The goals needed in planned change

The goals needed in planned change There are many goals of a planned change. Basically the goals are aimed to improve the ability of the organisation to adjust to changes happening in the environment. Change in employees behavior is expected and these changes to lead to improvement in organizational effectiveness and efficiency. In this assignment we will discuss a case study on the strategic change management in the AEGON Company. As we have discussed in the training presentation the different aspects and reasons of strategic change management and the process of strategic change management involves developing an innovative vision for where the company needs to be, and then developing an equally innovative path for achieving the goal. This can only be done through the combined effort of all the company, its employees and the stakeholders. The discussion of this case reflects the following points: Develop systems to involve stakeholders in the planning of change and develop a change management strategy with stakeholders. Evaluation of the systems used to involve stakeholders in the planning of change. Explanation of what systems and processes would need to be/have been developed to ensure involvement of the stakeholders in the change. Strategy creation for managing resistance to change Review of the effectiveness of management actions to overcome any identified instances of resistance Discussion of the most important features in the successful implementation of organizational change, drawing upon at least two organizational models Plan to implement a model for change and develop appropriate measures to monitor progress. With the changing prospects of customers, organizations persistently require to adapt to stay competitive. Managers might look for situations which are common to them when experience pressures for change. It involves civilizing the traditions in which they function, gradually. This is incremental change. But improving gradually may not be adequate. The need is to adjust to all of the main changes in the surroundings. Lack of it results in strategic drift. When a company undergoes strategic drift, it does not make tough and major decisions to deal effectively with all of the changes in its business environment. Managers within the organization have to accept the change completely to let alone strategic drift. It results in a responsive organisation. (AEGON-Embracing and pursuing change, n.d.) AEGON Group is one of the worlds largest life insurance and pensions companies. AEGON owns pensions, life insurance, asset management and adviser businesses in the UK. The AEGON Group has 27,000 employees and over 25 million customers worldwide. Its major markets are in the USA and Netherlands. Since 1994, the UK has become another major and increasingly important market. In 1994 AEGON bought a large stake in Scottish Equitable. Scottish Equitable was a strong brand with a heritage that went back to the 1830s. Since then AEGONs UK business has grown both organically and by acquiring other businesses. As most of the acquired companies kept their existing identities, awareness of AEGON in the UK remained relatively low. AEGON realized that such low levels of awareness could impact on its ability to achieve its ambitions. Therefore, it needed to combine the global strength of its parent with the experience and reputation of the domestic company brands, like Scottish Equitable, that made up AEGON in the UK. (AEGON-Embracing and pursuing change, n.d.) In this assignment well discuss the success that accepting and practicing change has brought to AEGON in the UK. This change is helping AEGON move towards its goal of becoming the best long-term savings and protection business within the UK. Kurt Lewins change model In early 1950s Kurt Lewin a psychologist developed a model of change management. He described the freeze model of change which suggests that change involves a shift from one still condition by means of a state of activity to a different still condition. This involves a three-stage process of managing change: unfreezing, changing and re-freezing. Source: http://www.strategies-for-managing-change.com/kurt-lewin.html Stage 1: Unfreezing This stage implies getting prepared to change. It involves getting to a point of consideration that change is compulsory and getting ready to alter from our current comfort zone. (Kurt Lewin change management model, n.d.). Stage 2: Change or Transition The second stage of transition is known as change. Transition is the internal faction or voyage we make in response to a change. This occurs as we accept and make the changes that are required. (Kurt Lewin change management model, n.d.). Stage 3: Freezing (or Refreezing) The third stage is freezing, while many people refer to it as refreezing. As the name suggests this stage is about instituting stability when the changes have been made. The changes are acknowledged and turn into norms. People form new contacts and become contented with their routines. This will surely take some time. (Kurt Lewin change management model, n.d.). The 8 steps of John Kotters change model Each stage of Kotters change model acknowledges a key principle identified by him linking to peoples response and approach to change, and in which people see, feel and then change. For change to occur, it helps if an adequate number of people within an organisation want it. By developing a sense of urgency around the need for change it helps management to start the initial inspiration to get things moving. (John Kotters guiding principles for leading change, n.d.). Source: http://www.strategies-for-managing-change.com/john-kotter.html According