Change Initiative Assessment: Paper Assignment Instructions
Each student will prepare 1 document to submit through TurnitIn. The project is an organizational change report that will total no more than 15 pages (not counting title or reference pages; no abstract is required).
The paper must follow current APA format guidelines and will contain 2 main parts.
Part 1 must be 1250â€“1750 words
Part 2 must be 1500â€“2000 words. A minimum ofÂ 10 peer-reviewed sourcesÂ must be published within the lastÂ FIVE YEARS
For APA 7 Format and Template *USE THIS
Part 1 (a maximum of 1750 words)Â must be written as a case and must describe vs. analyze/recommend. Part 1 must be modeled after the cases read during the course, containing similar format and content. Part 1 must contain a case description of a large organizational change (one about which you are able to obtain significant information)
(EXAMPLES BELOW).Â Types of change might include mergers, acquisitions, downsizing, new strategic direction, globalization, public image failures (BP, Toyota, Facebook, Goldman Sachs), macro-economic change, political/legal shifts, or some other type of organizational change.
The target organization may be a private, government, or non-profit organization with which you are familiar. Remember that you will need to select an organization for which you are able to collect considerable information in order to create a comprehensive case.
Part 2 (a maximum of 2000 words)Â must be a thorough analysis, with suggestions for change and recommendations for management interventions in the case from Part 1. This part of your Project must be modeled after your 2 Consulting Proposal assignments
(EXAMPLES & Part II TEMPLATE BELOW),Â each of which includes an analysis section and a recommendations section. In the analysis, apply course concepts to the case. In your recommendations, provide strategic, practical, and insightful actions for management.
Consider the following questions in Part 2:
Â· Based on your learning related to this course, how would you diagnose what is really going on in the organization selected?
Â· How well do the organizational leaders/members understand what the issues really are?
Â· How ready is the organization to change in terms of awareness, motivation, flexibility, and skill?
Â· Given the context of the change (social, political, economic, customer need, etc.), how big a change is required to move the organization to a productive and effective mode of existence?
Â· Analyze the companyâ€™s particular approach to change. Why did the organization take one particular approach to change (e.g., downsize) rather than other possible ones (e.g., creating a learning organization)? How effectively was the particular change attempt carried out?
Â· How did resistance to change manifest itself? How effectively was the resistance addressed?
Â· What were the objectives of the change effort? How successful was the change effort given its objectives?
Â· How might the organization have used some of the materials and learnings from this course to increase the success of the change effort?
Â· What consulting strategy would you use in working with the organization?
Â· What recommendations would you make to the organization on how to be more effective in implementing and/or sustaining changes going forward?
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James W. Bland III
School of , Liberty University
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to . Email:
Studies show that there are sixteen work personalities. Those personalities are known as the type of table, which the Publisher wrote, Consulting Psychologists Press, Inc. Palo Alto, Ca 94303. It shows how important it is to know identify your work type for a healthy, happy, and fulfilled work environment for yourself and others.
PERSONALITY ASSESSMENT 2
Introverts, extroverts, sensors, intuitive
Part 1: Jung and Briggs Myers personality results analysis
My personality test based on Jung and Briggs Myers typology indicated that I have an INTJ (introverted (38 percent), Intuitive (19 percent), thinking (6 percent), and judging (25 percent) type of personality. My results indicate that I have a moderate preference for introversion over extroversion. I have a slight preference for intuition over sensing, a slight preference for thinking over feeling, and a mild preference for judging over perceiving. As INTJ, my primary mode of living is known to be focused intrinsically; I take things and decisions based on my intuition. My secondary way of living is external, where I deal with situations rationally and logically. INTJ is known as masterminds; they live in a world of ideas and plan strategically rather than following their emotions. I value competence, intelligence, and knowledge as an INTJ person, and I have similar expectations to other people I work with currently and in the past. Since I am more of an introvert, I channel my energy into observing the world to generate potential ideas and possibilities which may turn out to be innovative. According to David Keirsey, a psychologist, and developer of the Keirsey Temperament Sorter, nearly 1 to 4 percent of the world’s population has an INTJ personality type. Keirsey’s four temperaments are better known as their subdivided sixteen kinds of personalities. The four-character types, according to Keirsey. The sixteen personality types include guardians, Artisans, Rationales, and Idealists; there are four personality types (Daniel, 2017).
Because I am more introverted at 38 percent, I am less likely to interact with others and share my ideas. I spend much of my time on my mind thinking about new ideas and how to plan strategically. As a result, I usually have little interest in the thoughts and feelings of other people.
Therefore, other people will perceive me as a reserved person who is often isolated and less likely to share ideas. However, I am open to welcoming ideas from other people that I perceive as critical and logical since my primary focus as an INTJ person is to uncover innovations. As an introvert, I prefer working by myself ad strongly prefer solo work to group work. People find it hard to know me because I see little value in social events such as partying and small talk and thus making it difficult for people to get to know me. As a result, I have reserved interaction with a small circle of friends and family members.
A person with INTJ personality traits tends to have difficulty establishing intimate solid relationships. I find it hard to show affection to other people. I do not feel the need to express appreciation to other people. People in a romantic relationship with an INTJ person may feel as they are not loved due to the type rarely showing respect. They are less likely to give positive support and praise as other partners desire, which I know significantly demonstrates in my personality (Daniel, 2017). I do not find it necessary to keep praising my partner, and I rarely use words of affirmation to other people, which makes them think that I am not romantic. In terms of career, I have great interest and passion in pursuing what I live to become more skilled and knowledgeable in my field of study. I have high expectations, and I see it as my responsibility to become the better version of myself.
Based on the personality test, my score for intuition was 19 percent. As an intuitive person, I slightly prefer intuition over sensing. I tend to rely on imagination on the potential outcomes rather than sense. I am more focused on tangible facts and more specific results. I tend to discuss and assess different views and options of what the world would look like in the future. I am interested in the future rather than the current moment. For example, I would like to think of where I will be in five years and how that will influence my personal and professional growth. In addition, I tend to exercise my imagination to seek new ideas and possibilities.
I have a slight preference for thinking over feeling. According to Keirsey’s four temperaments, my INTJ personality falls under the rational category as a mastermind. Masterminds are planners, self-confident, systematic, utilitarian, willful, and ingenious (Keirsey, n.d). Under planning, they understand the logical outcomes of each move, and their decisions do not influence by the current situation but the consequences of the action. They quickly understand how a particular decision affects the next step. They foresee what will be the outcome of the present action. In addition, masterminds are self-confident and thus quickly make decisions because they believe in their intuitions and knowledge. When it comes to making decisions, I rarely waste time because I am self-confident that I am making the right decision. I have unparalleled certainty of my ability to overcome barriers and achieve excellent outcomes.
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