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  • [Solved] CONTRACTS AND PROCUREMENT

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    – ## 598W1.docx – Project_Charter_PPMSelectionProject.docx – Procurement_Management_Plan_Tool_with_Instructions.docx **## 598W1.docx** **Introduction** This Course Project offers students exposure to the procurement cycle through a series of project deliverables. In this scenario, input (Proj…

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    Assignment Prompt & Instructions

    – ## 598W1.docx

    – Project_Charter_PPMSelectionProject.docx
    – Procurement_Management_Plan_Tool_with_Instructions.docx

    **## 598W1.docx**

    **Introduction**

    This Course Project offers students exposure to the procurement cycle through a series of project deliverables. In this scenario, input (Project Charter PPM Selection and Magic Quadrant for Strategic Portfolio Management) is presented to you, along with tools and examples, and the student is expected to produce specific outputs. This Course Project will make the course content come alive through the application of the principles from the textbook(s), course materials, and discussions. Each week, you will have Course Project assignments that will be related to the Course Outcomes aligned to that particular week. These assignments will build to the final presentation of your completed project.

    **Guidelines**

    This is an individual project. The topic of the project is preselected for you. The topic of the project is to select a PPM solution for the University of Prosperity. For the project, it is assumed that the student is the project manager leading the project and is an employee of the University of Prosperity. The Project Charter PPM Selection and the Magic Quadrant for Strategic Portfolio Management are provided as inputs. Additionally, tools and examples are provided to you. Finally, you are expected to produce weekly outputs as noted in the Course Project Deliverables section. Also, you will find a general background for what a PPM solution is.

    **What is a PPM solution?**

    PPM stands for project and portfolio management solution, and it is an integrated offering to address project management processes, often in real-time and edited by software and technology. A PPM solution empowers executive decision making by providing reliable accounts of the information required to align and prioritize an organization’s projects. Also, by allowing portfolio managers to manage and forecast resource allocations across the organization’s complete collection of approved projects (current and future), it also serves project teams by ensuring that project demand is realistic and achievable based on the organization’s actual capacity for project work. Figure 1 presents the PPM solution ecosystem that includes organizational strategy, project managers, project workers, project product users, project requesters, and project decision makers.

    ![](https://www.sweetstudy.com/questions/contracts-and-procurement-20927759)

    **Project W1:**

    This week, you will produce your Procurement Management Plan for your project. Your plan will provide directions to manage procurement throughout the life of your project. The plan recognizes and describes the products and/or services to be acquired, the types of contracts to be used to support the project, and the contract approval process. Finally, it provides guidelines on how to disposition and defines decision criteria. Please use the Procurement Management Plan Tool provided to help you produce your project deliverable due this week.

    The Procurement Management Plan must contain the following sections.

    · Project Approach

    · Roles and Responsibilities

    · Procurement Management Processes

    · Procurement Scope

    · Procurement Risk and Risk Management

    · Procurement Document Preparation

    · Procurement Assumptions

    Procurement Management Plan Tool

    Use the
    [Procurement Management Plan Tool](https://devryu.instructure.com/courses/125427/files/18761787?wrap=1) to produce this project deliverable.

    ## image1.png

    **Project_Charter_PPMSelectionProject.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/project-charter-ppmselectionproject-docx-10347843)

    **Procurement_Management_Plan_Tool_with_Instructions.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/procurement-management-plan-tool-with-instructions-docx)

    **Procurement_Management_Plan_Tool_with_Instructions.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/procurement-management-plan-tool-with-instructions-docx)

    **## 598W1.docx**

    **Introduction**

    This Course Project offers students exposure to the procurement cycle through a series of project deliverables. In this scenario, input (Project Charter PPM Selection and Magic Quadrant for Strategic Portfolio Management) is presented to you, along with tools and examples, and the student is expected to produce specific outputs. This Course Project will make the course content come alive through the application of the principles from the textbook(s), course materials, and discussions. Each week, you will have Course Project assignments that will be related to the Course Outcomes aligned to that particular week. These assignments will build to the final presentation of your completed project.

    **Guidelines**

    This is an individual project. The topic of the project is preselected for you. The topic of the project is to select a PPM solution for the University of Prosperity. For the project, it is assumed that the student is the project manager leading the project and is an employee of the University of Prosperity. The Project Charter PPM Selection and the Magic Quadrant for Strategic Portfolio Management are provided as inputs. Additionally, tools and examples are provided to you. Finally, you are expected to produce weekly outputs as noted in the Course Project Deliverables section. Also, you will find a general background for what a PPM solution is.

    **What is a PPM solution?**

    PPM stands for project and portfolio management solution, and it is an integrated offering to address project management processes, often in real-time and edited by software and technology. A PPM solution empowers executive decision making by providing reliable accounts of the information required to align and prioritize an organization’s projects. Also, by allowing portfolio managers to manage and forecast resource allocations across the organization’s complete collection of approved projects (current and future), it also serves project teams by ensuring that project demand is realistic and achievable based on the organization’s actual capacity for project work. Figure 1 presents the PPM solution ecosystem that includes organizational strategy, project managers, project workers, project product users, project requesters, and project decision makers.

    ![](https://www.sweetstudy.com/questions/contracts-and-procurement-20927759)

    **Project W1:**

    This week, you will produce your Procurement Management Plan for your project. Your plan will provide directions to manage procurement throughout the life of your project. The plan recognizes and describes the products and/or services to be acquired, the types of contracts to be used to support the project, and the contract approval process. Finally, it provides guidelines on how to disposition and defines decision criteria. Please use the Procurement Management Plan Tool provided to help you produce your project deliverable due this week.

    The Procurement Management Plan must contain the following sections.

    · Project Approach

    · Roles and Responsibilities

    · Procurement Management Processes

    · Procurement Scope

    · Procurement Risk and Risk Management

    · Procurement Document Preparation

    · Procurement Assumptions

    Procurement Management Plan Tool

    Use the
    [Procurement Management Plan Tool](https://devryu.instructure.com/courses/125427/files/18761787?wrap=1) to produce this project deliverable.

    ## image1.png

    **Project_Charter_PPMSelectionProject.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/project-charter-ppmselectionproject-docx-10347843)

    **Procurement_Management_Plan_Tool_with_Instructions.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/procurement-management-plan-tool-with-instructions-docx)

    **## 598W1.docx**

    **Introduction**

    This Course Project offers students exposure to the procurement cycle through a series of project deliverables. In this scenario, input (Project Charter PPM Selection and Magic Quadrant for Strategic Portfolio Management) is presented to you, along with tools and examples, and the student is expected to produce specific outputs. This Course Project will make the course content come alive through the application of the principles from the textbook(s), course materials, and discussions. Each week, you will have Course Project assignments that will be related to the Course Outcomes aligned to that particular week. These assignments will build to the final presentation of your completed project.

