For This or a Similar Paper Click To Order Now

1. Leroy Banks is the Director of Change Management for Red Carpet, a national
1. Leroy Banks is the Director of Change Management for Red Carpet, a national hospitality and entertainment company. He has contracted you to be an OD Consultant because Red Carpet has recently acquired a movie theater company and needs to manage the change process. External forces for change are those that come from an organization’s outside environment. Internal forces for change are those that arise from employees within the organization. Leroy has asked you to begin by assessing forces for change. Review the Red Carpet scenario for this course and with your classmates; discuss the following: a. Identify and describe an example of an external force for change. b. Identify and describe an example of an internal force for change. c. In your opinion, what are the biggest challenges of being in the role of an OD Consultant at Red Carpet? 2. Now that you have gained an understanding of Red Carpet, Leroy has asked you to join in on a preliminary meeting with the VP of HR and other members of the organization to discuss change. The meeting is important because many employees are unsure of their role in the change process. In fact, the VP of HR has not settled yet on what type of change is needed or how to start the change process. Leroy has asked you to participate in the discussion to help clarify information needed about the change process. Review the Red Carpet scenario for this course, and with your classmates, discuss the following questions that will provide insight into the change process: a. In your opinion, what does Red Carpet need to change? Should the change be transformational, developmental, or transitional, and why? b. What employees or employee groups should be included in the change process, and why? c. What do you recommend Red Carpet do to begin the change process? 3. The VP of HR reviewed the executive summary and decided that your recommendation was a strong course of action for the change process. In her discussions with Leroy, she mentioned that it would be good to have you participate in a focus group to discuss your experiences with the change process. She was interested in discovering some best practices for change and felt that your experiences would be very valuable to Red Carpet’s approach to change. To guide the discussion, she recommended addressing a few points that should be covered in the focus group. Leroy will gather the results of the focus group and share it with the VP of HR. Review the Red Carpet scenario for this course and with your classmates; discuss the following questions that will provide insight into your own change experiences: a. Describe a successful change from your own experiences and why it worked well. b. Describe an unsuccessful change from your own experiences and why it did not achieve its intended objectives. c. From your own experiences, what do you think Red Carpet should do to make the change successful? 4. Leroy thinks it is important to use a set of steps from an established change model to guide the change process. He has recommended the OD Action Research model, Appreciative Inquiry, and Kotter's 8-Step model as potential alternatives. But the VP of HR wants to know all of the details and is also concerned about the potential resistance to change at Red Carpet, so Leroy thinks it's important to discuss this as well. Red Carpet is seeking long-term success with this change, so Leroy would like you to include a forward-thinking statement regarding the future of Red Carpet after the change. In no time, you and Leroy will be riding the elevator to the 27th floor with a beautiful view of Philadelphia, and he is confident that your collaborative effort will be well-received. Review the Red Carpet scenario for this course, and with your classmates, discuss the following questions about Red Carpet’s change management plan: a. In your opinion, which one of the following change models will be best for Red Carpet's change process: OD Action Research model, Appreciative Inquiry, or Kotter's 8-Step model? b. What interventions would you recommend to address the challenges at Red Carpet? C. considering the organizational culture of Red Carpet, how could you help the organization use communication to overcome resistance to change? d. How will you evaluate the success of the change process at Red Carpet?

For This or a Similar Paper Click To Order Now

Leave a Reply

Your email address will not be published.

For This or a Similar Paper Click To Order Now