D?kD ? d5 Change Summer 2018 Comp..-u-search in Docume sert Design Layout Refere
ID: 431692 • Letter: D
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D?kD ? d5 Change Summer 2018 Comp..-u-search in Docume sert Design Layout References Mailings Review View Times New Ro... . 12 A A Aa Style Kotter, J.P. (2007). Leading change: Why transformation efforts fail. Harvard Business Review, Kotter, J.P., & Schlesinger, L.A. (2008). Choosing strategies for change. Harvard Business Sirkin, H.L. Keenan, P., & Jackson, A. (2005). The hard side of change management. Harvard 85, 96-103. Review, 86, 130-139. Business Review, 83, 108-118. 3. In addition to managing the "soft side" of organizational change, Sirkin et al. (2005) believe that leaders must also keep in mind the "hard side of change management". Summarize the DICE framework and explain how using the DICE framework can help leaders manage change. (2 points) 4. Change management is a popular topic in leadership courses, because leaders need change management skills to maximize their chances of success. However, the articles that I chose for this assignment offer what I think to be relatively vague recommendations compared to some of the recommendations that have been given in previous course readings. Granted, this week's articles give examples derived from the experiences of actual companies, but anecdotal evidence does not always make a strong argument. Given the nature of change management, why are some of the recommendations in the articles relatively vague? Said another way, why don't the articles give more concrete advice for managing change in your organization? What does this mean for your development as a leader? (2 points) 1 218 Words ? ? ? Focus 24Explanation / Answer
3.Project managers should pay more attention to factors like effort, project duration, employee and manager commitment, and integrity alongwith factors as leadership, communication, employee motivation. Change management is not a cake walk.
DICE breaks into duration, integrity, commitment and effort. A management consulting firm decided to create this framework to assist project managers in implementing change which is hard and change in most of the cases tends to fail depending on various factors. For example, people who resist change, or team may lack enough commitment, or lack knowledge of how to make changes happen. In most cases, changes fail because project managers concentrate on factors like employee motivation rather than employee commitment and effort, or on leadership rather than project duration.
Duration
A project should have a beginning and an end. Hence that needs measurement.
Integrity
This means the team’s performance integrity. A team should possess the ability to complete projects on time. Besides, certain projects may require certain skillsets and should be integral enough to display those skillsets.
Commitment
Both employee and employer needs to be committed for change.
Effort
Workload is not enough to be measured. Employees must display effort in addition to their existing work responsibilities.
To calculate how far is the progress of change :
DICE Score = D + (2xI) + (2xC1) + C2 + E, where CI , C2 stands for the employer and employee
4. Howmuch ever there exists any given finite formula to measure change, what is only practical is to believe and understand that there happens to exist no change that can be scalar in nature. The very word itself is very dynamic in nature and cannot be possibly zeroed down to any definite definition, be it any scholarly article or anything. It is not meant to be summed into a nutshell. The situations, adaptive approach, contingency, ever changing scenarios and their impacts, accordingly altering strategies, all happen as and when and the real time tracking is only possible by the ones working on the change while performing it and no later.
It is only good for a leader to grow through the arising situations and not be preconceived on how to react to changes. This makes a skill addition to a leader and makes one more open to real time learning and pro to change.
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