Can someone please help me with this, three-paragraph Annotated Bibliography using this article designated to highlight change management. Here is the Article reading below question

Format: Each Annotated Bibliography will consist of four parts:

Citation: Identify source using APA format

Summary: One paragraph summarizing the source. What are the main arguments? What is the point of this article? What topics are covered? If someone asked what this article is about, what would you say?

Synthesis: One paragraph applying critical thinking skills to integrate this article with other course materials such as the textbooks, mini-lectures or other articles (Use proper APA citations where appropriate)

Reflection: How does this source fits into your current or future work. How does it help you shape your leadership role? Has it changed how you think about your role as leading change and transformation?

Change Through Persuasion

by

David A. Garvin

and

Michael Roberto

From the Magazine (February 2005)

Summary.

Faced with the need for a massive change, most managers respond predictably. They revamp the organizations strategy, shift around staff, and root out inefficiencies. They then wait patiently for performance to improveonly to be bitterly disappointed because theyve failed to adequately prepare employees for the change. In this article, the authors contend that to make change stick, leaders must conduct an effective persuasion campaignone that begins weeks or months before the turnaround plan is set in concrete.

Like a political campaign, a persuasion campaign is largely one of differentiation from the past. Turnaround leaders must convince people that the organization is truly on its deathbedor, at the very least, that radical changes are required if the organization is to survive and thrive. (This is a particularly difficult challenge when years of persistent problems have been accompanied by few changes in the status quo.) And they must demonstrate through word and deed that they are the right leaders with the right plan.

Accomplishing all this calls for a four-part communications strategy. Prior to announcing a turnaround plan, leaders need to set the stage for employees acceptance of it. At the time of delivery, they must present a framework through which employees can interpret information and messages about the plan. As time passes, they must manage the mood so that employees emotional states support implementation and follow-through. And at critical intervals, they must provide reinforcement to ensure that the desired changes take hold and that theres no backsliding.