The training team from the midsized organization needed to change its training formula from the traditional outsourcing to the internal training method. The external training was being carried too often and yet their performance was still lagging behind. The goal of the training…
In addition, the team also wanted to use the human performance improved methods to promote success. Initially, the team’s department had developed a long term goal which frequently inconvenienced the team members, especially when there was a new project. Historically, training on the projects was being focused for the clients. The incoming projects were also beyond the team members’ capacity to handle them. The team needed a training that would promote an individual’s capacity to handle more work, rather than an individual’s skill on a specific topic or area. Additionally, all projects were monitored individually rather than collectively (Van Tiem, Moseley & Dessinger, 2012).
There is a clear relationship between the company’s change program and the HPT model in implementing change. The company significantly wanted to expand its operations capacity and its employee’s level of service by using non training methods in order to realize the projects value (Binder, 1998).
The HTP models were used to improve the employees’ performance in order to enhance effectiveness in the organization. The HPT model recognizes the importance of the organizational and the individual factors in influencing an employee’s performance. The individual’s factors include capacity, knowledge and motives. The organizational factors include incentives, its instruments and data. The company hopes to improve its capacity and employees skills which are linked to the HPT individual factors of influencing behavior (Binder, 1998).
The company’s change initiative is interrelated with the HPT model, such that the organization will not achieve its goal unless it changes the HPT individual factors. The company will need to equip its employees with the right knowledge in order to explain to the customers effectively. Through the employees acquiring the right skills and knowledge, the problem of over burdening ...
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(“Models of Change Essay Example | Topics and Well Written Essays - 1250 words”, n.d.)
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(Models of Change Essay Example | Topics and Well Written Essays - 1250 Words)
“Models of Change Essay Example | Topics and Well Written Essays - 1250 Words”, n.d. https://studentshare.net/education/747915-models-of-change.
Table of Content Acknowledgements 2 INTRODUCTION 4 CASE PERSPECTIVE 4 MANAGEMENT OF CHANGE WITH REFERENCE TO CHANGE MANAGEMENT MODELS 6 LEWIN’s THREE STEP CHANGE THEORY 6 LIPPITT’s PHASES OF CHANGE THEORY 7 Lippitts’ theory aims at the further degree of analysis of the changes in an organisation.
Literature has different implications on students’ conceptions or notions as well as theories of learning meant for the design of efficient training and knowledge gaining surroundings. However, there exist other efficient teaching and learning aspect in science in addition to, the conceptual aspect (Hubber and Tytler 48).
According to the discussion most managers do not give their chance to express themselves, yet they carry out most of the duties. Learning can be defined as the acquisition or refinement of knowledge and skills to increase one’s capacity to engage in an effective action. Employees accumulate the necessary knowledge, by experience, mentoring.
It is an innate tendency for human beings to live in their comfort zone. On the other hand, organizations need to survive in the current business environment where change is inherent. Therefore, organizations should be prepared to live with the change in order to stay at the top of the competition (Chapman, 2006).
It has proved to be one breakthrough event that perpetuated and evolved as modern life pushes through. With this, most people have claimed that the future is a bit hard to conceive and recent technological advances have made it even harder to anticipate.
The differential perceptions between these provide the dynamics for change management. Organizational development implies application of behavioral sciences to the business holistically for planned development of strategies, structure and processes for improving the effectiveness of the organization.
In our scenario, the change is a merger of EEST and Ouest Corporation. Both the companies are the same in terms of size and staff count. However, their corporate cultures are different from each other.
The author presents the current economic climate and increasingly importance for the managers to have a good understanding of strategic change tools and models to be able to apply these tools in an apposite way. They try to formulate their strategic change through ways of examining the unit opportunities, strengths, threats, and weaknesses.