to John Kotter the major challenge in front of leadership in a change process is just getting people to change their behavior. People modify their behavior when they are motivated to do so, and that can be done when you speak to their feelings. (John Kotters guiding principles for leading change, n.d.). AEGON UK had the following driving forces for organizational change. Financial restructuring in the United Kingdom. Growth in population and changes in demographic attributes. Cultural diversification in the UK. Changes in social dimensions of the United Kingdom. Evolution of political orientation and policies. Increase in the domestic purchasing power. Institutional and policies neglect regarding the financial products. High competitiveness and consequent challenges. Deficient Management practices. Inefficiency in processes The most suitable change model fitting to AEGON UK will probably be Kotters Eight Step Change Model. As it fully prepares the employees of the company before even the vision is created that will eventually helps in the change in the long run. There are some disadvantages as well to this model. This model is mostly suitable for the companies because of its simplicity and applicablity as considerable change is required for the divisions. This will also facilitate in the transition because the division has a long history comparable to rest of the company and people are not as set in the ways, as they would be if the division had been around longer. (Strategic change management, n.d.). AEGON UK strategic planning implies planning for the long-term. The time frame associated with this type of planning is from three to five years into the future. Due to this timeframe, there are several challenges associated with long-range planning. These include: creating a plan that is breakthrough in its orientation rather  than more of the same, getting all stakeholders to commit to the organizations strategies   and   to   follow   through   on   implementation   of   critical   activities,   and decreasing cycle time in the planning process. This sort of orientation necessitates approaches to strategic planning that involve all employees and stakeholders in the planning process and a planning process that can occur within a shortened time frame. The researcher will prefer to adopt Large Group Interventions Technique to address the proposed change in the chosen organization AEGON. (Strategic change management, n.d.). In   case   of   the   AEGON   UK   there   were   many   deriving   forces   that caused   the background   of change   in AEGON   UK. AEGON   UK   was although was bearing international repute but still it didnt had band awareness   by   the   name   of   AEGON   in   the   United   Kingdom.   The philosophy of the financial services products that were being sold by AEGON UK or its competitors were quite difficult to understand by the potential customers. Life expectancy in the United Kingdom has increased in the recent years so people can expect to be retired for  longer age and similarly many individual never think it worthy to plan about their retirement properly, on the other hand there was a derive from the government to reduce dependency on the state in old age so there was a need to make a social awareness among the people for the benefits of having the financial products sold by the AEGON UK to secure   their   fut ure   because   benefit   of   these   investments   usually realized in later years. AEGON was not well recognized in the areas other than pensions. Above stated reasons are the few of those that lead management to introduce change in the corporate structure and strategy of the AEGON UK Limited. (Strategic change management, n.d.). People who are directly affected by the decisions of an organization are the stake holders.   Stake holder may be internal (management, employees etc.) and they may be external (government, suppliers, banks, media, shareholders etc). Every stake holder has different expectations from the organization.   In the process of change, stakeholders can be involved in a number of ways like: Involve them in problem solving. Keep them up to date of standing towards corporate objectives Take actions on feedback received by them Mobilize the correct resources at the right moment to recognize the implementation plan (Strategic change management, n.d.). Involvement of stake holders to the process of change was done by the new chief executive officer of AEGON who carried out the following actions; Simplification of Financial Services The Chief Executive Officer of  AEGON adopted a customer focused approach. The CEO simplified the complex financial services in terms of their understanding and it was now made very simple to understand. The clients which know   that   what   they   are   investing   into   and   what   investment they get back   at   the   end   of   the   contract.   To date back customers have always been disturbed doing complex calculations. Now the customers are happy because they dont need any financial interpreter to understand the ins and outs of the products offered by the AEGON. (Strategic change management, n.d.). Workforce Development The most important stake holder of the organization is the employees. These are the people who are practically liable make the change process successful. New CEO took  the employees in confidence and told them about the fact that what AEGON stands today and what AEGON wants to stand in the future. He explained the factors behind this change. The CEO introduced job rotation which involves prospects from one job to the other job.   