Change Management Paper

Part 2: The Change Analysis - Images of Change (Due Week 2)

The “Images” section focuses on the six different images of managing change and how each “approach” to change effects all that follows in its implementation and continued support. Download the “Week 2 Project Images Grid” from doc-sharing. Pick three of the “images of change” explained in the Week 2 lecture from the grid, and analyze how those particular “images” would affect the ensuing diagnosis and implementation in your two selected companies on their change plans.

Here’s what to do:

1. Working with the information that you provided in your topic proposal, and any feedback you have received from your Professor, flesh out the facts and information from your original proposal.

2. Review the changes in each company and describe them thoroughly in a word document. Explain how the change impacted the companies, and who it impacted. Compare some of the similarities and differences between the change in the two companies.

3. Look at your grid and pick three images of change from your grid. Fill out the empty blocks on the grid for those three images using outlines, bullet points, and rough ideas for both company’s change.

4. Now, in a Word document, analyze, compare and contrast the three images and explain how the behaviors of those images would be different or the same during your companies’ changes, and how those differences could (or did) impact the success (or failure) of the change, comparing and contrasting the results at both companies.

5. Explain which image (or combination of images) you feel would have best facilitated the described change and why.

6. Based on the information you actually read about the results of this change, state which image you think the leader of the change actually resembled the most. You may speculate here on which image you feel best represents the “change agent” at either or both of the companies. This will depend on how much information you found about the internal workings of the company during the change.

This paper should focus on evidence that demonstrates how the management of the organization integrated one or more of the six images of managing change (Chapters 2 and 3) how effective the change was and what management could have done differently to increase the probability of successfully implementing the strategic change initiative. Again, this is a compare and contrast paper – so include information about both companies in your report.

Grading rubric for paper #2 – Change Images

This paper could be as short as 3 pages or as long as 7. Use APA formatting (double spaced, decent font.) Include your references on the final page. You should have at least 4 additional/new outside references, excluding the textbook. References should be scholarly.

Week 1 Proposal

Lockheed Martin has changed some of its policies in leadership. They have implemented new imperatives to help better select those leaders. To that end, leaders are now measured in the context of four other leadership "imperatives", which include how well they energize their teams, their success in developing business relationships (both within and outside the company), how effectively they focus on the future, and their efforts to model personal excellence, integrity, and accountability (L, 2010). Lockheed Martin has made sure that these imperatives are met by providing training and classes in leadership. This program significantly has helped to not only provide promising people with the skills needed to succeed and be successful, but to make sure that they can weed out those that do not have the skills that it takes to be a leader and work as a team. There are a wide range of Leadership Development Programs (LDPs) available to college job applicants to help in developing the toolkit of experience, skills and leadership needed to prepare and compete for future Lockheed Martin leadership positions (Lockheed).

Northrop Grumman has also undergone some leadership changes just not in the same ways as Lockheed. At the end of 2015 they announced that they were undergoing some major organization and leadership changes. These changes include streamlining four sectors to three and appointing a new chief operating officer. Two new sectors were created by merging elements of the company's current Electronic Systems, Information Systems and Technical Services sectors (Northrop Grumman). Now Northrop takes its business and leadership positions very serious. As part of its responsibility report they include leadership, business, governance, innovation, environmental, and people and culture. Northrop Grumman's leadership is founded on talented employees effectively applying advanced technology, innovative manufacturing and sound business management (Northrop, 2016).

Works Cited

L, B. (2010, February 17). Lockheed Martin: Changing the culture of leadership. . Retrieved from https://www.bloomberg.com/news/articles/2010-02- 16/lockheed-martin-changing-the-culture-of-leadershipbusinessweek- business-news-stock-market-and-financial-advice

Lockheed Martin Corporation. Lockheed Martin - leadership development program. Retrieved March 6, 2017, from http://www.lockheedmartinjobs.com/leadership-development- program.aspx

Northrop Grumman. Northrop Grumman corporation: News and events - news release. Retrieved March 6, 2017, from http://investor.northropgrumman.com/phoenix.zhtml?c=112386&p=irol- newsArticle&ID=2097231

Northrop Grumman. (2016). Our values. Retrieved March 6, 2017, from http://www.northropgrumman.com/CorporateResponsibility/Ethics/Pages /OurValues.aspx