    **Guidelines**

    This is an individual project. The topic of the project is preselected for you. The topic of the project is to select a PPM solution for the University of Prosperity. For the project, it is assumed that the student is the project manager leading the project and is an employee of the University of Prosperity. The Project Charter PPM Selection and the Magic Quadrant for Strategic Portfolio Management are provided as inputs. Additionally, tools and examples are provided to you. Finally, you are expected to produce weekly outputs as noted in the Course Project Deliverables section. Also, you will find a general background for what a PPM solution is.

    **What is a PPM solution?**

    PPM stands for project and portfolio management solution, and it is an integrated offering to address project management processes, often in real-time and edited by software and technology. A PPM solution empowers executive decision making by providing reliable accounts of the information required to align and prioritize an organization’s projects. Also, by allowing portfolio managers to manage and forecast resource allocations across the organization’s complete collection of approved projects (current and future), it also serves project teams by ensuring that project demand is realistic and achievable based on the organization’s actual capacity for project work. Figure 1 presents the PPM solution ecosystem that includes organizational strategy, project managers, project workers, project product users, project requesters, and project decision makers.

    ![](https://www.sweetstudy.com/questions/contracts-and-procurement-20927759)

    **Project W1:**

    This week, you will produce your Procurement Management Plan for your project. Your plan will provide directions to manage procurement throughout the life of your project. The plan recognizes and describes the products and/or services to be acquired, the types of contracts to be used to support the project, and the contract approval process. Finally, it provides guidelines on how to disposition and defines decision criteria. Please use the Procurement Management Plan Tool provided to help you produce your project deliverable due this week.

    The Procurement Management Plan must contain the following sections.

    · Project Approach

    · Roles and Responsibilities

    · Procurement Management Processes

    · Procurement Scope

    · Procurement Risk and Risk Management

    · Procurement Document Preparation

    · Procurement Assumptions

    Procurement Management Plan Tool

    Use the
    [Procurement Management Plan Tool](https://devryu.instructure.com/courses/125427/files/18761787?wrap=1) to produce this project deliverable.

    ## image1.png

    **Project_Charter_PPMSelectionProject.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/project-charter-ppmselectionproject-docx-10347843)

    **Procurement_Management_Plan_Tool_with_Instructions.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/procurement-management-plan-tool-with-instructions-docx)

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  • [Solved] question assigment

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    Executive Solution Overview

    – ## 650Module4AssessmentCreateanInquir.docx **## 650Module4AssessmentCreateanInquir.docx** **650 Module 4 Assessment: Create an Inquiry-Based Online Learning Activity** Instructions Assignment For this assignment, you will create an inquiry-based online learning activity that aligns with the unit y…

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    Assignment Prompt & Instructions

    – ## 650Module4AssessmentCreateanInquir.docx

    **## 650Module4AssessmentCreateanInquir.docx**

    **650 Module 4 Assessment: Create an Inquiry-Based Online Learning Activity**

    Instructions

    Assignment

    For this assignment, you will create an inquiry-based online learning activity that aligns with the unit you are designing. You may choose to use Google Slides, Prezi, HyperDocs (guidesLinks to an external site.) or Wakelet (guidesLinks to an external site.) to create the activity. Your activity must include multiple learning modalities (video, readings, simulations, podcasts, infographics, etc.) and students must complete at least three steps to complete the activity.

    Please view these HyperDocs (
    [sample 1Links to an external site.](https://docs.google.com/document/d/1bP_yKgNBhxWpVjQdo1OwQcguv8ZgdfrMJDjWa0g-Zc8/edit),
    [sample 2Links to an external site.](https://docs.google.com/document/d/1GdD71nEoRoOoJh6v48A38zVZ_J4SzeDWVJNt7vl8vjQ/edit),
    [template 1Links to an external site.](https://docs.google.com/document/d/1l5hNakSEYB8R1uqgX2Gms6xhCjKiaFA7l3xWzMtIFOo/edit),
    [template 2Links to an external site.](https://docs.google.com/document/d/1DAJjoUNisqGQGMfjGMfegZ4eletCFkuVCAlkZyW9aDc/edit)) and these  Wakelets (
    [template 1Links to an external site.](https://wakelet.com/wake/LXV9-TTApPaqyBX5hMfqo),
    [template 2Links to an external site.](https://wakelet.com/wake/jamiYV6fbZrTx4P7RVWJm)) to familiarize yourself with the expectations for this assignment. For more inspiration, revisit the additional readings from this module.

    Guidelines

    1. Choose the platform you'd like to use: Google Slides, Prezi, HyperDocs, Wakelet, or any other presentation platform.

    2. Determine the learning objective(s) you'd like your students to master in completing the inquiry-based online activity you're creating. Ensure that the objective and content aligns with the greater unit you're creating.

    3. Create a HyperDoc or Wakelet from scratch, or use one of the templates listed above.

    4. Create learning activities that align with your learning objectives. Ensure there are at least three parts to your activity (i.e. read ___, watch ___, respond to this exit ticket) and ensure that multiple modalities are used.

    5. Link your activity to your Google Classroom.

    6. Share the URL of the activity to this assignment as the discussion post.

    **## 650Module4AssessmentCreateanInquir.docx**

    **650 Module 4 Assessment: Create an Inquiry-Based Online Learning Activity**

    Instructions

    Assignment

    For this assignment, you will create an inquiry-based online learning activity that aligns with the unit you are designing. You may choose to use Google Slides, Prezi, HyperDocs (guidesLinks to an external site.) or Wakelet (guidesLinks to an external site.) to create the activity. Your activity must include multiple learning modalities (video, readings, simulations, podcasts, infographics, etc.) and students must complete at least three steps to complete the activity.

    Please view these HyperDocs (
    [sample 1Links to an external site.](https://docs.google.com/document/d/1bP_yKgNBhxWpVjQdo1OwQcguv8ZgdfrMJDjWa0g-Zc8/edit),
    [sample 2Links to an external site.](https://docs.google.com/document/d/1GdD71nEoRoOoJh6v48A38zVZ_J4SzeDWVJNt7vl8vjQ/edit),
    [template 1Links to an external site.](https://docs.google.com/document/d/1l5hNakSEYB8R1uqgX2Gms6xhCjKiaFA7l3xWzMtIFOo/edit),
    [template 2Links to an external site.](https://docs.google.com/document/d/1DAJjoUNisqGQGMfjGMfegZ4eletCFkuVCAlkZyW9aDc/edit)) and these  Wakelets (
    [template 1Links to an external site.](https://wakelet.com/wake/LXV9-TTApPaqyBX5hMfqo),
    [template 2Links to an external site.](https://wakelet.com/wake/jamiYV6fbZrTx4P7RVWJm)) to familiarize yourself with the expectations for this assignment. For more inspiration, revisit the additional readings from this module.

