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Change Management Simulation: Power And Influence Case Study Solution
STEP 2: Reading The Change Management Simulation 2 Harvard Case Study: To have a complete understanding of the case, one should focus on case reading. It is said that case should be read two times. Initially, fast reading without taking notes and underlines should be done. Take this quiz to find out if you have what it takes to get into Harvard by answering questions on subjects like math, english and history. 1 of 20 Pick your answer! The simulation experience can be conducted asynchronously, outside of the classroom or in a virtual classroom by using tools such as Google Hangouts, Webex, Skype or Zoom. This article provides tips on how to translate the classroom experience into a virtual one and assumes the reader has knowledge about the simulation. Harvard Process Analytics Simulation Answers Average ratng: 5,0/5 6074 reviews Process Analytics Simulation: Solutions Case Solution, This Case is about PERFORMANCE MEASUREMENT PUBLICATION DATE: September 06, 2013 PRODUCT #: 614029-PDF-ENG To optimize their effectiveness, colour cases oug. To begin, we will first discuss the purpose of the change management simulation from Harvard Business School Publishing. The simulation was to help us develop the critical skill of leading change. In the simulation, we assumed the role of a change agent, the Director of Product Innovation, in Spectrum Sunglass Company.
Adoption Phase
The adoption phase of simulation-3 was better than all the other simulations as the adoption phases were continuously at increasing trends as from mobilize stage to sustain the stage. Whereas the adoption phases of simulation-2 and simulation-4 were increasing but with a constant trend, and the simulation-1 demonstrated a constant trend in terms of the adoption phase.
Change Efficiency Ratio
The change efficiency ratio of simulation-3 was better than the change efficiency ratio of other simulations, which demonstrated the overall change efficiency of these simulations. It is rated in terms of medium to low. However, none of the simulations achieved a high efficiency ratio, still the simulation-3 achieved a medium efficiency ratio as compared to the simulation-2 and simulation-4, which achieved lower efficiency ratios.
Course Learning
From the change management simulation: Power and Influence we have learned how to lead and manage the change within the organization as well as the application of appropriate tools to mobilize the commitment to a change initiative. Along with it, we’ve also learnt the understanding of four steps of change management (i.e. change awareness, interest, trial and adoption) and the behavior of the people in response to the change in the environment.(The Impact of Change and Change Management in Achieving Corporate Goals and Objectives: Organizational Perspective)
Application of Learnings
The above learnings can be applied in various scenarios various situations at a particular position in the company. The different application of the above learnings are as follows:
Application-1 Implementation of Change in Organizational Structure
As a CEO of a company, from the learnings of change management simulation: power and influence, it would be easier for me to implement the organizational structure change within the organization. I would be able to apply the four stages of change management (i.e. change awareness, interest, trial and adoption), which eventually plays a vital role in the success of the implementation of changed management.
Application-2 Reducing the employee Resistance
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As a CEO of the company I will be able to reduce the employees’ resistance,which are rising as a consequences of changes in the management from the key takeaways of change management: power and influence. As I would be able to understand the changing behavior, the adoption rate, and the efficiency of change with respect to the employees from different simulation run. Thus, taking measures to reduce the resistance would be manageable for me.
Similarities and Differences among the Simulation of Team Members
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There are number of similarities with respect to the simulations I have observed from my team members. For the first simulation run we almost failed to achieve the desired results as our visions were not clear. Later on, we all improved in our simulation run and performed better than the first simulation run. Considering ourselves as a CEO impacted the overall simulation results of all of us,as we were able to achieve better results by being a CEO as compared to when we considered over selves as Directors of Product Innovation.
I observed various differences in terms of the results obtained as well. As the desired results of all of us were different,because of the approach we used for simulation run. My team members were able to achieve the adoption phase of sustainability in early weeks where as I failed to achieve it in early weeks, which could’ve been because of the fact that the mobility and movement stage took longer weeks for me, which impacted on the credibility and change efficiency rate of my simulation run. The efficiency rates of my team members were significantly higher as compared to mine, because of their efficient simulation run. (i.e. the awareness and interest stage of change management was achieved in early weeks).
Takeaways from Team Discussion
From the team discussion; the biggest takeaway is the importance of awareness and interest stage in the change management as it is crucial for the implementation of any change within the company. Also the efficiency rate of change management will only achieve its optimum level when the change is acceptable by the employees. The number of adopters will only increase if you succeed in creating an awareness as well as an interest among the people…………
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