I need help with this assignment. I want to do this assignment in two parts. Part one as a Word document and part two to be a PowerPoint presentation.
Phase 2 Discussion Board
Now that you have given your team and management an overview of the reorganization and accompanying change impacts, you need to prepare your team to help manage the change. Using the Library, other materials, and credible Internet sources, find three models of change and discuss their advantages and disadvantages in relation to the situation and culture at Pegasus.
Phase 2 Individual Project
Using the models you discussed and your own experience, design a step-by-step process of change and defend your reasons for these steps. Make a presentation of your change design to the department heads of Pegasus.
See the attached file for details.© BrainMass Inc. brainmass.com September 22, 2018, 7:02 am ad1c9bdddf - https://brainmass.com/business/human-resources-management/change-management-178462
The ADKAR model is designed to focus teams on specific activities that will impact results. The benefits to this model include; evaluating employee resistance, help employees transition through the process, create employee specific action plans, and develop a change management plan with employees. (Prosci, 2006).
The ADKAR model can be used to:
diagnose employee resistance to change
help employees transition through the change process
create a successful action plan for personal and professional advancement during change
develop a change management plan for your employees
The ADKAR model has the ability to identify why changes are not working and help you take the necessary steps to make the change successful. You will be able to break down the change into parts, understand where the change is failing and address that impact point. The power of the ADKAR model is that it creates focus on the first element that is the root cause of failure. When you approach change using this model, you can immediately identify where the process is breaking down and which elements are being overlooked. This avoids generic conversations about the change that rarely produce actionable steps. This results-oriented approach helps focus energy on the area that will produce the highest probability for success. ...