    Guidelines

    1. Choose the platform you'd like to use: Google Slides, Prezi, HyperDocs, Wakelet, or any other presentation platform.

    2. Determine the learning objective(s) you'd like your students to master in completing the inquiry-based online activity you're creating. Ensure that the objective and content aligns with the greater unit you're creating.

    3. Create a HyperDoc or Wakelet from scratch, or use one of the templates listed above.

    4. Create learning activities that align with your learning objectives. Ensure there are at least three parts to your activity (i.e. read ___, watch ___, respond to this exit ticket) and ensure that multiple modalities are used.

    5. Link your activity to your Google Classroom.

    6. Share the URL of the activity to this assignment as the discussion post.

  • [Solved] question assigment

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    Executive Solution Overview

    – ## 5220SecondDB.docx **## 5220SecondDB.docx** 1. Classmate 2. Hi everyone! My name is Shannon Dowling. I am currently a certified teacher in elementary education and students with disabilities for grades 1-6. I am looking to expand my certification to early childhood education, which is the reas…

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    Assignment Prompt & Instructions

    – ## 5220SecondDB.docx

    **## 5220SecondDB.docx**

    1. Classmate

    2. Hi everyone! My name is Shannon Dowling. I am currently a certified teacher in elementary education and students with disabilities for grades 1-6. I am looking to expand my certification to early childhood education, which is the reason I am taking this course.

    One of my favorite stories is
    Each Kindness by Jacqueline Woodson. This book tells the story of Chloe and her friends, who mistreat a new classmate, Maya, based on the difference in her appearance and worn clothing. Maya attempts to befriend these girls many times throughout the story, where she is rather ignored and made fun of. By the end of the book, Maya’s family moves away and Chloe is regretful that she was unkind to Maya, and now will never have the chance to be kind to her. I like this story, and use it frequently in my classroom because it explores the impact of what it means to be unkind to someone, and how our words and actions can affect someone.

    My goals for this course are to expand my knowledge in early childhood education pedagogy by understanding the implementation of developmentally appropriate practices, as well as how to implement technology into the classroom. In addition, I am hoping to finish this course with a greater understanding of how complex socio-economic and global issues affect early childhood families.

    References:

    Woodson, Jacqueline. (2012). Each Kindness. New York: Nancy Paulsen Books.

    3. Calssmate

    4. My name is Justine Miranda, and I’ve just completed my second year of teaching Pre-K. I hold a degree in Childhood Education and have 11 years of experience teaching upper grades before transitioning into the Early Childhood classroom.

    5. My favorite childhood story is
    _Where the Wild Things Are_ by Maurice Sendak. As a child, I loved the illustrations and vividly remember how my teacher read it aloud with expression and different voices. Now as an adult, I understand that it is much more than just silly monsters and a boy in a silly costume. This book addresses a child’s emotions and shows how imagination and pretend play can be important coping skills for dealing with big feelings. It also reminds us that it’s okay to make mistakes.

    6. My goals for this course are to deepen my understanding of best practices in early childhood education, stay current with up-to-date research on early childhood cognitive development and policies, and create an inclusive classroom environment.  My goal is to  walk away with practical tools and a more profound knowledge of ECE to improve my teaching, enhance my instructional strategies, and implement best practices that will support my students' learning and growth.

    7. While reading Chapter 1, this sentence really resonated with me: Relationships matter -There is a saying in early childhood education that “all education involves relationships.” (Morrison, Woika, & Breffni, 2022, p. 15)

    8. Reference:

    9. Morrison, G. S., Woika, M. J., & Breffni, L. (2022).
    _Early childhood education today_ (15th ed.). Pearson.

    10.

    **## 5220SecondDB.docx**

    1. Classmate

    2. Hi everyone! My name is Shannon Dowling. I am currently a certified teacher in elementary education and students with disabilities for grades 1-6. I am looking to expand my certification to early childhood education, which is the reason I am taking this course.

    One of my favorite stories is
    Each Kindness by Jacqueline Woodson. This book tells the story of Chloe and her friends, who mistreat a new classmate, Maya, based on the difference in her appearance and worn clothing. Maya attempts to befriend these girls many times throughout the story, where she is rather ignored and made fun of. By the end of the book, Maya’s family moves away and Chloe is regretful that she was unkind to Maya, and now will never have the chance to be kind to her. I like this story, and use it frequently in my classroom because it explores the impact of what it means to be unkind to someone, and how our words and actions can affect someone.

    My goals for this course are to expand my knowledge in early childhood education pedagogy by understanding the implementation of developmentally appropriate practices, as well as how to implement technology into the classroom. In addition, I am hoping to finish this course with a greater understanding of how complex socio-economic and global issues affect early childhood families.

    References:

    Woodson, Jacqueline. (2012). Each Kindness. New York: Nancy Paulsen Books.

    3. Calssmate

    4. My name is Justine Miranda, and I’ve just completed my second year of teaching Pre-K. I hold a degree in Childhood Education and have 11 years of experience teaching upper grades before transitioning into the Early Childhood classroom.

    5. My favorite childhood story is
    _Where the Wild Things Are_ by Maurice Sendak. As a child, I loved the illustrations and vividly remember how my teacher read it aloud with expression and different voices. Now as an adult, I understand that it is much more than just silly monsters and a boy in a silly costume. This book addresses a child’s emotions and shows how imagination and pretend play can be important coping skills for dealing with big feelings. It also reminds us that it’s okay to make mistakes.

    6. My goals for this course are to deepen my understanding of best practices in early childhood education, stay current with up-to-date research on early childhood cognitive development and policies, and create an inclusive classroom environment.  My goal is to  walk away with practical tools and a more profound knowledge of ECE to improve my teaching, enhance my instructional strategies, and implement best practices that will support my students' learning and growth.

    7. While reading Chapter 1, this sentence really resonated with me: Relationships matter -There is a saying in early childhood education that “all education involves relationships.” (Morrison, Woika, & Breffni, 2022, p. 15)

    8. Reference:

    9. Morrison, G. S., Woika, M. J., & Breffni, L. (2022).
    _Early childhood education today_ (15th ed.). Pearson.

    10.

  • [Solved] Create a Discussion using APA, 7th ed. format. and scholarly references no older than 5 years.

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    **Please ensure that the Discussion includes more than 500 words with scholarly articles, and the plagiarism level must remain below 20%.** Screening is the administration of measures or tests to distinguish individuals who may have a condition from those who probably do not have it. Discuss the adv…

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    Assignment Prompt & Instructions

    **Please ensure that the Discussion includes more than 500 words with scholarly articles, and the plagiarism level must remain below 20%.**
    Screening is the administration of measures or tests to distinguish individuals who may have a condition from those who probably do not have it. Discuss the advantages and disadvantages of screening.

