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Respond to these discussion post: Grow leaders who thoroughly
understand the wor
Respond to these discussion post:Grow leaders who thoroughly understand the work, live
the philosophy and teach it to others” What does this principle mean to you? How does it
apply to your organization.Putting the customer first – who is the customer? Describe and
give example of both internal and external customers?Toyota believes in seeing issues for
themselves? Explain why this is not what we experience in US companies? Or do
we?Reflecting on our performance is important. With every experience and issue our
ability to grow as a person and leader sets the “right” example in a lean environment.
Review how Toyota utilizes Principle 14.We know what we do, why do we need a map?
How does a value-stream map begin? What are the goals of developing the map? Once a
process is mapped and improved, should the new process be mapped? Why?What type of
leadership style is needed to implement lean? Change is good! But why is it so
challenging? What changes do you see at your organization that will aid in the success!

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Running head: 8-STEP MODEL 1 8-STEP MODEL 7 Managing Organizational Change Student’s name: Professor’s name: Course title: Date: Managing Organizational Change The innovation in the business world has lead to quick change in numerous Organizations. So as to stay underway, business associations are confronted with an unavoidable requirement for change. , the business must embrace innovation and procedures so as to manage contenders. Changes figure out which organizations flourish, and that blurs. To impact the move, the organization faces obstruction since you don't have a clue how to go about it, who to include, and how might this benefit representatives (Burnes, B., and Randall, J. 2015). There exist many theories that try to explain management change, but the outstanding one is Kotter's 8-step change model. According to Kotter, successful change in an organization such as Sear Roebuck cooperation involves systematic steps. These steps are establishing a sense of urgency, create a coalition, Develop vision and strategy, communicate the vision, empower broad-based action, Generating short-term wins, consolidating gains and producing more change and anchoring new approaches into the society. These steps and their application in management change are discussed below. Creating a sense of urgency Intelligence urgency refers to communicating with employees on the importance of acting promptly and without delay. It describes a positive state of mind that managers should evoke to those they lead. It is not a tool of pointing how competitors are better off or showing people poor sales statistics, but, opens a convincing honest dialogue about the internal affairs of the business (Centrella, S. 2019). As a leader of a company such as Sears Roebuck Company, one can do the following to create a sense of urgency: see probable uncertainties and extend proposal of what can take place in future, and also requests outside help from customer and business people to reinforce his case Creating a coalition At this phase of change of an organization, the administration joins a gathering of individuals who have characteristics to lead and can encourage collaboration. A solid group from over the association is a significant instrument for pioneers who are supporting for new change in the organization. Concluding who to remember for the group is additionally significant. A significant instrument in an alliance is decent variety: the group made must contains people who have immense experience, aptitudes, and systems in the business world. Character characteristics likewise assume a basic job in the business condition and influence our day by day exercises and association with others in the association. Childishness and interruptions is a portion of the individual qualities that prevent cooperation, accordingly easing back the procedure of progress. Persuading bunch staff that change is significant takes capable initiative characteristics and noticeabl ...

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Vision and mission statements are the marketing tools that help an organization grow by aiming at where they are heading, and answering what the organization's culture and values are. They are the most helpful in small-scale organizations but also benefit large and medium scaled organizations. Vision statements and mission statements are always placed together but are different from one another. They both are created for different purposes. We have previously seen how a vision statement helps in looking forwards to where an organization wants to reach whereas; a mission statement clarifies what an organization wants to do now.

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Note: All scenarios in this assignment are fictional. Real Business It can be difficult for a business to improve how it operates from inside the organization. Sometimes, an outside perspective is needed. The large discount retail store you work for wants to improve its in-store restaurant management team. Your Role Companies like Target and Walmart often work with outside consultants—people who are not employees of the company but who are hired on a contract basis to help with a specific project. As a Leadership Consultant, you’ve been hired by a large discount retail company to help the company improve its leadership structure and approach to management. WHAT IS A LEADERSHIP CONSULTANT A leadership consultant is a person called in to a company, be it a large corporation or a small business, to evaluate how it operates and make recommendations for improvement. Leadership consultants are typically hired when a business is struggling and needs to make changes in order to remain profitable. Such consultants are often highly educated in the field of business and have experience in managerial roles. INSTRUCTIONS Step1 Organizationl Structure Take a look at the Organization Chart provided by the company. Based on your knowledge of hierarchies, would you say that this team has tall structure or flat structure? Please explain your answer. Step 2: Human Resources The company would like to improve the culture of its team and the quality of its work. Its leadership has provided you with a Process Chart detailing how it currently applies Human Resources best practices. What step of the Human Resources Cycle is missing? Please explain why it is important to include this part of the process. Note: You should complete Step 3 after reading the material in Week 9. STEP 3: Leadership Style You have been asked to help improve the leadership style of the team leader in order to meet the team’s performance goals. The team leader has given you a description of what is most comfortable in terms of leading others. Identify this leader’s style of leadership, and list two benefits and two drawbacks to that style as it relates to the performance of the team.  LEARNING TO LEAD As we learned in this week’s Strayer Talk, the vision and mission of a business are essential to every employee’s understanding of what the whole business is trying to achieve. Making sure everyone is on the same page is essential to the success of the business. Mission and Vision One of the most important things to understand in business is why you are doing what you’re doing. If you have a purpose you believe in, it’s easier to get up in the morning and get right to work. Mission and vision statements get right to the heart of purpose. The mission explains what the business does every day. It’s a short, clear, powerful statement of a business’s short-term goals. It should tell people what the business does, who it does it for, and ...

