Phoenix LDR 535 Signature Assignment: Improving Organizational Culture

  

Assignment Content

1.     Purpose of Assessment
   Assess an organization’s culture to improve alignment between the culture, mission, vision, values, and strategies. You will be measured on how you assess the organization’s culture as well as how your proposed decisions for improvements align to the organization’s mission, vision, values, and strategies.

   In a 7- to 10-slide presentation with visuals and speaker notes to the leadership of the organization you chose to explore in Week 1, complete the following:

   Assess the current culture within the organization at the time of your experience.
   Develop the Change Management Plan using Kotter’s 8-Step model.
   Determine the desired outcome as a result of the proposed change.
   Analyze the alignment between the organizations, mission, vision, values, strategies, and the proposed Change Management Plan.
   Attached is week 1 assignment with the organization.

Running head:

APPLY: KOTTER’S 8-STEP CHANGE MODEL CHART

APPLY: KOTTER’S 8-STEP CHANGE MODEL CHART

Apply: Kotter’s 8-Step Change Model Chart

Shawn Cyr

LDR 535

January 19, 2021

Dr. Gwen

Step one: Create Urgency

Due to the COVID-19 pandemic, Samsung’s technicians need to understand how different software systems go with each product while working on other demographic sites. The business might not competitively position itself in the market if these technicians do not understand how different software systems function with the right product that attracts customers in every job site.

Step two: Form a Powerful Coalition.

These technicians require quality support from the upper management, which can be designing an education and training program for every member. Once the underground issues are well understood, every technician will get on board with this training program.

Step three: Create a Vision for Change

This training program projects a visionary goal that if everyone attends the scheduled classes, there will be improved service delivery, and customers will remain happy and satisfied. As a result, every technician will have the knowledge, skills, and necessary resources at hand to market the products.

Step four: Communicate the Vision.

Communication to every technician will be via emails, and some signs posted within the office. Besides, feedback will be conveyed individually to give room for technicians to express their opinions about the coming changes.

Step five: Remove Obstacles.

The training’s commencement will be communicated to every technician in advance, reminding them about the exact time and date. During the training session, each technician will complete some modules to recap what is being taught.

Step six: Create Short-Term Wins

Accordingly, once the technicians have completed the training, the company is guaranteed to report positive feedback about each job site’s customer service. Also, technicians will feel motivated because they have all the available tools and resources required to handle the job competitively.

Step seven: Build on the Change.

The company will record a high turn-up rate from technicians from remote areas that now, after the training, they have the right tools to complete the job without asking for assistance. The software will be handled by technicians who complete and pass all the modules.

Step Eight: Anchor the Changes in Corporate Culture

As the organization expands, all the new technicians should finish this training before going to places of work all alone. Having this as a standard instructional course will promise that everybody stays on the same wavelength regarding the work that should have been finished.

References

Burke, W. W. (2017).

 

Organization change: Theory and practice. Sage publications.

Wiki, C. I. O. (2019). Kotters 8 step change model.[Online] Available at: https://cio-wiki. org/wiki. Kotter% 27s_8-Step_Change_Model [Använd 31 mars 2020].

 
 

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-Steps to Change

, on a scale of 1 (did not observe) to 5 (highly observed) during the implemented process

Kotter’s 8-Steps to Change

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Organizational Change Chart

Select one for each category

Notes (suggested action for improvement)

Vision: (Write the Vision of the organization. Rate the employee knowledge of the organizational Vision [1 – no knowledge,

5

3

4

The vision Sumsang company looks forward to attain is developing software and technology programs that help people interact and engage productively.

Mission: (Write the mission of the organization. Rate the employee knowledge of the organizational Mission [1 – no knowledge, 5 – know it well].)

Samsung’s mission is to devote their human resources and technology to create superior products and services, thereby contributing to a better global society.

Purpose: (Write the purpose of the organization. Rate the employee knowledge of the organizational Purpose [1 – no knowledge, 5 – know it well].)

The purpose is that Samsung has unveiled a raft of new software tools to help developers create apps specifically designed to meet customers needs. It is trying to directly change its reputation by building trust with its various stakeholders including customers, shareholders, employees, business partners and local communities.

Values: (List the values of the organization. Rate the employee knowledge of the organizational Values [1 – no knowledge, 5 – know it well].)

Samsung’s values are their people, excellence, change, integrity, and Co-prosperity. It would suggest that the company as a whole practices what they preach, they are still able to effectively inhibit any negative culture trends that may infringe their values.

Diversity: (List the types of the diversity observed in the organization. Rate the overall diversity of the organization [ 1- no diverse at all, 5 – highly diverse].)

Samsung Electronics has a huge influence on national culture especially in Korea and many other developing countries worldwide. Samsung diversity has shaped the company to becoming a luxury household brand name.

Inclusion: (Rate the overall involvement of the diverse groups in all the decision making and process for change [ 1- no involvement at all, 5 – highly involved])

Samsung corporate culture involves balancing between family and work and diversifying. They have multiple subsidiaries and do business worldwide, they employed people from all over the world with many different cultures and beliefs.

Goal: (write the goal set for organizational change. Rate the overall goal accomplishment [ 1 failed to meet the goal, 5 – successfully met the goal] )

The goal is for Samsung to focus more on designing new quality software system that are good for our eco system. They believe that they have the innovation in the products to have a better future in long term goals.

Strategy: (list the strategies followed to implement the organizational change. Rate the overall effectiveness of these strategies [ 1 – very poor strategies, 5 very successful strategies] )

They are willing to take their goal and devote as much talent and technology to it, forming a common source for success.

Communication: (list the communication means used in the organization to communicate organization change and change progress. Rate the overall communication effectiveness in the organization [ 1 – very poor communication, 5 very successful communication] )

Samsung keeps communication open with their shareholders, management and employees by conducting meetings, as well as asking shareholders, employees and management to create feedback on the change process, as well as addressing all the negativity towards the changes.

Considering the above goal for organizational change and the existing organizational culture, rate

Kotter’s

8

Select one for each Step

Notes (suggested action for improving the process)

Step One

Create Urgency

I feel that Samsung is not creating enough urgency for the vision and is kind of just letting it happen whenever it happens.

Step Two

Form a Powerful Coalition

the training program of technician is a valid example. Services and products promoted by the company on job sites should be used to improve productivity and cuts cost.

Step Three

Create a Vision for Change

The vision they have created for the change that was proposed to technicians was greatly addressed through their training sessions.

Step Four

Communicate the Vision

Again, using their training program and promotion technicians they were able to get the vision created and clearly communicated to all customers and employees.

Step Five

Remove Obstacles

I do believe that Samsung could have done a better job at removing the obstacles blocking the change, such as old equipment and old procedures.

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Step Six

Create Short-Term Wins

As far as I can tell, Samsung has not created any short term goals to facilitate the long term planning for the changes in their company. I believe this is due to the lack of urgency.

7

Step Seven

Build on the Change

With every new software system developed, I believe that their products are getting closer and closer to the change they want to create within the company and the industry.

Step Eight

Anchor the Changes in Corporate in Corporate Culture

Once the change starts to take a little bit more, and other markets recognize how great it is, the culture of not only Samsung’s corporation but all the competition will change as well.