  • [Solved] question assigment

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – ## 650Module1DiscussionIntroduceYourself.docx **## 650Module1DiscussionIntroduceYourself.docx** 650 : Module 1 Discussion: Introduce Yourself **Module 1 Discussion:** **Directions:** Post your responses to the following: 1. Provide a summary of your education and career (or future career goals.) …

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    Assignment Prompt & Instructions

    – ## 650Module1DiscussionIntroduceYourself.docx

    **## 650Module1DiscussionIntroduceYourself.docx**

    650 : Module 1 Discussion: Introduce Yourself

    **Module 1 Discussion:**

    **Directions:** Post your responses to the following:

    1. Provide a summary of your education and career (or future career goals.)

    2. Copy and paste your Assignment 1 Baseline Survey.

    · What do we already know about instructional technology? (Comment on your classmates’ Baseline Surveys.)

    3. How will using your Google Classroom improve the implementation of technology based assignments in your classroom and foster learner independence?

    4. Describe an instance where you were a learner, observer, or instructor in a K-16 setting where the instructor could have improved instruction using LMS

    Example: Hi everyone! My name is G. and I am excited toas   as I work towards my graduate degree in Early Childhood Education. I am a Pre-K assistant teacher at a multilingual daycare center, where I apply my Russian and Uzbek language skill to establish genuine relationships with multilingual children. This cultural and linguistic bridge helps me to be able to offer a safe haven where learners are able to cross language barriers, communicate, and grow with confidence. The initial year of teaching has been very rewarding with energetic milestones and chiseled learning moments. I am using the classroom to check my daughter home homework e.t.c

    **## 650Module1DiscussionIntroduceYourself.docx**

    650 : Module 1 Discussion: Introduce Yourself

    **Module 1 Discussion:**

    **Directions:** Post your responses to the following:

    1. Provide a summary of your education and career (or future career goals.)

    2. Copy and paste your Assignment 1 Baseline Survey.

    · What do we already know about instructional technology? (Comment on your classmates’ Baseline Surveys.)

    3. How will using your Google Classroom improve the implementation of technology based assignments in your classroom and foster learner independence?

    4. Describe an instance where you were a learner, observer, or instructor in a K-16 setting where the instructor could have improved instruction using LMS

    Example: Hi everyone! My name is G. and I am excited toas   as I work towards my graduate degree in Early Childhood Education. I am a Pre-K assistant teacher at a multilingual daycare center, where I apply my Russian and Uzbek language skill to establish genuine relationships with multilingual children. This cultural and linguistic bridge helps me to be able to offer a safe haven where learners are able to cross language barriers, communicate, and grow with confidence. The initial year of teaching has been very rewarding with energetic milestones and chiseled learning moments. I am using the classroom to check my daughter home homework e.t.c

  • [Solved] Theology

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Students will submit, in a single sentence, the topic they would like to write on the research – I will submit the assignment details in the inbox chat. – God in Three Persons: The Trinity – The Ontological verses the Economic Trinity – Election (God’s choice of people to be saved) – Union with Chri…

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    Assignment Prompt & Instructions

    Students will submit, in a single sentence, the topic they would like to write on the research
    – I will submit the assignment details in the inbox chat.
    – God in Three Persons: The Trinity
    – The Ontological verses the Economic Trinity
    – Election (God’s choice of people to be saved)
    – Union with Christ
    – The gospel call (proclaiming the message of the gospel)
    – Regeneration (being born again)
    – Conversion (faith and repentance)
    – Justification (right legal standing)
    – Adoption (membership in God’s family)
    – Sanctification (right conduct of life)
    – Perseverance (remaining a Christian)
    – Death (going to be with the Lord)
    – Glorification (receiving a resurrection body)
    – Common Grace
    – The Significance of the Fall
    – Scripture as the Word of God
    – The Knowability of God
    – One of the attributes of God (e.g., communicable or incommunicable)
    – The Holiness of God
    – The Love of God
    – The Transcendence of God
    – The Immanence of God
    – The Wisdom of God
    – The Righteousness (or Justice) of God
    – The Wrath of God
    – God’s Freedom
    – God’s Beauty
    – The Glory of God
    – The Unchangeableness of God
    – The Sovereignty of God
    – Does God Change His Mind?
    – The Eternality of God
    – The Omnipresence of God
    – The Omniscience of God
    – The Aseity of God
    – The Deity of Jesus Christ
    – The Deity of the Holy Spirit
    – The Providence of God
    – The Relationship Between Prayer and the Sovereignty of God
    – Satan and Demons—An Introduction to Demonology
    – The Covenants of the Bible and Their Significance
    – The Purity of the Church
    – The Power of the Church
    – Church Government in the NT: Congregational, Presbyterian or Episcopal?
    – The Means of Grace: Preaching and the Sacraments (Water and the Lord’s Supper)
    – The Meaning of Water Baptism (immersion? infant? The effect of baptism? The age of baptism?
    – The Purpose of the Lord’s Supper
    – Eschatological Views: Preterist,
    – Futurist or Historist
    – “Heaven” versus “The New Heaven and Earth”
    – How We Do Our Work: Theological Method
    – Jesus’s View of Scripture
    – Inspiration: A Biblical Idea or Modern Innovation?
    – The Role of the Spirit in Creation
    – Imago Dei: Being the Image of God
    – Image Versus Likeness: Are They the Same?
    – Traducianism, or Creationism: From Whence Our Spirit?
    – Monism, Dichotomy, or Trichotomy: Are We Comprised of Two Elements or Three?
    – “As in Adam, All Die:” The Doctrine of Inherited Sin
    – Fully Man and Fully God: The Dual Nature of Christ
    – Who Proceeds from the Father and the Son: A Look at the Holy Spirit
    – The Deity of the Holy Spirit
    – From Whom All Blessings Flow: God the Father
    – God in Human Flesh: The Incarnation
    – The Deciding Vote: Election/Predestination
    – The Source of All Our Benefits: Union with Christ

  • [Solved] Week 8 Discussion- Managing People and Promoting Collab

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    **A Reflection on Developing Individuals and Teams** In this Discussion, you will reflect on your personal experiences and what you have learned so far in this course about working with members of a team. Every member of a team brings valuable experience, knowledge, and skills with them. They also b…

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    Assignment Prompt & Instructions

    **A Reflection on Developing Individuals and Teams**
    In this Discussion, you will reflect on your personal experiences and what you have learned so far in this course about working with members of a team. Every member of a team brings valuable experience, knowledge, and skills with them. They also bring personal behaviors, beliefs, and challenges. Being able to mitigate conflicts and navigate individual characteristics requires a knowledgeable and skillful manager that monitors team function and employs necessary management strategies in a timely and effective manner.
    **To prepare for this Discussion:**
    · Consider what you have learned in this course and through your own professional experience related to developing individuals and teams.
    \
    Week5LearningResources-ManagingPeopleandPromotingCollab.docx](https://www.sweetstudy.com/files/week5learningresources-managingpeopleandpromotingcollab-docx-10347927 "Week5LearningResources-ManagingPeopleandPromotingCollab.docx")
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  • [Solved] Business Finance – Management Writing Assignment 2

