Consider a past or current professional experience where a culture change was needed. Using the Organizational Change Chart that is in the link below, outline information about the experience and or

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****** model *** ** **** ** ********* change in such ** organization (Auguste ********* one: Creating *********** ***** ******** ******** *** ** ******** threats ***** *** ********* *** *********** *** of *** **** ******** ** ************* change where ******** *********** have ******* ********** ** their ********** *** marketing ********** *** organization highly depends ** man-power *** mainly advertises its products **** ******* *** mainstream ********* ** the ******* ***** *** ** ******* ** ******** *** *** of ********** ******* training the workers ** *** ** ******* ************ ******* ******* ***** ** artificial ************ resources ******* ******** ******** changing *** ******* ********* by *** marketing department in order to ******** ********* ** ******* social ***** ********* **** ** Facebook ******* *** Twitter *** ******* ********* team is ******** **** ** comes ** ***** ********** ***** ***** ** be ************ *** problem have **** ********** *** ******** ********* ************* ****** ** **** ** ***** to inform *** ************ *** ******* ** *** ********** ****** **** ** aimed ******* ********* the ********* funds ***** **** support the intended ******** ****** ** ******* ** *** need *** ***** which **** ** **** ** ******* *** ********* ** *** practicesStep two: ******* * ******** ************** identifying *** needed change *** **** step ** to ***** out on *** ******* who **** ** used ** ********* *** ****** *** first group ** ******* which **** be ******** in *** ********* team *** ********** ******* **** **** ******* ********** their *********** ** ***** ** ***** ** the ****** Uniting such a **** **** enable *** ******* ** ******* ********** ***** ***** ** set during *** ******** change processStep ****** creating * visionThis **** ** used ** determine **** *** ******* **** ** ******* ** ****** through ******** * ********* ****** ***** is *********** oriented At this stage ******* ****** ** achieving *** change **** ** ********** ***** will ****** *** everyone **** ***** ********** in *** *********** *** ****** should **** make *** ****** clear to *** ************ and ********* ** **** ** let ******** to understand what *** ******* from ******** four: ************* *** visionThis ***** ******** ************* *** change ** ******* ****** ** *** institution ** ******** ***** ***** *** ** the **** **** ******** ************ concerns ** ** ****** ****** ** **** ******** **** ** required **** ****** *** be ******** ** the ******** ********* ***** ******* on *** ** make *** change a success ****** **** ** captured as **** *** the **** responsible *** ************ *** ********** ***** Removing obstaclesThis ******** ******** *** structures in *** ************ ** ***** ** ********* *** ********* **** **** be when *********** ****** ** **** **** ********** *** ********* *** missing ** ***** to ******** them ** **** of *** ********* **** ** people who ******* change ********* actions ****** be taken ** ***** to remove *** barrier ** ***** ** ********* people ** ****** ****** ******* should ** **** ** that ** ******* ********** **** **** should be used to ********* ****** to ***** *** ****** *** ** ********** ****** **** ******** ********* towards the ********** **** ****** ********** winsTo let the ****** ********* **** ********** ** **** *** project short-term **** ****** ** ******* **** ** *** wins ******** ******* ********** phases ***** *** ********** ** *** ****** **** **** ********* **** ** **** ****** ***** ** **** *** ******* ***** **** ********** Long-term goals might **** * *** ** time ****** ****** ******* ***** might discourage **** An ******* of ***** term goals in creating ********* ********* *** *** *********** ******** through ******* ********* **** as FacebookStep seven: Building ** *** ********** aims ** ensuring that the ******* ** ******** ************ ********** ******* stories from *** ******* *** ** captured which **** includes capturing ******** individual experiences ***** should ** ****** ** *** *** case ** the ************ employees can ***** ***** ******* ***** ***** **** ******* **** ** achieve ************* ****** ***** ****** difficulties can also ***** their ******** ** ***** ** *** the ***** support ********* ********* ****** ****** *** ******* ** ********* *********** step ******* **** *** ****** *** succeeded ******* ********* ******** improvements ***** ****** ** **** **** is * ********* process ***** continuous assessments are made ** ***** ** make *********** ***** ******** The management **** rewards ***** who achieve *** ******** goals ** * ********* ****************** *** ************ ** ****** *********** ** **** **** on making ********* changes *** ********** ***** will ** ********* ** ******** *** ****** change *** management ****** initiate *** ****** At the same **** *** workers should be ******* to adopt *** ****** ** ** a ******* ***** ******** ******* ************ ***** also ******** ***** willing to ****** ******** ********* ** *** end *** ****** ************ will ******* ** *** ************ **** ******* its ******************************************* * (2013) ******** ********** 8-step process for leading ****** ** *** digital ************** ** ** ********** surgical ******** ***** ** ******* CanadaJ Health Med ************ *** http://safecarebcca/wp-content/uploads/2017/10/OrthopedicSurgicalPracticeKotterpdfRichesin A * ****** ********* *** ************** ** * ********** Organizational ****** ********** Using Kotter’s (1995) * Step Change ***** ****************************