these
pressures did or didn’t cause a company to change, to their benefit or

Your instructor will come in with additional questions and thoughts based on
your comments and the pressures for change, and during the week, your main
focus will be on “why companies change.” Enjoy the discussions!

devry hrm587 week 2 discussion latest
2016 may

What Changes in Companies? (graded)

The textbook talks about many types of “change.”
Here is a list of many of the “types”: first order, second order, anticipatory,
reactive, adaptive, tuning, adaptation, reorientation, recreation, midroad,
tectonic, incremental, transformational, downsizing, technological, mergers and
acquisitions. It is all quite overwhelming, really. Our goal this week is to
gain clarity and understanding of the differences among the types of changes.

Consider the company you have selected (or one of them you are still choosing
between) and discuss a recent change which has occurred at that organization.
Pick which “type” of change you would say that change was, and why. Utilize the
course textbook as the start for analyzing the theory of the change. Explain the
theory of the change.

Do you agree with the change which the company has decided to take? Let’s get
started, and we will be addressing more questions about this throughout the
week. Further, feel free to debate/discuss your classmates’ project/company findings
with them as well.

devry hrm587 week 3 discussion latest
2016 may

The Diagnostic Models (graded)

Chapter 5 identifies several diagnostic models.
The first five speak of the overall structure of the organization. Select one
of these five and research it on the Internet. Discuss why you chose this
particular model, with special emphasis on the components included and how they
(and the model) fit with your view of the organization you are researching for
your project. Speak also to what you see as the model’s strengths and

devry hrm587 week 4 discussion latest
2016 may

Barriers to Change (graded)

This case is a work of fiction.)
Company (A/SC) is a textbook publisher for math education, including 1st grade
through graduate school levels. The company has been supplying textbooks to
public education schools (grade – university level) for 55 years. The company has
always prided itself on the loyalty it shows to its employees in that almost
all of its authors are full-time employees, and very little of the work done in
the organization is farmed out to independent contractors. However, over the
last 10 years, the earnings of the company have taken a huge hit, partly
because of the No Child Left Behind Act, which caused some of A/SC’s textbooks
to fall out of print before they made a profit, and partly because of the
increase in costs due to the company’s health insurance premiums when a large
number of their employee base (and their families) contracted serious illnesses
requiring lengthy and expensive treatments which has impacted the bottom line
of the company. The HR Vice President has reviewed the business practices of
their two main competitors, and realized that they are making their profits
because they rely mainly on independent contractor authors, paying them only
royalties on sales versus the salary/benefits packages which A/CS employees
make. Further, because the other companies have a wide open subject matter
expert pool by using independent contractors, they are much more nimble at
reacting to changes in need of the market, and they can offer more math areas
in their textbooks, giving them a larger market share. In fact, the last
projection which was done by the marketing team showed that A/CS was going to
be out of business in two years if they don’t change something quickly. The HR
Vice President is going to recommend to her CEO that the author group of employees
(numbering 510) be downsized out of the company and replaced with independent
contractors. Further, because of certain employment laws, none of those who are
downsized will be invited back as independent contractors. The publishing team
will be expected to work with independent contractors and manage all book
writing projects using less human power as well. That team will be downsized by
15% over the next year. Choices of “who” will be downsized will be based on a
review of the last two years of performance evaluations, seniority, and roles.

This week, discuss the barriers that will exist to successful implementation of
this change. Along with discussing how the change itself will be perceived by
the employees, talk about risks to the company, internal and external factors
which will create barriers, and challenges to overcome them.

devry hrm587 week 5 discussion latest
2016 may

Organizational Development Theory and Practices (graded)

JetBlue Airways is a company which has embraced
the OD theory and allowed OD’s vision of emotional intelligence, value
proposition, positive reinforcement, and change through improvement and culture
to drive much of its results over the past years. The airline industry is one
in which external influences have had an unbelievable impact on the bottom line
of all of the companies that fly. Thus, it may defy imagination at first that
in an industry of barely controlled daily chaos, Jet Blue has found a way to
make OD work to control that chaos. Interestingly, in 2010, JetBlue was one of
only three domestic airlines to turn a profit, and their CEO, David Barger, is
the lowest-paid CEO among the 10 largest publicly traded U.S. airlines in 2010.
(Potkewitz) Doing research online, use a Google™, Bing™, or other search-engine-style
search, and find case analyses or articles discussing JetBlue’s OD approach.
Start the week by reviewing this article, “An Extraordinary Stumble At
JetBlue,” found at.bloomberg.com/bw/stories/2007-03-04/an-extraordinary-stumble-at-jetblue”>http://www.bloomberg.com/bw/stories/2007-03-04/an-extraordinary-stumble-at-jetblue. After the crisis, CEO Neeleman was terminated and Barger was put
in his place. The company has grown since Barger’s implementation. Their focus
on organizational development, and company values and culture, continues to
this day, which is why it is not a surprise to see that JetBlue Airways was one
of the main case studies presented at the 2011 Customer Experience Strategies
Summit in Toronto, where Vicky Stennes, VP of Inflight Experiencepresented on their inside-out approach to motivating employees by
creating a customer-service-centric business model.

We’ll begin with these questions:

1. How does a company with an OD approach differ from one without that
2. Which company would you prefer to work for – one with an OD approach or one
3. Do OD companies offer a higher value proposition to their customers than
non-OD companies? And if so, why don’t all companies take thisapproach?

devry hrm587 week 6 discussion latest
2016 may

Types of Communication Methods (graded)

the term, you have been researching two companies and the change plans each
underwent. This week, you will be working on the communication plan which you
feel one of the companies most likely used (or you will create one you would
have recommended it use). This plan will include types/methods of
communication, a timeline for that communication, etc. (See the project for
more details.) This week, we want to work together and look at types of
communication. Also, you will be given an opportunity to share a draft of the
“sample” communication you are going to provide for your project, and receive
feedback from your classmates.

First, let’s talk about the different types of communication methods and when
each may be used and why. Take a look at the examples of types of communication
methods listed (in this week’s lecture). Pick ONE of the types, and describe
that type of communication, explain who would use it, provide a potential
audience for that particular type of communication and the pros/cons of using
that particular type of communication. Or respond to a colleague who has
already posted.

For example, a conversation is a type of communication. Two managers may
use it, they might discuss with each other their roles in a change, their
concerns about the change, and how they plan to discuss the change with their
teams. A pro of this style of communication is that it is cheap, immediate, has
an instant feedback mechanism, and is relatively easy and low-key; a con is
that it can be overheard and repeated by others who aren’t to hear it yet, it
is difficult to memorialize or “prove”, and/or it can be twisted later by

devry hrm587 week 7 discussion latest
2016 may

Chapter 12 NASA Case Study (graded)

Read the end-of-chapter case in Chapter 12 of
your text and do Internet research on NASA during both disasters, with
particular emphasis on the disasters’ effects on the culture. Why do you feel
it is so difficult to “sustain” cultural change in a large organization AFTER
the immediate effects of a major event like Challenger or Columbia? What role
should leadership play in working to “institutionalize” such cultural changes?

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