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    Use the film as a case example to explore broader themes in global supply chain and logistics. **:** Watch the film _Captain Phillips_

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    Use the film as a case example to explore broader themes in global supply chain and logistics. **:**
    Watch the film _Captain Phillips_

  • [Solved] human resource

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    I NEED YOUR HELP – ## HRTheChangeCatalyst.pdf – PeacelynnWeek1ResponseLeadingChange.jpeg – LashondaWeek1ResponseLeadingChange.jpeg – Week1DiscussionLeadingChange.jpeg – JWI556Week1LectureNotes.pdf **## HRTheChangeCatalyst.pdf** 60 � June 2018 www.humancapitalonline.com ◆ CHANGE STRATEGY2 constantly …

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    I NEED YOUR HELP

    – ## HRTheChangeCatalyst.pdf

    – PeacelynnWeek1ResponseLeadingChange.jpeg
    – LashondaWeek1ResponseLeadingChange.jpeg
    – Week1DiscussionLeadingChange.jpeg
    – JWI556Week1LectureNotes.pdf

    **## HRTheChangeCatalyst.pdf**

    60 � June 2018 www.humancapitalonline.com ◆

    CHANGE STRATEGY2

    constantly change. The growing global
    competition, and, the rate of technological
    advancement foresees a continuing need for
    change. Change helps improve and increase
    productivity, which ultimately bolsters sales
    and the overall business of an enterprise.
    Hence, an organisation requires change
    agents to work as enablers in its effort
    towards successful change. It is here that
    the HR professional plays a critical role in
    ushering in change within the culture of an

    BY INDRANI SAHA

    HR: The Change
    Catalyst
    From an employee's perspective, HR facilitates by improving employees'
    understanding of change, by increasing communication between the management
    and employees, and enhances employee satisfaction.

    organisation, thus making it more adaptable
    and agile.

    HR plays a key role in change
    management, and, acts as a facilitator by
    influencing multiple factors. From an
    employee's perspective, it facilitates by
    improving employees' understanding of
    change, by increasing communication
    between the management and employees,
    and, enhances employee satisfaction. It also
    identifies and mitigates risks and boosts
    trust between management and employees.
    It helps employees improve their skills and
    proficiency through change-related training
    initiatives. It caters to match the potential
    employee to the desired culture in the
    organisation, and, aligns employees with the
    culture to foster the most effective culture
    of ownership and accountability, therefore,
    moving away from being a support function
    to that of being a business partner that
    enables business results.

    A necessity to involve HR
    HR should be involved in major
    organisational changes from the beginning
    as change management involves the
    transformation and modification of whole
    organisations, or sometimes in parts, as it is
    highly people intensive. It is an effort on the
    part of the leadership to maintain or…

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    usinesses can only maintain their
    position in the marketplace, or gain
    competitive advantage provided theyB

    “
    Culture does not change because we desire to change it, Culture changes when the organisation

    is transformed – the culture reflects the realities of people working together every day.
    ”

    _

    Frances Hesselbein

    …………………………………………………………………………………………………………………………………………………………………………………………………………………..

    www.humancapitalonline.com◆ June 2018 � 61

    CHANGE STRATEGY 2

    improve upon the effectiveness in
    productivity, revenue, market
    competitiveness and internal alignment. So,
    change management is an approach to
    transition individuals, teams and
    organisations to a desired future state. It is
    therefore pivotal to involve the Human
    Resources team right from the beginning.
    This ensures that course correction and
    intended change is made possible in the
    least resistive manner and with maximum
    results.

    Cultural Transformation is a hard road in
    an established organisation as compared to a
    new organisation. Every organisation has an
    established culture where people must
    unlearn the old values, assumptions and
    behaviour before they can learn the new
    one. In an organisation, we have employees
    who have been in the system for a specific
    period, hence, there is already a culture
    which is established, and, in order to change
    that agents of change normally have to
    follow the proven model of change. The
    change agents can institute change by
    following Kurt Lewin's three step change
    model.
    � Unfreezing
    � Moving
    � Freezing

    Unfreezing
    To avoid resistance to change, the first stage
    involves preparing the organisation to accede
    that change is essential, which involves
    breaking down the prevailing status quo,

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    Define
    � Step 1- Evaluate your current culture

    and performance
    � Step 2 – Clarify your initial vision
    � Step 3 – Clarify values and expected

    behaviours

    Align
    � Step 4 – Clarify strategic priorities
    � Step 5 – Engage your team in defining

    smart goals
    � Step 6 – Clarify and track key measures

    Manage
    � Step 7 – Maintain a management system

    for priorities and goals
    � Step 8 – Manage communication habits

    and routines
    � Step 9 – Build motivation throughout the

    process

    Indrani Saha is Director-HR, Diebold Nixdorf India Pvt. Ltd. She carries
    an experience of twenty five years and has previously various industry
    domains such as Automobiles, Transmission, IT, Airlines etc. Indrani has
    a Master's Degree in Industrial Psychology from the University of
    Mumbai and has a certification in Executive Management Development
    Programme, CEIBS (Shanghai,China).

    before you can put together a new way of
    operating. The preferred environment should
    be created for change to occur so that new
    ideas and visions can be formed in minds of
    the people. The unfreezing process passes
    through three phases. Firstly, there must be
    indicators that current conditions are not
    ideal. Secondly, this vital information must
    be communicated to the organisational
    members, and finally, a solution has to be
    found to reduce anxiety among the
    members.

    Transition/ Moving
    This is the stage where people have resolved
    their uncertainty, and, are looking forward to
    newer ways of doing things, and extending
    support to the new direction. Also,
    communication is vital to the success of
    change, and, people need to be given time
    to understand the change and feel highly
    connected to the organisation throughout
    the transition period.

    Refreezing
    At the point when the progressions are
    coming to fruition and individuals have
    grasped better approaches for working, the
    association is prepared to refreeze.
    Management experts use a structured
    approach using a 9-step model: A Define-
    Align- Manage framework for building a
    strong cultural foundation.

