As a manager, whether you’re a store, facilities, or a general manager in any type of environment, your teams work to meet the strategic direction of the organization. As strategic initiatives are ado

As a manager, whether you’re a store, facilities, or a general manager in any type of environment, your teams work to meet the strategic direction of the organization. As strategic initiatives are adopted, you and your team may need to adapt to new directions. Change can be hard, and your team and your organization rely on your understanding of the organizational culture to support change.

In this assessment, you will use your experience and the organizational change chart you completed in Week 1 to assess the organization’s culture to improve alignment among the culture, mission, vision, values, and strategies using Kotter’s 8-step change management model. You provide your assessment including how proposed decisions for improvements align to the organization’s mission, vision, values, and strategies to the leadership team.

Assessment Deliverable

Create a 7- to 10-slide presentation to the leadership of the organization you chose to explore in Week 1. Refer to your Organizational Change Chart from Week 1 and include the following:

• Describe your assessment of the current culture within the organization at the time of your experience. Refer to the organizational change chart you completed in Week 1 to describe your assessment.
• Develop a Change Management Plan using Kotter’s 8-Step model for the change goal you identified. Refer to the suggested actions for improvement you included in the Organizational Change Chart.
• Determine the desired outcome as a result of the proposed change.
• Analyze the alignment among the organization’s mission, vision, values, strategies, and the proposed Change Management Plan.
• Include speaker notes to provide additional details not already present on each slide.

HERE IS THE CHART FOR WEEK 1

Select an organization that needed a change to its culture as you complete the organizational change information chart.

For each type of information listed in the first column, include details about the organization in the second column.

Indicate your suggested actions for improvement in the third column. Starbucks

Suggested Actions for Improvement

Vision

To treat people like family, so they can be loyal.

Starbucks needs to do more to improve their work relationship with their employees.

Mission

To inspire the human spirit one person, one cup and one neighborhood at a time.

Starbucks needs to add more to their product line.

Purpose

To nurture and inspire humanity.

Starbucks should do more to reach out to communities more.

Values

Creating a warm atmosphere, delivering the best in all they do, finding new ways to grow the company.

Starbucks could do more to expand to international markets.

Diversity and  Equity

Starbucks is working to advance Diversity and equity with wages, and hiring people from different cultures.

Starbucks needs to hire more minority workers and pay better wages.

Inclusion

Starbucks needs to improve relationships with people from all cultures to improve on inclusion within their organization.

Goal

Starbucks wants to bring all communities together.

Starbucks needs to implement new ways to appeal to communities and bring them together.

Strategy

Starbuck is centered around focusing on giving excellent customer service.

Starbucks should come up with a greater plan geared at reaching out to and appealing to their base.

Communication

Starbucks uses target segmentation to deliver messages to their customers.

Starbucks need to reach out to all segments of the market.

Organizational Perceptions

Considering the same organizational culture and change goal, rate your agreement from 1 to 5 in the second column with the statement in the first column. Use the following scale:

1.     Strongly disagree

2.     Somewhat disagree

3.     Neither agree nor disagree

4.     Somewhat agree

5.     Strongly agree

Statement

Rating (1 – 5)

Employees know the organization’s vision.

3

Employees know the organization’s mission.

3

Employees know the organization’s purpose.

3

Employees know the organization’s values.

3

Overall, the organization is diverse and equitable.

3

Diverse groups are included in decision making and processes for change.

3

The change goal was successfully met.

3

The implementation strategies were effective.

3

The organization’s communication about the change was effective.

3

Kotter's 8-Steps to Change

Consider the goal for organizational change that you identified and the existing organizational culture.

For each of Kotter's 8-Steps to Change listed in the first column, rate whether you observed that step during the implementation process in the second column. Use the following scale to rate your observation:

1.     Never observed

2.     Rarely observed

3.     Sometimes observed

4.     Often observed

Identify actions you suggest for improvement in the third column.

Step Name

Rating (1 – 4)

Suggested Actions for Improvement

Step 1: Create Urgency.

3

 Organize a sale force to meet opportunities.

Step 2: Form a Powerful Coalition.

3

Leadership should tap into skills of those that are already Managers.

Step 3: Create a Vision for Change.

3

Vision and Change should be clearly communicated to get employees on board.

Step 4: Communicate the Vision.

3

Managers need to use every opportunity to communicate what outcomes are expected.

Step 5: Remove Obstacles.

3

Barriers need to be removed that will cause change not to happen.

Step 6: Create Short-Term Wins.

3

Goals should be crafted while rewarding workers for short term goals.

Step 7: Build on the Change.

3

Continue to make improvements on change.

Step 8: Anchor the Changes in Corporate Culture.

3

Make connections between behaviors and organizational success so they can eliminate old habits.