Hence it provided individual employees with a career path. CEO also arranged a Management Development Program in collaboration with a leading management college for  the training of the workforce. (Strategic change management, n.d.). Creating Distinct Market Place     To let revisit the brand identity of  AEGON into the minds of the people, the CEO carried out an external promotional campaign to highlight the relationship between the locally famous Scottish Equitable and AEGON. The CEO spoke to the media stating the reasons for the change and how the change will be beneficial for the stakeholders. (Strategic change management, n.d.). As we know that the stakeholders are critical to the success of initiating change in the organization. Stakeholder Management Strategy is an important discipline that successful people use to win support from others. Stakeholder Analysis is the technique used to identify the key people who have to be won over. Stakeholder Planning is done to build the support that helps organization to succeed. (Strategic change management, n.d.). The benefits of using a stakeholder-based approach The   opinions   of   the   most   strong   stakeholders   to   shape   change implementation at an early stage. They will support the company as well as their input can also improve the quality of the project Getting support from strong stakeholders can help you to win more resources There are more chance to achieve strategic goals successfully. By communicating with stakeholders early, you can ensure that they fully understand what you are doing and understand the benefits of your  aim. By this they will throughout support you actively. By anticipating what peoples reaction to your project may be, and build into your plan the actions that will win peoples support. (Strategic change management, n.d.). Strategy for managing  resistance to change in the organization Following strategies can be implemented for managing resistance to change in the AEGON. à ¢Ã¢â€š ¬Ã‚ ¢There will be a workflow process in order to achieve results for mutual benefits for employees and organization. à ¢Ã¢â€š ¬Ã‚ ¢There will be an Authority Process in order to direct behavior in the interests of the organization and its participants. à ¢Ã¢â€š ¬Ã‚ ¢There would be a Reward and Penalty Process to induce people to behave in away required by the interests of the organization and its participants and / or to behave in a way making associated activity possible. à ¢Ã¢â€š ¬Ã‚ ¢There will be a Perpetuation Process to maintain, replenish, and make adequate the quantity and quality of social and natural resources utilized by the organization and its participants. à ¢Ã¢â€š ¬Ã‚ ¢There must be an Identification Process to develop a concept of the wholeness, uniqueness and significance of the organization. à ¢Ã¢â€š ¬Ã‚ ¢ There will be a communication process to provide for the exchange of  information, ideas, feelings and values etc utilized in all activities to the stakeholders. à ¢Ã¢â€š ¬Ã‚ ¢ There must be an evaluation process which establishes criteria for and defines levels of utility and value for people, materials, ideas, and activities and which rates them and allocates them to these levels. (Strategic change management, n.d.). Model for implementing  change in the organization Model for change implies towards the overall strategy to incorporate change into the organizational culture. Model of  change is usually implemented into the following steps; Access the necessity of change Forming a powerful alliance Creating an idea for change Communicate the vision Remove barriers Incorporate the change into organization. (Strategic change management, n.d.). The CEO of AEGON implemented  the same model  to inculcate change into the organization. The CEO realized the need for change and he came to the conclusion that the company is not doing well comparable to its competitors. The legislative restriction of price decreased the profitability Lack of brand awareness getting worst And difficulty of the  customers  understanding  the   aim  of  the  services offered by AEGON The above mentioned were the factors that required an immediate change into the organization at a large scale. The CEO conducted a SWOT analysis of the company and decided to develop a new behavioral framework for the staff which was known as 8 behaviors framework and also arranged managerial training for the workforce. He further addressed the stakeholders of the organization to communicate his vision to them by simplifying the financial services, developing a workforce and arranging a brand awareness campaign. (Strategic change management, n.d.). The CEO also communicated to the media about this change process and the reasons for change.   Hence   model   implemented   by   the   CEO   of  AEGON   UK   brought   about evident positive   change   to   the organization and gave it a new line of direction towards the desired goals and objectives. (Strategic change management, n.d.). Implementation of the model in  the organization, expected improvements and appropriate measures to monitor progress The plan for the change was implemented into the different stages like discovery phase to analyze where the AEGON is right now, where it wants to be and what actions are required to meet the objectives set by the head to become the best long term saving and   protection   business   into   the   UK. First phase revealed the reasons for changes and weaknesses and strengths of the organization. After the discovery phase the next step was to involve the appropriate stake holders into the process of change. The head of the AEGON involved various stakeholders in different effective manner as mentioned earlier.   