    This is definitely not a quick fix. It is a
    long intervention starting with understanding
    the prevailing culture and the desired culture

    62 � June 2018 www.humancapitalonline.com ◆

    to achieve the results. It involves getting the
    leadership buy-in as this is leadership-led.
    The process also requires understanding
    what is working well, and, deciding to
    continue with what needs to immediately
    stop and start. These are specific actions
    required to achieve the desired results. HR
    is responsible to be able to use tools,
    techniques and tricks for nurturing minds,
    behaviours and beliefs to suit the
    organisation's value system. In general, the
    most fruitful success strategy is, to begin
    with, leadership tools; including a vision or
    story of the future, cement the change in
    place with management tools such as role
    definitions, job descriptions, and
    organisational structure, measurement and
    control systems. Tools and techniques
    involve focused feedback, Managers as

    and innovation, both structurally and
    culturally, have been found to be critical to
    the success of culture change initiatives.
    Make changes where appropriate to support
    the new culture.
    3. Ensure staff and stakeholder
    participation: Change cannot succeed
    without the meaningful involvement of many
    people throughout the organisation.
    Participation can range from individually
    offering ideas, solutions, and, reactions to
    concepts, to taking part in team meetings to
    design and build the new culture and
    organisational structure.
    4. Communicate and demonstrate the
    change continuously: To frequently
    communicate and demonstrate the change-
    repeatedly, and, in both upward and
    downward direction – is necessary during
    the change process.
    5. Manage the emotional response – yours
    and your employees: Leadership
    effectiveness in times of change has been
    found to be critically related to the use of
    emotional intelligence. Employee emotions
    have a strong influence on how they
    approach to change, and, leaders need to be
    as analytical and strategize as much about
    their emotional messages as their cognitive
    ones.
    4. Examples of well-defined cultures and
    aligned workforces: We have seen how
    essential it is for organisations to go through
    change, E.g. Toyota, GE, Coca-Cola, etc.

    Witnessing success among these
    organisations in defining their culture and
    workforce, we at Diebold Nixdorf also felt
    that there is a real need to focus on several
    foundational imperatives that would improve
    how we do our work, and, how we serve our
    customers. The global market is changing and
    is all about VUCA. So, we had to respond
    appropriately to change along with it. Change
    begins with people and so focus on our
    people, and, constantly working on our
    organisational structure, process and design,
    is proving to be the reasons that have made
    us the global leaders in our domain. The
    thing that stands out with our approach is
    that it changes the relationships focused on
    the new culture, engagement and values. It is
    a transition to a place where we can
    successfully measure and achieve our results
    and be competitive in the market. Our ability
    to drive significant change rests on the
    positive attributes of our people. It is
    energized by our employee's passion for their
    work and also their willingness to change to
    build our company and our brand. We work
    together as one company with purpose,
    agility, transparency and mutual respect.

    coach, open and candid dialogues with
    employees, employee engagement at all
    stages of the culture change. Organisations
    use project plan tools as well.

    Driving cultural change requires active
    and intentional leadership. Whether you are
    changing the culture of a team, a division,
    or an entire enterprise, few steps to be kept
    in mind:

    1. Quantitatively measure your current
    cultural values: The first step to culture
    change is knowing where your current
    culture stands; that is, what employees
    believe your organisation's current values
    are.
    2. Intentionally align culture, strategy, and
    structure: Be sure that the culture change
    fits with the firm's or group's business
    strategy, and, that both fit with the
    organisation's structure (its formal systems
    and policies). Reconsider formal reporting
    relationships, job descriptions, selection and
    recruiting practices, performance appraisal,
    reward or compensation structures, and
    training and development. Supporting change

    CHANGE STRATEGY2
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    Three stage model

    Copyright of Human Capital is the property of HR Information Services and its content may
    not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's
    express written permission. However, users may print, download, or email articles for
    individual use.

    **PeacelynnWeek1ResponseLeadingChange.jpeg**

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    **## HRTheChangeCatalyst.pdf**

    60 � June 2018 www.humancapitalonline.com ◆

    CHANGE STRATEGY2

    constantly change. The growing global
    competition, and, the rate of technological
    advancement foresees a continuing need for
    change. Change helps improve and increase
    productivity, which ultimately bolsters sales
    and the overall business of an enterprise.
    Hence, an organisation requires change
    agents to work as enablers in its effort
    towards successful change. It is here that
    the HR professional plays a critical role in
    ushering in change within the culture of an

    BY INDRANI SAHA

    HR: The Change
    Catalyst
    From an employee's perspective, HR facilitates by improving employees'
    understanding of change, by increasing communication between the management
    and employees, and enhances employee satisfaction.

    organisation, thus making it more adaptable
    and agile.

    HR plays a key role in change
    management, and, acts as a facilitator by
    influencing multiple factors. From an
    employee's perspective, it facilitates by
    improving employees' understanding of
    change, by increasing communication
    between the management and employees,
    and, enhances employee satisfaction. It also
    identifies and mitigates risks and boosts
    trust between management and employees.
    It helps employees improve their skills and
    proficiency through change-related training
    initiatives. It caters to match the potential
    employee to the desired culture in the
    organisation, and, aligns employees with the
    culture to foster the most effective culture
    of ownership and accountability, therefore,
    moving away from being a support function
    to that of being a business partner that
    enables business results.

    A necessity to involve HR
    HR should be involved in major
    organisational changes from the beginning
    as change management involves the
    transformation and modification of whole
    organisations, or sometimes in parts, as it is
    highly people intensive. It is an effort on the
    part of the leadership to maintain or…

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    …

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    usinesses can only maintain their
    position in the marketplace, or gain
    competitive advantage provided theyB

    “
    Culture does not change because we desire to change it, Culture changes when the organisation

    is transformed – the culture reflects the realities of people working together every day.
    ”

    _

    Frances Hesselbein

    …………………………………………………………………………………………………………………………………………………………………………………………………………………..

    www.humancapitalonline.com◆ June 2018 � 61

    CHANGE STRATEGY 2

    improve upon the effectiveness in
    productivity, revenue, market
    competitiveness and internal alignment. So,
    change management is an approach to
    transition individuals, teams and
    organisations to a desired future state. It is
    therefore pivotal to involve the Human
    Resources team right from the beginning.
    This ensures that course correction and
    intended change is made possible in the
    least resistive manner and with maximum
    results.

    Cultural Transformation is a hard road in
    an established organisation as compared to a
    new organisation. Every organisation has an
    established culture where people must
    unlearn the old values, assumptions and
    behaviour before they can learn the new
    one. In an organisation, we have employees
    who have been in the system for a specific
    period, hence, there is already a culture
    which is established, and, in order to change
    that agents of change normally have to
    follow the proven model of change. The
    change agents can institute change by
    following Kurt Lewin's three step change
    model.
    � Unfreezing
    � Moving
    � Freezing

    Unfreezing
    To avoid resistance to change, the first stage
    involves preparing the organisation to accede
    that change is essential, which involves
    breaking down the prevailing status quo,

    …
    …

    …
    …

    …
    …

    …
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    Define
    � Step 1- Evaluate your current culture

    and performance
    � Step 2 – Clarify your initial vision
    � Step 3 – Clarify values and expected

    behaviours

    Align
    � Step 4 – Clarify strategic priorities
    � Step 5 – Engage your team in defining

    smart goals
    � Step 6 – Clarify and track key measures

    Manage
    � Step 7 – Maintain a management system

    for priorities and goals
    � Step 8 – Manage communication habits

    and routines
    � Step 9 – Build motivation throughout the

    process

    Indrani Saha is Director-HR, Diebold Nixdorf India Pvt. Ltd. She carries
    an experience of twenty five years and has previously various industry
    domains such as Automobiles, Transmission, IT, Airlines etc. Indrani has
    a Master's Degree in Industrial Psychology from the University of
    Mumbai and has a certification in Executive Management Development
    Programme, CEIBS (Shanghai,China).

    before you can put together a new way of
    operating. The preferred environment should
    be created for change to occur so that new
    ideas and visions can be formed in minds of
    the people. The unfreezing process passes
    through three phases. Firstly, there must be
    indicators that current conditions are not
    ideal. Secondly, this vital information must
    be communicated to the organisational
    members, and finally, a solution has to be
    found to reduce anxiety among the
    members.

