lOMoARcPSD|44532475
C721 Change Management
https://www.stuvia.com/user/filwe1099salmin
Performance Assessment
https://www.stuvia.com/user/filwe1099salmin
WGU attempt 2 Task Highest Score Distinction.
Change Management Performance Assessment
Jodie Gibson
Student ID 012159200
https://www.stuvia.com/user/filwe1099salmin
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by madiba South Africa stuvia ()
, lOMoARcPSD|44532475
C721 Change Management
https://www.stuvia.com/user/filwe1099salmin
Performance Assessment
https://www.stuvia.com/user/filwe1099salmin
WGU attempt 2 Task Highest Score Distinction.
Discuss the need for change for the company in the scenario using either the systems
contingency model or the organizational life cycle model.
The organizational life cycle model suggests that organizations have stages of development.
Progression through these stages results in the organization's growth. The textbook describes five
growth phases: creativity, direction, delegation, coordination and collaboration. Each stage is
based on the crisis that occurs and consequently resolved prior to growth occurring for the
organization. The organization's ultimate survival depends upon its ability to manage and resolve
these crises. Based on this model, the scenario depicted shows the manufacturing company in
stage two, the organizational life cycle crisis. The company is structured by a hierarchical system
and has reached a crisis point of autonomy. To revitalize this company, the leaders must
diagnose, assess, direct, delegate, coordinate, and collaborate. Leadership can spark team
innovation through these growth stages to create effective organizational change.
Describe the differences between a learning organization and a traditional organization.
According to the textbook, learning organizations take a "big picture" approach. A learning
organization is where employees are creative, and their thinking is encouraged and nurtured. A
learning culture is interdependent, meaning employees toggle between student and teacher roles.
They learn but also teach one another in collaborative situations. This type of environment
fosters honesty and trust among the staff. Additionally, learning organizations aspire to
constantly change and improve, resulting in a more initiative-taking, highly valued culture.
Traditional organizations are more structured. Roles, processes, and culture are rigid in this type
of organization. This type of organization has a hierarchical system with the CEO or founder at
https://www.stuvia.com/user/filwe1099salmin
https://www.stuvia.com/user/filwe1099salmin
Downloaded https://www.stuvia.com/user/filwe1099salmin
by madiba South Africa stuvia ()
C721 Change Management
https://www.stuvia.com/user/filwe1099salmin
Performance Assessment
https://www.stuvia.com/user/filwe1099salmin
WGU attempt 2 Task Highest Score Distinction.
Change Management Performance Assessment
Jodie Gibson
Student ID 012159200
https://www.stuvia.com/user/filwe1099salmin
https://www.stuvia.com/user/filwe1099salmin
Downloaded https://www.stuvia.com/user/filwe1099salmin
by madiba South Africa stuvia ()
, lOMoARcPSD|44532475
C721 Change Management
https://www.stuvia.com/user/filwe1099salmin
Performance Assessment
https://www.stuvia.com/user/filwe1099salmin
WGU attempt 2 Task Highest Score Distinction.
Discuss the need for change for the company in the scenario using either the systems
contingency model or the organizational life cycle model.
The organizational life cycle model suggests that organizations have stages of development.
Progression through these stages results in the organization's growth. The textbook describes five
growth phases: creativity, direction, delegation, coordination and collaboration. Each stage is
based on the crisis that occurs and consequently resolved prior to growth occurring for the
organization. The organization's ultimate survival depends upon its ability to manage and resolve
these crises. Based on this model, the scenario depicted shows the manufacturing company in
stage two, the organizational life cycle crisis. The company is structured by a hierarchical system
and has reached a crisis point of autonomy. To revitalize this company, the leaders must
diagnose, assess, direct, delegate, coordinate, and collaborate. Leadership can spark team
innovation through these growth stages to create effective organizational change.
Describe the differences between a learning organization and a traditional organization.
According to the textbook, learning organizations take a "big picture" approach. A learning
organization is where employees are creative, and their thinking is encouraged and nurtured. A
learning culture is interdependent, meaning employees toggle between student and teacher roles.
They learn but also teach one another in collaborative situations. This type of environment
fosters honesty and trust among the staff. Additionally, learning organizations aspire to
constantly change and improve, resulting in a more initiative-taking, highly valued culture.
Traditional organizations are more structured. Roles, processes, and culture are rigid in this type
of organization. This type of organization has a hierarchical system with the CEO or founder at
https://www.stuvia.com/user/filwe1099salmin
https://www.stuvia.com/user/filwe1099salmin
Downloaded https://www.stuvia.com/user/filwe1099salmin
by madiba South Africa stuvia ()