The CEO further redeveloped the organizational behavioral framework and arranged the training of the staff members. (Strategic change management, n.d.). The   outcomes   of   the   efforts   made   by   the   CEO   were   extremely cheering and rewarding for the company. Before the change there was confusion among the people about the recognition of AEGON but after   the   strong   promotion   of   the   brand   AEGON   with   Scottish-Equitable created a more reliable image of the AEGON into the minds of the people. Moreover the brand carried a new more powerful and prestigious look as AEGON Scottish-Equitable. (Strategic change management, n.d.). The behavior of  the employees altered altogether. They behave with more customer oriented  approach.   Now   the   employees   are   concerned   to   provide   beneficial   services   to existing   and   prospective customers and the organization is always doing its level best to do what is really important to their customers.  (Strategic change management, n.d.). AEGON providing the levels of return guaranteed and being liable for any risks associated with doing so it reflects more probability about levels of income for the clients. As a result of the change applied by the CEO of AEGON, the company reconstructed its brand reputation, became more customer  oriented, started to provide more innovative services and became more popular amongst the consumers and finally the business has grown to a huge extent. The CEO planned to develop a new organizational behavior framework  to align the brand values of AEGON. (Strategic change management, n.d.). To entrench this culture, AEGON developed a behavior structure to maintain its brand values. It was intended to persuade how people at all ranks within the organisation might work and make decisions. These behaviors highlight the values of the organisation. They have assisted to build AEGONs culture and have also impacted its performance. AEGON also introduced a Management Development Program, supported by a top Management College. The eight behaviors are: à ¢Ã¢â€š ¬Ã‚ ¢ Think customer à ¢Ã¢â€š ¬Ã‚ ¢ Embrace change à ¢Ã¢â€š ¬Ã‚ ¢ Encourage excellence à ¢Ã¢â€š ¬Ã‚ ¢ Act with integrity à ¢Ã¢â€š ¬Ã‚ ¢ Decisive action à ¢Ã¢â€š ¬Ã‚ ¢ Work together à ¢Ã¢â€š ¬Ã‚ ¢ Learn and grow à ¢Ã¢â€š ¬Ã‚ ¢ Relate and communicate. (AEGON-Embracing and pursuing change, n.d.) Conclusion There is nothing permanent except change. It is continuous. The process of change is an expedition. Business organizations will always be influenced by external factors. AEGON responded to these factors by simplifying, clarifying and strengthening its brand in the UK. As organizations change, their patterns of behavior and business culture flourish. For AEGON, this is a cycle in which the business uses its knowledge to learn from its experiences. This has assisted AEGON as an organisation to move positively towards achieving its full potential and to stay competitive in a progressively difficult market. (AEGON-Embracing and pursuing change, n.d.) AEGON recognized a need to give itself a greater market presence. The change has made the organisation much more customer focused. As a result it is more effective.

Rationing of Healthcare

Due to the changing trends in lifestyle, there are a constantly increasing number of obese people in United States of America. Currently in America, more than 31% of the entire adult population is considered clinically obese while 16% of adolescents are also clinically obese. The numbers are even higher for younger children (WIN, 2009). Gastric by pass surgeries are also called bariatric surgeries. They entail reducing the size of the stomach and preventing the absorption of food by by-passing a part of the small intestine.There is an increasing popularity among the American population in the use of gastric by pass surgeries to facilitate weight loss. A normal bariatric surgery costs up to 25,000 US dollars (WIN, 2009). Apart from the surgery team and the healthcare workers, the surgery also requires additional follow up by nutritionists and psychologists. There are additional expenses for medication and medical tests before and after the surgery. Gastric by pass surgeries require in tensive patient care and in most cases are followed up by lengthy hospital admissions.Various complications may arise from gastric by pass surgeries often requiring readmission into hospitals. This is followed up by a lot of inpatient care which could otherwise be directed to other patients. 2) Selection Criteria For health reforms to facilitate cost reduction while maintaining clinical effectiveness, it is imperative that certain services be rationed unless in extremely critical cases. Gastric by pass surgeries have gained popularity in America as a quicker and less involving alternative to weight loss.Patients prefer gastric by pass surgery as compared to the effort it would take to loose weight normally through a change of lifestyle. More and more teenagers and young adults are filling up hospitals for gastric by pass surgeries. Gastric by pass surgeries should be exempted for all adolescents and young adults and in their place behavioral modification counseling should be emphasi zed. This will free up the already overworked nursing staff.When it is offered, it should only be given if there is a pre existing condition that prevents the patient from acquiring a more physically active lifestyle or modifying their diet. Currently, most insurance cover companies explicitly exclude obesity treatment or any type of weight loss treatment (WIN, 2009). Any related care incurred by the patient is not paid for by the insurance companies. Gastric by pass surgeries may however be paid for if the patient can prove a medical necessity leading to the need for the surgery.