    Transition/ Moving
    This is the stage where people have resolved
    their uncertainty, and, are looking forward to
    newer ways of doing things, and extending
    support to the new direction. Also,
    communication is vital to the success of
    change, and, people need to be given time
    to understand the change and feel highly
    connected to the organisation throughout
    the transition period.

    Refreezing
    At the point when the progressions are
    coming to fruition and individuals have
    grasped better approaches for working, the
    association is prepared to refreeze.
    Management experts use a structured
    approach using a 9-step model: A Define-
    Align- Manage framework for building a
    strong cultural foundation.

    This is definitely not a quick fix. It is a
    long intervention starting with understanding
    the prevailing culture and the desired culture

    62 � June 2018 www.humancapitalonline.com ◆

    to achieve the results. It involves getting the
    leadership buy-in as this is leadership-led.
    The process also requires understanding
    what is working well, and, deciding to
    continue with what needs to immediately
    stop and start. These are specific actions
    required to achieve the desired results. HR
    is responsible to be able to use tools,
    techniques and tricks for nurturing minds,
    behaviours and beliefs to suit the
    organisation's value system. In general, the
    most fruitful success strategy is, to begin
    with, leadership tools; including a vision or
    story of the future, cement the change in
    place with management tools such as role
    definitions, job descriptions, and
    organisational structure, measurement and
    control systems. Tools and techniques
    involve focused feedback, Managers as

    and innovation, both structurally and
    culturally, have been found to be critical to
    the success of culture change initiatives.
    Make changes where appropriate to support
    the new culture.
    3. Ensure staff and stakeholder
    participation: Change cannot succeed
    without the meaningful involvement of many
    people throughout the organisation.
    Participation can range from individually
    offering ideas, solutions, and, reactions to
    concepts, to taking part in team meetings to
    design and build the new culture and
    organisational structure.
    4. Communicate and demonstrate the
    change continuously: To frequently
    communicate and demonstrate the change-
    repeatedly, and, in both upward and
    downward direction – is necessary during
    the change process.
    5. Manage the emotional response – yours
    and your employees: Leadership
    effectiveness in times of change has been
    found to be critically related to the use of
    emotional intelligence. Employee emotions
    have a strong influence on how they
    approach to change, and, leaders need to be
    as analytical and strategize as much about
    their emotional messages as their cognitive
    ones.
    4. Examples of well-defined cultures and
    aligned workforces: We have seen how
    essential it is for organisations to go through
    change, E.g. Toyota, GE, Coca-Cola, etc.

    Witnessing success among these
    organisations in defining their culture and
    workforce, we at Diebold Nixdorf also felt
    that there is a real need to focus on several
    foundational imperatives that would improve
    how we do our work, and, how we serve our
    customers. The global market is changing and
    is all about VUCA. So, we had to respond
    appropriately to change along with it. Change
    begins with people and so focus on our
    people, and, constantly working on our
    organisational structure, process and design,
    is proving to be the reasons that have made
    us the global leaders in our domain. The
    thing that stands out with our approach is
    that it changes the relationships focused on
    the new culture, engagement and values. It is
    a transition to a place where we can
    successfully measure and achieve our results
    and be competitive in the market. Our ability
    to drive significant change rests on the
    positive attributes of our people. It is
    energized by our employee's passion for their
    work and also their willingness to change to
    build our company and our brand. We work
    together as one company with purpose,
    agility, transparency and mutual respect.

    coach, open and candid dialogues with
    employees, employee engagement at all
    stages of the culture change. Organisations
    use project plan tools as well.

    Driving cultural change requires active
    and intentional leadership. Whether you are
    changing the culture of a team, a division,
    or an entire enterprise, few steps to be kept
    in mind:

    1. Quantitatively measure your current
    cultural values: The first step to culture
    change is knowing where your current
    culture stands; that is, what employees
    believe your organisation's current values
    are.
    2. Intentionally align culture, strategy, and
    structure: Be sure that the culture change
    fits with the firm's or group's business
    strategy, and, that both fit with the
    organisation's structure (its formal systems
    and policies). Reconsider formal reporting
    relationships, job descriptions, selection and
    recruiting practices, performance appraisal,
    reward or compensation structures, and
    training and development. Supporting change

    CHANGE STRATEGY2
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    Three stage model

    Copyright of Human Capital is the property of HR Information Services and its content may
    not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's
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    **## HRTheChangeCatalyst.pdf**

    60 � June 2018 www.humancapitalonline.com ◆

    CHANGE STRATEGY2

    constantly change. The growing global
    competition, and, the rate of technological
    advancement foresees a continuing need for
    change. Change helps improve and increase
    productivity, which ultimately bolsters sales
    and the overall business of an enterprise.
    Hence, an organisation requires change
    agents to work as enablers in its effort
    towards successful change. It is here that
    the HR professional plays a critical role in
    ushering in change within the culture of an

    BY INDRANI SAHA

    HR: The Change
    Catalyst
    From an employee's perspective, HR facilitates by improving employees'
    understanding of change, by increasing communication between the management
    and employees, and enhances employee satisfaction.

    organisation, thus making it more adaptable
    and agile.

    HR plays a key role in change
    management, and, acts as a facilitator by
    influencing multiple factors. From an
    employee's perspective, it facilitates by
    improving employees' understanding of
    change, by increasing communication
    between the management and employees,
    and, enhances employee satisfaction. It also
    identifies and mitigates risks and boosts
    trust between management and employees.
    It helps employees improve their skills and
    proficiency through change-related training
    initiatives. It caters to match the potential
    employee to the desired culture in the
    organisation, and, aligns employees with the
    culture to foster the most effective culture
    of ownership and accountability, therefore,
    moving away from being a support function
    to that of being a business partner that
    enables business results.

