Use what you have learned in this course to develop an 8-10 page change process proposal (excluding cover and reference pages) for your organization. Assume that you will submit this proposal to the organization for implementation.

For this proposal, identify a problem area of your current organization (or one in which you have previously worked) that you believe warrants a change initiative. In your opinion, what restraining forces are blocking implementation of a change program? From an internal OD practitioner perspective, what recommendations can you make to overcome these barriers?

You should apply ideas, concepts, theories, and practices set out in the course materials as appropriate to the specific organization that you have selected.

MUST INCLUDED IN-TEXT CITING and REFERENCING. Ensure proper format for citations, quotations, and references, and use at least eight scholarly resources that are dated within the last five years. You are strongly encouraged to use the required and reserved readings in this course, as well as peer-reviewed journal articles found through the UMUC library.

Your paper should include the following:

• 2 pages: Introduction
  • What is the organization and how did you select it? What is your relationship with the organization? Using a systems perspective, include key organizational facts, and information on the organization's culture that would be helpful in this context. Identify the organizational issue in need of change.
• 3 pages: Need for Change
  • Describe the change that needs to take place and discuss internal and external forces that represent obstacles to the change, supporting your opinion with appropriate citations. Describe the various kinds of data you would need to gather to confirm your diagnosis. Consider the level of analysis (organization, group, or individual job) that should be applied to this situation.
• 3-4 pages: Proposed Solution
  • Create recommendations for a proposed solution.
  • Identify an effective intervention. What forces could be harnessed to promote the change? Who should be included in the solution's implementation?
• 1-2 pages: Evaluation
  • Identify factors considered for success. Consider additional approaches. Identify the steps to implement the recommended solution.
  • Identify possible resistance to change and assess how leaders and the knowledge of emotional intelligence can make a positive impact.

Be sure to present your findings objectively, using data and other research-based content/sources to support your work.

References:

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Dyer, G., and Dyer, J. (2020). Beyond team building: How to build high performing teams and the culture to support them. Hoboken, NJ: Wiley. eBook.http://ezproxy.umgc.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=2266482&site=ehost-live&scope=site

Garin & Dani. (2023, December 11). OrgDev Podcast: Diversity and Inclusion | Anna Spragg | Organisation Development #6 [Video file]. https://www.youtube.com/watch?v=oZSkxoULCGI

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HRDQ Staff (2023, March 11). What are the different types of team development models? https://hrdqstore.com/blogs/hrdq-blog/types-team-development-models

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Schein, E., & Schein, P. (2016). Organizational Culture and Leadership: Vol. Fifth edition. Wiley. (Chapters 13-17). http://ezproxy.umgc.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=1433117&site=ehost-live&scope=site

TED Talks. (2017, October). Amy Edmondson: How to turn a group of strangers into a team [Video file]. Retrieved from https://www.ted.com/talks/amy_edmondson_how_to_turn_a_group_of_strangers_into_a_team?language=en

TEDx Talks. (2020, March). From the inside out: Diversity, including & belonging, Wendy Knight Agard at TEDxKanata 2020 [Video file].https://www.ted.com/talks/wendy_knight_agard_from_the_inside_out_diversity_inclusion_belonging

Tremblay, M. (2019). How, why, and when high-involvement work systems are related to OCB: A multilevel examination of the mediating role of pos and of the moderating role of organizational structures. Group & Organization Management. Jun2019, Vol. 44 Issue 3, p611-651. 41p. DOI: 10.1177/1059601117736684.

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Vito, R., Sethi, B. (2020, July 24). Managing change: Role of leadership and diversity management. Journal of Organizational Change Management, Vol. 33 No. 7, pp. 1471-1483. https://doi-org.ezproxy.umgc.edu/10.1108/JOCM-04-2019-0116

Westfall, C. (2019, July 4). Why coaching matters: How leaders can become better coaches and build stronger teams. Forbes. https://www.forbes.com/sites/chriswestfall/2019/07/04/coaching-matters-how-leaders-become-better-coaches-build-stronger-teams/

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Kaliannan, M., Darmalinggam, D., Dorasamy, M., Abraham, M. (2023, March). Inclusive talent development as a key talent management approach: A systematic literature review. Human Resource Management Review. https://www.sciencedirect.com/science/article/pii/S1053482222000456

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Pant, N. (2023). Leading change may need to begin with changing yourself. Harvard Business Review Digital Articles, 1-7. http://ezproxy.umgc.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=172431875&site=ehost-live&scope=site

Vreede, C. (2023, November 17). Job rotation: An effective strategy for employee growth. Shiftbase. https://www.shiftbase.com/glossary/job-rotation

Ruggs, Enrica N.; Bilotta, Isabel; Membere, Ashley; King, Eden B.; Shelby Rosette, Ashleigh. At the intersection: The influence of race on women's leadership group & organization management. Apr2023, Vol. 48 Issue 2, p507-545. 39p. DOI: 10.1177/10596011231161973. http://ezproxy.umgc.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=hch&AN=163468508&site=ehost-live&scope=site

Cappone, M. (2018, September 18). Assessing the challenges of organizational leadership. Lead Read Today. https://fisher.osu.edu/blogs/leadreadtoday/blog/assessing-the-challenges-of-organizational-leadership/