Ideas for Eagle Scout Essay Samples: No Longer a Mystery

Ideas for Eagle Scout Essay Samples: No Longer a Mystery For others, it may seem to be tricky job. After discovering our website, you will no longer will need to bother friends and family with these kinds of requests. Several emails with attachments could be necessary. Please be aware, files ought to be in pdf format and cannot exceed 20 MB. Getting the Best Ideas for Eagle Scout Essay Samples Choosing our service, you will understand that studying can be simple if you gain from the aid of competent experts. Because of the numerous risks, you're very likely to face when you order and pay for essay on the internet, you have to be careful when selecting the service to trust. Our customer support will gladly tell you whether there are any special offers at the present time, in addition to make sure you are getting the very best service our business can deliver. Location It is not clear but it might be among the strength elements for the GSA since they tried to draw the men and women in the cities and suburb girls. The workbook helps guide Scouts through the whole process from begin to finish, and ensures they are accountable and knowledgeable about their undertaking. You must demonstrate your eligibility to plan, develop and supply leadership on the project you select. It isn't important to us, whether you're too busy on the job concentrating on a passion undertaking, or simply tired of a seemingly infinite stream of assignments. It additionally provides a checklist to help keep tabs on your progress. Requests need to be made in person if at all possible, and thank you notes ought to be promptly written after receipt of the recommendation. Scholarships vary in the sum awarded. The Ideas for Eagle Scout Essay Samples Game Attaining the Eagle rank is only a step on the very long journey. The Eagle Scout candidate was expected to plan, develop, and conduct a leadership service undertaking. Eagle Scouts aren't quitters. Becoming an Eagle Scout can provide you with many professional and individual advantages. Ideas for Eagle Scout Essay Samples at a Glance It is a significant facet of emotional intelligence and an important part of maturity. Disciplinary actions are essential for a parent to accomplish being a great parent. While there are many qualities necessary to be a great parent, there are two primary qualities that each parent should consist of while raising their children. Fostering the capability to create friendships and working relationships. But What About Ideas for Eagle Scout Essay Samples? Inside my opinion, family is where everything begins. I learned that all individuals are equal no matter their backgrounds. Therefore, many students and employees decide to purchase inexpensive essay rather than writing it themselves. It's work for which you won't ever be recognized, but it's the creative difference between residing in a well-constructed house and one where the builder cut corners. The plan is quite similar to the present badge. So because you can see the significance of the scout getting everything turned in whenever possible is critical. You must find the right set up for your house and get it installed. A Secret Weapon for Ideas for Eagle Scout Essay Samples While it's a harmless gesture it's still a blow to my reputation as a critical instructor. Just remember to send your resume to us, and we'll contact you. Although she doesn't really discuss education that much. Along with possessing academic prowess, students who get the absolute most out of college is aware of what they want and are eager to work for it. Ideas for Eagle Scout Essay Samples - Overview The cost of an essay is dependent upon the quantity of effort the writer has to exert. When it's tough to consider, think about any moment you did more than that which was expected of you, when you took additional responsibilities or any time you had the ability to aid someone in need. You should have your reasons, and our principal concern is that you wind up getting an excellent grade. Locate a quiet place and provide it some serious thought. Ideas for Eagle Scout Essay Samples: No Longer a Mystery If you already understand what you need your life to be about, this might be easy. Thus, give some thought about the story that you wish to tell. God has fostered the leaders and they'll be helpful for the perfect men and women in the proper way. He expects this man' (me) to be prepared and ready to do whatever it takes to get the job done.

The United States Of The Declaration Of Independance

Calvin Coolidge spoke on July 5th 1926 in Philadelphia to celebrate the 150th anniversary of the signing of our Declaration of Independance. Coolidge’s assertion was that over the 150 years we had remained true to the ideals in the Declaration. The basis of the document being all men were equal with unalienable rights is the backbone for our country and we had maintained it as our backbone. It may have been a bit of a rough road on the way but it had been done. He not only claimed we had remained true to the ideals, but because we had remained true we have moved forward in history rather than if we were to deny them which would lead us backwards toward the time where even if it was claimed all men were equal that claim was not used in society. Many different events in our history have supported Coolidge’s claims and assertions and a few of the key ones will be discussed throughout the duration of this essay. On December 6th 1865 the 13th amendment was ratified effective ly abolishing slavery in the United States of America. For almost 100 years slavery was legal based off of the original declaration. If we were to strictly follow the principles that were presented in the original document slavery would still be legal and a part of the country. This is where Coolidge’s assertion of needing a more modern view is correct. As we grew as a nation it became more apparent how slavery was wrong and something that needed to be taken out of our country. Our modern views acknowledgedShow MoreRelatedThe Declaration Of Independence By Elizabeth Cady Stanton937 Words   |  4 Pagessuffering from female discrimination, Women s Rights activist, Elizabeth Cady Stanton, wrote the declaration of Sentiments to declare independence for women from men. 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At the conference, The Declaration of Sentiments was presented. The Declaration of Sentiments was modeled in the same format as the Declaration of Independance. The declaration recieved signatures from 68 women and 32 men. The declaration demanded that women be recognized as citizens, just like the other half of the population. It presented some of the flaws in society and demandedRead MoreChristopher Columbus : What It America?983 Words   |  4 Pagescalled Hispaniola. He also explored the Central and S outh American coasts. July 4th 1776 Declaration of Independence The Declaration of Independance was a letter from the thirteen American colonies (at the time), then at war with Great Britain, regarded themselves as thirteen newly independent sovereign states, and no longer a part of the British Empire. Instead they formed a new nation, the United States of America. 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