    A necessity to involve HR
    HR should be involved in major
    organisational changes from the beginning
    as change management involves the
    transformation and modification of whole
    organisations, or sometimes in parts, as it is
    highly people intensive. It is an effort on the
    part of the leadership to maintain or…

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    usinesses can only maintain their
    position in the marketplace, or gain
    competitive advantage provided theyB

    “
    Culture does not change because we desire to change it, Culture changes when the organisation

    is transformed – the culture reflects the realities of people working together every day.
    ”

    _

    Frances Hesselbein

    …………………………………………………………………………………………………………………………………………………………………………………………………………………..

    www.humancapitalonline.com◆ June 2018 � 61

    CHANGE STRATEGY 2

    improve upon the effectiveness in
    productivity, revenue, market
    competitiveness and internal alignment. So,
    change management is an approach to
    transition individuals, teams and
    organisations to a desired future state. It is
    therefore pivotal to involve the Human
    Resources team right from the beginning.
    This ensures that course correction and
    intended change is made possible in the
    least resistive manner and with maximum
    results.

    Cultural Transformation is a hard road in
    an established organisation as compared to a
    new organisation. Every organisation has an
    established culture where people must
    unlearn the old values, assumptions and
    behaviour before they can learn the new
    one. In an organisation, we have employees
    who have been in the system for a specific
    period, hence, there is already a culture
    which is established, and, in order to change
    that agents of change normally have to
    follow the proven model of change. The
    change agents can institute change by
    following Kurt Lewin's three step change
    model.
    � Unfreezing
    � Moving
    � Freezing

    Unfreezing
    To avoid resistance to change, the first stage
    involves preparing the organisation to accede
    that change is essential, which involves
    breaking down the prevailing status quo,

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    Define
    � Step 1- Evaluate your current culture

    and performance
    � Step 2 – Clarify your initial vision
    � Step 3 – Clarify values and expected

    behaviours

    Align
    � Step 4 – Clarify strategic priorities
    � Step 5 – Engage your team in defining

    smart goals
    � Step 6 – Clarify and track key measures

    Manage
    � Step 7 – Maintain a management system

    for priorities and goals
    � Step 8 – Manage communication habits

    and routines
    � Step 9 – Build motivation throughout the

    process

    Indrani Saha is Director-HR, Diebold Nixdorf India Pvt. Ltd. She carries
    an experience of twenty five years and has previously various industry
    domains such as Automobiles, Transmission, IT, Airlines etc. Indrani has
    a Master's Degree in Industrial Psychology from the University of
    Mumbai and has a certification in Executive Management Development
    Programme, CEIBS (Shanghai,China).

    before you can put together a new way of
    operating. The preferred environment should
    be created for change to occur so that new
    ideas and visions can be formed in minds of
    the people. The unfreezing process passes
    through three phases. Firstly, there must be
    indicators that current conditions are not
    ideal. Secondly, this vital information must
    be communicated to the organisational
    members, and finally, a solution has to be
    found to reduce anxiety among the
    members.

    Transition/ Moving
    This is the stage where people have resolved
    their uncertainty, and, are looking forward to
    newer ways of doing things, and extending
    support to the new direction. Also,
    communication is vital to the success of
    change, and, people need to be given time
    to understand the change and feel highly
    connected to the organisation throughout
    the transition period.

    Refreezing
    At the point when the progressions are
    coming to fruition and individuals have
    grasped better approaches for working, the
    association is prepared to refreeze.
    Management experts use a structured
    approach using a 9-step model: A Define-
    Align- Manage framework for building a
    strong cultural foundation.

    This is definitely not a quick fix. It is a
    long intervention starting with understanding
    the prevailing culture and the desired culture

    62 � June 2018 www.humancapitalonline.com ◆

    to achieve the results. It involves getting the
    leadership buy-in as this is leadership-led.
    The process also requires understanding
    what is working well, and, deciding to
    continue with what needs to immediately
    stop and start. These are specific actions
    required to achieve the desired results. HR
    is responsible to be able to use tools,
    techniques and tricks for nurturing minds,
    behaviours and beliefs to suit the
    organisation's value system. In general, the
    most fruitful success strategy is, to begin
    with, leadership tools; including a vision or
    story of the future, cement the change in
    place with management tools such as role
    definitions, job descriptions, and
    organisational structure, measurement and
    control systems. Tools and techniques
    involve focused feedback, Managers as

    and innovation, both structurally and
    culturally, have been found to be critical to
    the success of culture change initiatives.
    Make changes where appropriate to support
    the new culture.
    3. Ensure staff and stakeholder
    participation: Change cannot succeed
    without the meaningful involvement of many
    people throughout the organisation.
    Participation can range from individually
    offering ideas, solutions, and, reactions to
    concepts, to taking part in team meetings to
    design and build the new culture and
    organisational structure.
    4. Communicate and demonstrate the
    change continuously: To frequently
    communicate and demonstrate the change-
    repeatedly, and, in both upward and
    downward direction – is necessary during
    the change process.
    5. Manage the emotional response – yours
    and your employees: Leadership
    effectiveness in times of change has been
    found to be critically related to the use of
    emotional intelligence. Employee emotions
    have a strong influence on how they
    approach to change, and, leaders need to be
    as analytical and strategize as much about
    their emotional messages as their cognitive
    ones.
    4. Examples of well-defined cultures and
    aligned workforces: We have seen how
    essential it is for organisations to go through
    change, E.g. Toyota, GE, Coca-Cola, etc.

    Witnessing success among these
    organisations in defining their culture and
    workforce, we at Diebold Nixdorf also felt
    that there is a real need to focus on several
    foundational imperatives that would improve
    how we do our work, and, how we serve our
    customers. The global market is changing and
    is all about VUCA. So, we had to respond
    appropriately to change along with it. Change
    begins with people and so focus on our
    people, and, constantly working on our
    organisational structure, process and design,
    is proving to be the reasons that have made
    us the global leaders in our domain. The
    thing that stands out with our approach is
    that it changes the relationships focused on
    the new culture, engagement and values. It is
    a transition to a place where we can
    successfully measure and achieve our results
    and be competitive in the market. Our ability
    to drive significant change rests on the
    positive attributes of our people. It is
    energized by our employee's passion for their
    work and also their willingness to change to
    build our company and our brand. We work
    together as one company with purpose,
    agility, transparency and mutual respect.

    coach, open and candid dialogues with
    employees, employee engagement at all
    stages of the culture change. Organisations
    use project plan tools as well.

    Driving cultural change requires active
    and intentional leadership. Whether you are
    changing the culture of a team, a division,
    or an entire enterprise, few steps to be kept
    in mind:

    1. Quantitatively measure your current
    cultural values: The first step to culture
    change is knowing where your current
    culture stands; that is, what employees
    believe your organisation's current values
    are.
    2. Intentionally align culture, strategy, and
    structure: Be sure that the culture change
    fits with the firm's or group's business
    strategy, and, that both fit with the
    organisation's structure (its formal systems
    and policies). Reconsider formal reporting
    relationships, job descriptions, selection and
    recruiting practices, performance appraisal,
    reward or compensation structures, and
    training and development. Supporting change

    CHANGE STRATEGY2
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    Three stage model

    Copyright of Human Capital is the property of HR Information Services and its content may
    not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's
    express written permission. However, users may print, download, or email articles for
    individual use.

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