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DISCUSSION 1 Assignment Details This assignment has 4 parts: Organizations today understand the need to change is ever present. If a company does not change, it will become stagnant and lose competitive advantage within the respective industry. What do you believe the different viewpoints of change are within an organization? Who are the change agents within an organization? What are the pros and cons of change management? How do you believe change will affect different levels of employees within the organization? DISCUSSION 2 Assignment Details This DB has three parts. What do you believe are the top five characteristics of a good leader? What are the top five for a good manager? Discuss the similarities and differences between a manager and a leader. In what ways would transactional and laissez-faire leadership styles be ineffective in encouraging organizational commitment? How might leadership style need to change with an organization's environment? ...

DISCUSSION 1Assignment DetailsThis assignment has 4

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6 Managing Change in the Workplace In any given scenario the norm is that changes are scary. The workplace is not an exception, in fact they can be even scarier and met with a lot of resistance. But the truth of the matter is they are a necessity in today market place in order to business relevant. Soon skills like knowing how and when to do changes will be a requirement in many positions. Right now the employees that are experiences big changes in their companies should see this as an opportunity to learn and adapt to this new normal state of constantly evolving. Those who take advantage of this now are the ones that will still be around in the future of the organizations. In this paper we will discuss the organizational changes Toyota of Puerto Rico is suffering right now and how the employees are adapting to these. Toyota’s Overview Toyota’s vision is “Be the most successful and admired organization in Puerto Rico”. To reach our vision we must sustain continuous innovation in are process and vehicles. Our primary goal is to fulfill customer needs and expectations and maintain a lifetime relation with them. Toyota incorporate and sustain in their culture and associates the Corporate Philosophy “Toyota Way”. This philosophy consist in two primary principles; respect for people and continuous improvement. All Toyota team members, at every level, are expected to apply these values in their daily work and relations with others (Liker & Convis, 2011). According to the Toyota Way 2011 Philosophy, as part of the continuous improvement principle they encourage us to follow these steps: · Challenge: To maintain a long-term vision and meet all challenges with the courage and creativity needed to realize that vision. · Kaizen: Continuous improvement. As no process can ever be declared perfect, there is always room for improvement. · Genchi Genbutsu: Going to the source to find the facts to make correct decisions, build consensus and achieve goals. · As part of the respect for people principle they encourage us to follow this step; · Respect: Toyota respects others, makes every effort to understand others, accepts responsibility and does its best to build mutual trust. · Teamwork: Toyota stimulates personal and professional growth, shares opportunities for development and maximizes individual and team performance. Understand the vision and the principles of the culture of our organization helps us to align our work with the organizational goals and success. It is very important to achieving success that the organization makes it feels the employee as an integral part of the process. Each employee adds value to the company and is what sets us apart and helps us to become a leading organization. We are managing the changing process of integration to our parent company. This is a very important change because all of our actual processes are manual. That implies that with the new systems every processes will change and evolve. The integration project .

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The way people connect in their personal and professional lives has changed fundamentally in the last few years – the world has effectively formed a giant network. People now expect to be able to get things done at work in the same way. Office 365 is an invitation for your organization to work in that way. It allows you to become more connected, collaborative and structured in how work gets done. But it can only do that if you take the people in your organization on that journey with you. The Office 365 Customer Success team have contributed our experiences of working with customers on their journeys to working differently to this guide. We hope it inspires you with what is possible and that you like it, use it and share it with the people in your organization. We’d welcome feedback on it, through the Office 365 Network. Change the way you work, because the way you work impacts the work you do

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Writing a vision statement for your business is a daunting task. For one thing, it must define your company and, more importantly, its future. For another, you don't want it to be relegated to a forgotten poster hanging in the office lobby. A powerful vision statement stays with you, such as Disney's "to make people happy" or Instagram's "capture and share the world's moments." If you are intentional in your efforts and committed to doing the hard work, you can create a vision statement that encapsulates your organization's core ideals and provides a roadmap to where it wants to go. What is a vision statement? Similar to a mission statement, a vision statement provides a concrete way for stakeholders, especially employees, to understand the meaning and purpose of your business. However, unlike a mission statement – which describes the who, what and why of your business – a vision statement describes the desired long-term results of your company's efforts. For example, an early Microsoft vision statement was "a computer on every desk and in every home." "A company vision statement reveals, at the highest levels, what an organization most hopes to be and achieve in the long term," said Katie Trauth Taylor, CEO of writing consultancy Untold Content. "It serves a somewhat lofty purpose – to harness all the company's foresight into one impactful statement." Why does this matter? Research shows that employees who find their company's vision meaningful have engagement levels of 68%, which is 18 points above average. More 2 engaged employees are often more productive, and they are more effective corporate ambassadors in the larger community. Given the impact that a vision statement can have on a company's long-term success and even its bottom line, it is worth taking the time to craft a statement that synthesizes your ambition and mobilizes your staff.

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The purpose of this research paper is to identify why Human Resources (HR) is a change agent in any organization to drive organizational excellence. HR practitioners, as change agents, are responsible for easing the impact of changes in their organization and to empower employees against the consequences of these inevitable changes. Sometimes, the change helps to produce a significant increase in performance excellence and the company can boost sales and production without major additional cost. Several vital competencies that are reviewed in this paper include how HR practitioners are path creators amongst the path breakers of organizational culture, by being change drivers and business focused. HR practitioners who are unable to function as change agents will inevitably create a barrier against their becoming a well-integrated strategic partner. Therefore, the role of change agent also mediates the relationship between certain HR competencies and organizational performance. This involves monitoring employee engagement and keeping levels high, developing strategies to retain top performers, and continuing to provide value-added services to employees.

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