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A Need For Change Within A Project

972 words - 4 pages

A Need For Change Within A Project
Ronny L. Wade
Walden University

In this paper, I will show the type of change approach I took to make a major change within the organization technologically and culturally. As stated by (Schein, E, 2006), “Change and stability are two sides of the same coin”. I believe that communication within and among an organization is driven with the successes and failures of employee management and the employees that will increase the effectiveness of the growth of change within the organization. To perform change more effectively a clear and precise plan of action must be present, to due to the success or failure of the proposed change.

A Need ...view middle of the document...

The project managers could see who made the change and what change was made. If there was an error you can revert back to the original code which was housed on another staging environment.
The Analysis
To understand the business model for a software development company is very crucial. I like the concept of “Functional Structure which is set up so that each portion of the organization is grouped according to its purpose which helps each department rely on the talent and knowledge of its workers and support itself” (Writing, A., 2013). From having past transitional leaders has helped me in this approach of a major positive change for our company in the way we utilize our development environment. As stated by (Christensen, C. M., Marx, M., & Stevenson, H. H., 2006, p. 73), “the first step in any change initiative must be to assess the level of agreement in the organization along two critical dimensions which are the extent to which people agree on what type want and the extent to which people agree on cause and effect”. (Kotter, J. 2007, pp. 60-67), states the eight critical errors that an organization could make during change phases:
1. Not establishing a great enough sense of urgency;
2. Not creating a powerful enough guiding coalition;
3. Lacking a vision;
4. Undercommunicating the vision by a factor of ten;
5. Not removing obstacles to the new vision;
6. Not systematically planning for and creating short-term wins;
7. Declaring victory too soon;
8. Not anchoring changes in the corporation’s culture.
Once this change was implemented into our day-to-day development cycle, it made a more complete and secure development environment. Each member under took it upon themselves to learn every aspect of GIT and to utilize it to grow. “A vision says something that clarifies the direction in which an organization needs to move” (Kotter, J. 2007, pp. 64). The main reason for suggesting...

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