See attached files.
The files attached contain discussions of organizational change formula. They were based on the learners' experience working through a change initiative using the formula. They also explain how the change leader could have leveraged the formula to increase the likelihood of success in resisting change.
Please provide comments for both of these discussions pertain to the following:
When responding to others, seek clarification, share your personal experiences that relate to their experience, and provide feedback on their posts. In addition, consider providing suggestions for using the formula to improve their change experience.
In the first example we see a project that was considered necessary by the company, but left in the hands of a limited number of people for the change. The integration of two positions from two different work specialties is difficult enough without the management not addressing the concerns of the "demotion" it seemed to be for some. There was no clear vision presented to the workers as to why this was a necessary move and if it would be considered at the level of the workers as being set back or advanced. It also caused the loss of two people within the newly created workspace. The initial change was not ...
The solution discusses the organizational change formula II, DVF>R formula by Beckhard.